Being honest and straightforward is always the best policy and won't burn you in the long run. Don't worry about meeting with your supervisor. Just make sure that your statements about the incident remain consistent. With the little facts that you provided, it seems that this could either be an industrial injury (date, time, and specific facts of the injury are known) or an occupational disease (a condition that occurs and progresses over time due to the nature of your work).
Just because the hotels tell you that you are an independent contractor doesn't mean that it is so. It is not determinative that they classify you and/or tell you that you are an independent contractor. Whether you are an independent contractor or an employee is based on a number of factors, but what it really boils down to is control. How much control does the employer/hotel have over your actions. I recently had a case just like yours, same profession and all, where the "employer" was...
If you receive information that the slanderous statements from this individual continue to occur, a pointed letter from an attorney may dissuade her from continuing her practice. Take note that for statements to be considered slander certain elements must be met: the statement must be a false and defamatory communication, she must not have a certain privilege to make such statements, the publication of these statements must be her fault, and the statements must cause you damages.
I agree with Joseph. Anybody can go to the police and say whatever they want. Whether a charge sticks is another story. If her claims are without any merit then usually, and hopefully, that will be evident if/when the police investigate.
Your employer should direct all correspondence to your attorney. In a workers' compensation matter, this is why you hire an attorney so they can advocate on your behalf. Do not say anything to your employer (your attorney will appreciate this) and tell them to direct all communications to your attorney. Inform your attorney what your employer is telling you (that you have to speak with them, if not then job abandonment, etc.) and then your attorney can address this issue with the employer.
In all likelihood the Department will rely on this IME to close your claim. Luckily you have an attending physician who appears willing to go to bat for you. Regardless, I think you would be wise to contact a workers' compensation attorney in preparation for litigation over the likely imminent Department order that will close your claim.
Based on what you have stated it would be prudent to consult with a workers' compensation attorney. You state that the Department closed your claim in April of 2012 which, I am assuming, was based on the the IME you underwent. When did you protest the closure of the claim? This needs to be done within 60 days of claim closure. If not done within 60 days the closing order will become final and binding. Much more information is needed but you would be wise to contact an attorney.
Yes, a landlord may be sued based on the information you provided. A residential landlord has a duty to use ordinary care to keep common areas used by tenants in a reasonably safe condition. The landlord's duty to maintain the common areas in a reasonably safe condition applies to areas such as stairs, hallways, and sidewalks and includes the removal of natural accumulations of snow and ice.
If your claim has been accepted and you are not working due to the injuries sustained because of the work related injury, then you should be receiving timeloss compensation benefits. You need to make sure that your doctor is filling out and submitting Activity Prescription Forms to the Department as medical certification is needed to receive timeloss compensation. Also, you need to make sure that you are filling out and submitting Worker Verification Forms to the Department.