If there was a valid reason unrelated to your leave for this, it would clearly be legal: e.g. if you'd had performance issues, or if they were restructuring how they managed their stores, or were cutting costs by cutting back on company cars, etc.If there was no unrelated reason, it *may* be illegal. The reason I say "may" is that FMLA does not guaranty you the identifical position when you return--just a comparable one. And "comparable" does not mean exactly the same. You write you pay is the same, and pay is the biggest single item in determining comparability; if you pay is the same, it's not 100% clear that going from District Manager of 4 to multi-unit supervisor of 2 is not comparable enough as to be legal; similarly, it's not clear that getting mileage reimbursement is not comparable enough to a company car. You can certain try filing a complaint with the state Department of Labor, but it may be the case that you are still in comparable enough a position that this was legal.