In Hendricks v. Compass Group USA Inc., the plaintiff, a utility driver, was unable to perform her usual driving duties after a shoulder injury. Plaintiff did not take a traditional leave of absence under the FMLA, but instead chose to accept light duty office work under a workers' compensation program, which paid less than what she earned as a driver. Plaintiff argued that her office work was "FMLA light duty" that should have been compensated at the same rate that she received as a utility driver. The court rejected plaintiff's argument, finding that there is no such thing as "FMLA light duty." The court ruled that the FMLA does not require an employer to pay a certain rate while the employee is on leave; the FMLA only requires that an employer permit an employee to take up to 12 weeks of unpaid leave and return to his or her prior position or an equivalent position at the end of the leave.