Read the following excerpt from a US court opinion:
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which you indicated was the last day that you worked, through April the 26th of 2001, did you speak to any member of management relative to any of the reasons why you were absent from work? A. No, I didn’t. (Id. at 76.) The Court finds that the notice given to the Defendant through the automated telephone system was simply inadequate to invoke the protection of the FMLA. Courts have consistently held that to give adequate notice to invoke the FMLA, an employee must inform his employer that he has a serious health condition. Ha/mmon v. DHL Airways, Inc., 165 F.3d 441, 451 (6th Cir.1999); Brohm v. JH Properties, Inc., 149, F.3d 517, 523 (6th Cir.1998); Manuel v. Westlake Polymers Corp., 66 F.3d 758, 764 (5th Cir.1995); see also Taylor v. Invacare Corp., 64 Fed. Appx. 516 (6th Cir.2003) . Simply selecting the “ill” option on an
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What is the most suitable continuation to the opinion? Your options are:
A. holding that both the cfra and the fmla require the employee to provide notice to the employer of the employees intent to take leave
B. holding that employer controlled the victims will at least in part by using his position as the victims employer
C. holding that the employee must at least provide his employer with enough information for the employer to be put on notice that the fmla is a consideration
D. holding that employers knowledge of employees criminal conviction for intoxication did not put employer on notice that employee might be a thief
E. holding that an employee gives his employer sufficient notice that he is requesting leave for an fmlaqualifying condition when he gives the employer enough information for the employer to reasonably conclude that an event described in 29 usc  2612a1 has occurred
Reply with [A, B, C, D, E] only.