No. A return to work at light duty is not the same as a return to "suitable alternative employment". A light duty job only offers the protections of "suitable alternative employment" if it is documented in writing with the Director of the Department of Labor as a return to "suitable alternative employment". Injured workers who return to light duty without it being documented as "suitable alternative employment" run the risk that they would not be reinstated to weekly workers’ compensation benefit if they are laid off. This is particularly true for injured workers who return to light duty jobs at their regular pay.