Thank you for the information and your question. Although no one without all of the information from both sides can tell you if you would have a successful case for wrongful termination, I can discuss the law with you and tell you what your rights are now.
It sounds, from your post, as if there is either a written policy or contractual right to be given up to 22 weeks of sick leave in these situations and that you stayed out beyond that period. That would normally be enough for the employer to be allowed to terminate an employee. In other words, there is no law that says an employer must hold open a job for an injured worker indefinitely, or beyond the 12 weeks provided under FMLA or job protection. Obviously you had more protection via this policy or contract you referred to.
Having said all that, there is another law that applies in these cases and that is the Americans with Disabilities Act (ADA). Under the Act, if an employer needs more time off than allowed under an attendance policy, then the employer must grant that time unless doing so would cause an undue hardship on the employer. The employer must actually make that evaluation. If they fail to even consider the ADA or deny the time by not giving the employee a job back, then the employee may file a complaint with the EEOC. They may also, after filing with the EEOC, file suit for disability discrimination under the Act. Likewise, if the employee is let go, not because of the fact that their job is filled but instead because of their injuries or WC claim, that too would be a violation of the ADA.
What you can do, and probably want to at this point, is to file your complaint with the EEOC and let them try to mediate your case to some acceptable resolution. If that doesn't work, they will investigate your case and you will also want to find a local employment law attorney though the local County Bar referral service to sit down with and discuss your case in detail.
The fact that you still had your work equipment really is not determinative of the issue, but is just one piece that the EEOC and the courts would look at.
Please feel free to ask for clarification. I would be glad to attempt to assist you further. If not, please take a moment to leave a positive rating in the box above so that I can receive credit for assisting you. Thank you