My fiancée was recently helping a resident where she works (rehabilitation for retired folks) but while in the process she hurt herself. Her employer refused to let her fill out an incident report. After a day of rest and ibuprofen, she was in worse pain. So she insisted she fill out an incident report...over much debate and gripping they allowed her so. She ended up having to go to the ER because her doctor was unavailable. We ended up finding out she has a severe sprained shoulder and a small tear in the muscle. The doctor in the ER placed her on 'light duty' until she can get a follow-up with her real doctor. Upon turning in those papers from the ER to her work, her employer then changed an already set schedule. Instead of working 6am - 2pm, she is working 6am - 10am and then 4pm - 8pm. Unfortunately for us we had a big set of plans for Sunday in which I paid a lot of money for, only on the condition that she was already scheduled for her normal shift. We informed her employer of our already set financial obligation and see if there was something we could work with and all they said was 'Oh well'. Later the employer told my fiancée that if she was on light duty for more then 3 days, they would reduce her pay. And due to availability with her doctor, it will be about 14 days before my fiancée can get an appointment. It is now the second day back at work. Does the company have a right to do any of this, seeing that my fiancée was injured on the job while performing her daily functions following procedure?

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