Julie Krenzke worked as a financial services manager for Lindsay Lexus from March 2002 until October 2004. Krenzke was very good at her job when she was present, but she was often absent due to miscellaneous vague health concerns. On September 29, 2004, Krenzke awoke to symptoms commonly associated with extreme stress and anxiety, including heart palpitations, nausea, shaking, clamminess, and dizziness. Krenzke did not go to work on September 29, 2004. Instead, she went to see Dr. Michael Greene, who placed her on a heart monitor and wrote her a prescription. At this visit, the doctor also faxed a note to Krenzke’s direct supervisor indicating that Krenzke could not work for two days. The supervisor granted leave for those two days. When Krenzke returned to work, she met with the general manager at Lindsay Lexus to inform him that Dr. Greene had indicated that she needed to take a leave of absence from work. Her request for leave was denied. Krenzke proposed that she work part time. This subsequent proposal was also denied. Five days later, Dr. Green faxed a note to Lindsay Lexus indicating that Krenzke needed to take two weeks off work due to illness. That same day, Krenzke submitted a letter to the general manager indicating that she was leaving her job because the company had failed to grant her a leave of absence. After leaving, Krenzke visited Dr. Greene several times and was referred to a cardiologist and pulmonary specialist. Krenzke filed this action alleging that Lindsay Lexus had violated her rights under the FMLA. The district court granted summary judgment in favor of Lindsay Lexus, holding that Krenzke did not provide adequate notice that she was entitled to leave under FMLA or that she was suffering from a serious health condition. Was Krenzke successful in her FMLA claim? Why or why not? Krenzke v. Alexandria Motor Cars, Inc., 289 Fed. Appx. 629 (4th Cir. 2008).

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