A business manager for a college suffered a head injury. Following the accident, she was limited to routine tasks and could not perform the essential functions of her job. She requested to work on a reduced schedule, gradually working up to full time. The Eighth Circuit found that the college had no obligation under the FMLA “to be directly involved in an employee’s rehabilitation…while the employee is at his or her job, the employee must be able to perform the essential functions of the job”.