“[Defendant] contends that it twice offered [the employee] a reasonable accommodation in the form of clerical work, which offers she ignored or rejected. This first offer was undisputedly made, but made at a time when [she] was unable to return to work and on FMLA leave. [The employee] declined the offer on the advice of her doctor, and [Defendant] does not argue that this initial rejection matters. It instead argues that the offer remained open and that [the employee’s] failure to later accept constitutes a rejection of a reasonable accommodation. The proposition that the offer survived [the employee’s] rejection is legally dubious. In any event, as [Plaintiff] has shown, the conduct of the parties around the time of [the employee’s] termination is circumstantial evidence that there was no known offer to take a light-duty clerical position.” Equal Emp’t Opportunity Comm’n v. Vicksburg Healthcare, LLC, — F. App’x —, 2016 WL 5939424, at *3 (5th Cir. Oct. 12, 2016) (internal citations omitted).