642 Limited Duty, Light Duty, and Rehabilitation Assignments Supervisors and managers do not refer initially most limited duty and temporary light duty requests to the RAC. Instead, the mechanisms provided by Federal Employees’ Compensation Act process requests for limited duty and the mechanisms provided by the respective collective bargaining agreements for light duty. Nonetheless, there are circumstances in which an employee in a light duty, limited duty, or rehabilitation assignment can raise issues that warrant referral to the RAC. For example: When an employee has an illness or injury that, in addition, may qualify as a disability under the Rehabilitation Act and the employee seeks accommodation for that disability, referral to the RAC is appropriate. When an employee seeks to leave a light duty, limited duty, or rehabilitation assignment position and obtain a different job, the RAC must assess the situation to see if the employee can perform in the position desired, with or without reasonable accommodation. In addition, an employee with a disability may request permanent or long- term light duty, believing it to be a reasonable accommodation. In such a case, the RAC may appropriately explore accommodation with the employee. The RAC’s role is limited, however, to the following: Evaluating the employee’s eligibility for accommodation. The availability of accommodation under the law. The RAC does not make a decision on the availability of light duty because the installation head is responsible for granting or denying light duty, pursuant to the terms of the applicable collective bargaining agreements.