"The principal issue before the court was whether the employee was entitled to FMLA leave when the employee had failed to follow his employer's usual and customary notice requirements for requesting FMLA leave. The court granted summary judgment in the employer's favor, reinforcing the point that an employee's noncompliance with an employer's notice requirements ordinarily precludes the employee's entitlement to the FMLA's protections." [Munger v. Cascade Steel Rolling Mills, Inc., No. 18-970 (D. Ore. Jun. 17, 2021)]