Defendant is correct that a leave of absence under the FMLA may be a reasonable accommodation under the ADA in some circumstances. SeeTarbell v. Rocky's Ace Hardware , 297 F. Supp. 3d 248, 260 (D. Mass. 2018) (noting that, "[u]nder Massachusetts and federal law, a leave of absence and leave extensions" may constitute reasonable accommodations under the ADA "in some circumstances" (quoting Fiumara v. President & Fellows of Harvard Coll. , 526 F. Supp. 2d 150, 157 (D. Mass. 2007) )). The Court cannot, however, say that such circumstances apply as a matter of law here, where Plaintiff actively sought to return to work, allegedly could safely return to work, and faced losing several weeks of employee benefits and/or wages through the continued use of FMLA leave.