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Assuming she is an employee (paid via W2) rather than an independent contractor) most of what you describe is not legal. For one, any agreement which operates to prohibit an employee from competing is going to be void and unenforceable pursuant to Business & Professions Code 16600. There are some very limited exceptions to this that do not apply.
Not only must mileage be reimbursed for driving between appointments, but the actual driving TIME must be compensated at the employee's regular hourly rate. Breaks must be provided every 4 hours and a lunch break if the employee works more than 5 hours.
Paying back money for training costs is usually legal. So is a requirement that an employee make up missed time.
However, given the numerous serious issues raised in your post, your daughter should immediately consult with a local employment attorney to determine her best course of action moving forward. See here to find someone in your area who can help: https://www.cela.org/?page=4
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