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If you are familiar with Young v. Whakenhut then you have already done some research. That is the case on point, and it holds that an employer's failure to provide individualized FMLA notice may give rise to a claim for violation of the FMLA if the employee who did not receive such notice can demonstrate an "impairment of her rights and resulting prejudice." Generally speaking, prejudice will be found to exist if the employer’s failure to advise the plaintiff of her FMLA rights "rendered her unable to exercise the right to leave in a meaningful way, thereby causing injury."
So, whether or not you have a viable claim depends on the particular facts of your circumstance. Can you argue that your employer's failure to notify you of your FMLA rights and to specifically offer you FMLA impaired your ability to adequately avil yourself of the protections afforded by the Family Medical Leave Act? That seems very likely to be the case, since at the time you resigned you would have had an additional 4 weeks of protected leave available to you and arguably you would not have outright resigned at that time if you were aware you could have taken additional protected time off work.
If you are denied a return position, it would be well worth the effort to contact some local employment law
attorneys to determine whether legal action is worth pursuing. It certainly seems as though it may, but of course at this stage further discussion is premature. To locate an employment law attorney in your area, see here: http://www.martindale.com/
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