My question involves labor and employment law for the state of: CA
I am trying to help my mother-in-law with her situation at work.
Background: Boss and MIL have worked together at different companies over the last 8 years. Currently, MIL has been at her position for 3.5 years with this Boss & company. Boss and MIL had developed a friendship outside of work over those 8 years. Boss is aware of MIL's mental illness causes more emotional reactions at work. MIL has developed physical illnesses over the last year with accompanying FMLA usage for treatment. MIL works at a desk job in a medical facility. Boss consistently delegates her own duties to MIL and MIL cannot do her own job.
Problems: Boss manipulates MIL into coming back to work well before doctors orders and subsequently disregards the return to work at light duty.
Spring this year: Due to shoulder pain/injury (genetic + possible overuse from lifting), MIL was intermittently out of work for procedures to relieve her pain. When at work, she was supposed to be on light duty. Due to pressure from Boss, MIL resumed normal duties and did not fully recover from procedures done to relieve her pain.
Current: MIL had a fall at work that turned out to be resulting from heart problems. Boss asked if she could take a few breaths and make it through the day. No one called for an ambulance and MIL clocked out and was taken to the ER by family, was admitted, and taken out of work for about 6 weeks. Doctors said MIL should limit her stress (mental & physical) and exertion to not aggravate the heart condition. Boss calls MIL daily outside of work hours: mornings and usually evenings too, also on days off and they often fight over the phone about problems at work. During one of these calls, Boss manipulated MIL into coming back after only 1 week off (of the 6) by saying MIL could lose her insurance and that Boss needed MIL at work due to Boss' own health. MIL came back to work with an open-ended part-time, light duty designation from the doctor. MIL's hours are reduced and by verbal agreement between Boss and MIL, light duty was to mean computer work only. No lifting, no duties in other locations at the facility. Boss held to that for about 1 day before requesting MIL return to normal duties with physical exertion. Boss now says there was never an agreement to have MIL at computer work only. Boss has confrontations with MIL over the other duties. MIL is scared of retaliation and is threatened by Boss. MIL keeps reminding Boss that MIL is supposed to be on light duty, Boss says "light duty is a joke." MIL has had increased stress and instability of her mental and physical health due to Boss not keeping her word and Boss' constant contradictory statements. MIL comes home crying most days (3 or 4 out of 5 days every week) due to Boss. Boss is pressuring MIL to return to full time hours, Boss' tone indicating that MIL's job is in danger. Boss denies MIL's interpretation of events and conversations and causes further instability for MIL.
There is so much going on. MIL has started standing up for her rights this last year (no longer working off the clock, taking work home, etc) and Boss is upset over it. It is a very hostile situation. We don't know what to do. Boss is now being transferred in about 3 weeks to a different facility. MIL thinks she should just get through it and then talk to the new boss to clarify what her job really is and what light duty agreement they can have. I am concerned for MIL as management doesn't seem to be aware of all the trouble and thinks MIL is up to date with her job. She is not, and cannot be while she is doing the delegated work from current Boss.
MIL is afraid and stressed to go above Boss or go to HR as she is afraid of retaliation and harassment. She already feels harassed and retaliated against anyway due to her changes in working ONLY on the clock.
Any advise?

