In the Court’s opinion, the evidence cited above is sufficient to create a genuine dispute of material fact as to whether Plaintiff actually violated the advance notice policy, which only requires that an employee provide notice to her supervisor. The record contains evidence that Plaintiff’s immediate supervisors and the director of her department knew that Plaintiff intended to take time off to address serious medical issues, and that Plaintiff’s immediate supervisor knew that Plaintiff had begun the process to request FMLA leave. Helton v. Wesley Health System, LLC, NO. 2:15-cv-20-KS-MTP, 2016 WL 913271 at *3 (S.D. Miss. March 9, 2016)

Helton v. Wesley Health System, LLC, NO. 2:15-cv-20-KS-MTP, 2016 WL 913271 (S.D. Miss. March 9, 2016) (Starrett, J.)