| A plant employee sued her employer when the latter denied her FMLA leave at the end of a 13-week light-duty assignment that she freely accepted after she injured her back on the job.
In Roberts vs. Owens-Illinois Inc., the court ruled that since the employee voluntarily agreed to the light-duty assignment in the wake of her back injury, the time spent on light duty could be counted as FMLA time, even though the company did not designate it as such.
If the company had forced her to accept the light-duty assignment, the time could not have been designated as FMLA time. |
