statutes prohibiting gender and disability discrimination. Those claims are not relevant to this appeal. 3 . Under the FMLA, "[a]n employer may require that a request for leave ... be supported by a certification issued by the health care provider of the eligible employee or ... spouse ... [and] [t]he employee shall provide, in a timely manner, a copy of such certification to the employer.” 29 U.S.C. § 2613(a). 4 . The other cases Strain cites in support of his position are inapposite because they involved plaintiffs who did not necessarily show that they were prejudiced by their employers' failure to notify them of their FMLA rights. Moreover, none of these cases are binding on this court. See Katekovich v. Team Rent A Car of Pittsburgh, Inc., 36 Fed.Appx. 688, 691 (3d Cir.2002) (<HOLDING>); Perkins v. Dollar Tree Stores, Inc., No.
holding that an employee who did not present evidence that she could have returned to work prior to the expiration of her fmla leave allowance was not entitled to additional leave merely because her employer had not properly provided her with notice that the leave was designated as fmla leave holding that an employee requesting unforeseeable medical leave is not required to even mention the fmla when requesting leave for a serious health condition holding that an initial denial of leave did not constitute materially adverse action because the plaintiff was ultimately allowed to take the leave without any other consequence to her holding that an employer was justified in demoting plaintiff after she returned from maternity leave because plaintiff could not rebut the employers evidence that she was having performance problems before she went on leave and that additional performance problems were discovered while she was on leave holding that sufficient evidence of prejudice existed where plaintiff would have structured leave differently but employer had not provided notice of fmla right to reinstatement