The only thing I can recommend is to understand ADA protections....which I am not aware of the details...but I would go to the nmss.org site and look at what information they have about MS & employment issues.

I did that because I wanted to make sure I wasn't sending you on a needless search. I read the nmss ADA brochure in it it said(and this makes sense)
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If You Need Help

The first step to take is a telephone call to your chapter of
the National MS Society. They have information on the
ADA and on local and state laws that may apply to your
situation. Information on enforcement is also available
from them. It is wise to act quickly if you think action is
needed. In employment-related matters, for example, you
may have only 180 days from the time a discriminatory
incident occurs to make a formal complaint.
The ADA has established Disability and Business
Technical Assistance Centers to provide information
and referral, technical assistance, public awareness, and
training on all aspects of the ADA. To contact your
nearest center, call 800-949-4232 (V/TTY), or visit their
Web site at www.dbtac.vcu.edu.
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The phone number to the National MS society is..
1-800-FIGHTMS(1-800-344-4867). At that number they have operators to listen to your issue and give direction. I have found them helpful when I called about various issues. The phone number is easy to remember too.

The web page for the employment information and a link to the brochure I copied the above paragraph is found here....

http://www.nationalmssociety.org/living-with-multiple-sclerosis/employment/knowing-your-rights/index.aspx

Good Luck. MS causes some really undesirable situations for us!

I have heard of multiple people who went past the FLMA maximum time and they lost their jobs. As I understand it ADA in no way protects a persons job outside the FLMA limits. The reduced pay and probation,I have no idea on those. That I suggest you contact the national multiple sclerosis society soon, so you have as much of the 180 days to act.

I believe Walmart got out hiring disabled worker by explicitly putting something in the job description that a disabled petrson could not do.

So if you can find a job description for the job that pays $1.80 more an hour and if it says the person must be able to work 42.5 hours, then I don't think there is much you can do about it. But if the CURRENT job description does not say that, then I believe you would have an ADA case. What is important is that you get a copy of the CURRENT job description and have it certified in case they change it after your request for reduced hours.Any bank has notarary public people who will certify the date of the copy, in case the job description is changed.

And call the NMS phone number to get resources and actual facts. I don't know the details of ADA. I'm just speculating on possibilities. Call a phone number that can get you the actual details. I think if the $1.80 job description requires the 42.5 hour week, I don't think there is anything you can do about that...but still the probation issue requires you to talk to someone knowledge-able.

I had a job making $24/hr + as much OT as wanted. I became "unfit for duty" and was put on LTD which pays 2/3 of my base rate; no OT or shift differential. It was quite a paycut but at least I no longer have to go to my workplace. I interviewed for a couple desk jobs with the company, which would not have actually paid more than I make on LTD, if given the position I would have had to pay for transportation to the worksite and gone through any headaches that came with that. One was on the second floor with a elevator outside that is kept locked, accesible kind of. Paycut but $16/hr is not too terrible.

You need to talk to the HR person and ask if there is paperwork as you are not just asking for a reduced work schedule, you need to make it officially an "accommodation due to your disability". Tell them that the change in job (reduced pay) is not acceptable because you are "able to do the job with the requested accommodation"

Good luck!

Is there a written job description for each job at your company? If there is, and you are unable to do the stated job they can do that. In fact, FMLA only says you will have a job, doesn't mean the same exact job.

There is a limit to what your employer has to do to accomodate you. One clause says something like, 'unless it proves to be an undue hardship for the employer'. This statement lets them do more than you think the can.

Just being fair, bringing up all sides. How fair is it for your company to keep you at your original pay, and either have those you work with pick up the slack, or hire another person to do it. There are limits.

There is no promise that life will ever be easy, and it also may seem unfair. Either you're able to do the job, or you can't. It sounds like your company has tried to help all they can. Do you really expect them to pay you the same wage, while you're able to less and less time, and do less actual work? How fair is that?

I would have to agree with all above. If anyone without a disability is working in the postion you have changed to at the same rate you are being paid, there would probably be no action on that part of it available to you.
The important piece is whether this change was clearly stated to be an accomodation you were requesting due to your disability. It is possible that even then, they can reduce your pay. From what you have said, your work history indicates that they may have been able to require you to make up the hours in a hurry, and may say that the accomodaton of allowing you to work at a slower pace in accumulating hours, points, is an accomodation in itself.
You don't say why you are on probation. Have other people been put on probation for similar acts?
Alot of the question is... are you being treated differently than people in the same, or similar enough postion, who are not disabled, and not just how you are being treated.
It is important to always put things in writing. For instanc, if you do contact an MS organiztion, and then you do contact HR, be sure to email and keep a copy. If this is not possibel, keep a record of who you speak with, the time and date.
When you were granted the position change, did you recived or submit anything in writing that shows the circumstances?
Remember, most of the time, discrimination laws are about being treated differently than others in the same situation. However, there are circomstances where your disability requires that different actons be taken.
Keep careful records, be sure you understand the rules, and whenever possible, have someone around who can verify the things that are said.
Good Luck

Oh, one other thing, please keep in mind that nothing that happened prior to the diclosure of your disability will be involved. So if here are issues with performance or anything of that nature, your employer will be able to take those into account in your evalution even if they are realted to your MS.
I don't mean to sound discouraging, but it is important to know what to look for and what to ask, as well as what information to give people to help yourself best.
If you believe that you are being discriminated against, do everything you can to fight it.