Unfortunately, your job protection by law was only 12 weeks under the Family and Medical Leave Act (which runs the same time as leave under workers compensation). After the 12 weeks of protection and absent any written contract to the contrary, I am afraid the employer can terminate your employment. Also, light duty is something that is at the discretion of the employer and if the employer claims they have no light duty they do not have to provide light duty. Now, if the employer is treating you as permanently disabled (which they are not if they are saying they will consider rehire once restrictions are removed) you could have a claim under the Americans with Disabilities Act, but as I said there is no indication of that here. Thus, your legal recourse is to continue to collect workers compensation benefits for your temporary total disability and when you are able to return to work full duty without restrictions you can apply for and qualify for unemployment benefits since you lost your employment through no fault of your own. Unfortunately, these are your legal recourses.
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