"[W]hen an employer offers, and an employee voluntarily accepts, a light duty assignment, the time spent working in the light duty assignment is not counted against the employee's 12-week FMLA entitlement. After all, the employee is working, not on leave. Nonetheless -- and here's the catch -- during the period that the employee is working in the light duty position, the employee remains protected by the reemployment rights under FMLA."  MORE >>