In Saenz v. Harlingen Medical Center, L.P., 613 F.3d 576 (5th Cir. Tex. 2010), the 5th Circuit Court of Appeals addressed whether an employer could terminate an employee who failed to comply with the employer's heightened notification procedures for leave taken under the Family and Medical Leave Act (FMLA) and whether the employee provided her employer with proper notice of a serious health condition under the FMLA.
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