<human>: Can you provide a brief overview of the text?

The gist of it is that my girlfriend may have a broken hand. After informing her supervisor that she may need to work slower, HR called her and told her that she either needed a letter from the doctor stating that she could work "without restrictions", otherwise she needed to stay home. 

She works an office job, so there is no lifting etc. It is primarily using a computer, so the only thing her injury is affects is speed of typing and (possibly) using the mouse with her right hand; a trackball would completely alleviate the mouse issue. 

Her doctor said it may take several weeks before there are no restrictions, i.e. she make be in a cast or splint, meaning HR may stand by their "work without restrictions" statement. 

My primary questions is whether this is potentially an issue of ADA compliance. I know that there was a ruling at least in 2014 regarding temporary disability involving a broken bone as well, but it may not apply in this situation. HR made no attempts at accommodating via left handed mouse, altered expectations of workflow, or even speech to text input if typing speed is somehow the issue. 

Is temporary disability applicable here? She has all qualifications, professional experience, and has been at this job for over a year; can she really be forced to use all of her vacation time, leave without pay etc. because of a hand injury? Should ADA compliance even be mentioned to HR, or is there any reason to move further and consult an attorney?
<bot>: Girlfriend breaks hand. HR tells her to stay home unless a doctor provides a letter that she can "work without restrictions", which could be several days to weeks. Is temporary disability relevant in this instance?