If you use FMLA leave intermittently or work a reduced schedule, a supervisor may find it beneficial to detail you to an alternative position until you have exhausted your FMLA entitlement (12 weeks/year) or you no longer need such an accommodation.

The alternative position does not have to be of equivalent duties, but must be equal in every respect of qualifications, pay and benefits, schedule, tenure, and appointment, etc., to your permanent position. But it may be less physically taxing or require less contact with you and/or the public. Only your supervisor can determine if an alternative position is feasible for you; however, you may request such consideration.