You should contact a labor and employment law attorney to talk about your rights and what you can do. Some attorneys will provide a consultation free of charge, and may be interested in your case on a contingent basis, meaning they are paid only if you win.
I am wondering why the lawyer is telling you not to talk with her. Have you been hounding her to pay you? My suggestion would be to send the bill, and a demand note, to her street address. Give her X days to pay. If she doesn't pay, take her to small claims court.
If you are an employee and you are working significantly less hours than you used to work, you could look into unemployment compensation now. Depending on all the facts, and the amount of hours that have been cut from your work week, you may be eligible for some partial unemployment compensation. If you do not qualify, now, for unemployment, I don't see from the facts you presented here that you would be eligible for unemployment if you quit your job. Unemployment is intended to pay those...
You may be the recipient of national origin discrimination. An employer is not permitted to dictate to you which documents to provide in completing the form I-9; however, whatever documents you do provide must be ones approved (and listed on the back of the form I-9). You should contact a labor and employment attorney.
Yes, absent a contract to the contrary, you can be fired for any [legal] reason or no reason, with or without notice. It is not illegal to fire someone for coming in late to work, even if you were never warned. If, however, you were treated differently than other similarly-situated employees, then you might want to consult with an employment attorney regarding a possible discrimination claim.
I think what needs to be determined is whether there is a breach of contract. If they performed as required in the contract (although not to your liking), then there is no breach. If, however, they failed to perform or meet certain criteria spelled out in a contract, that's another story. If you believe they are in breach, you may want to contact a business attorney.
The Pennsylvania Wage Payment & Collection regulations require that your employer obtain your written consent for most deductions not related to child support orders or tax liens. Deductions for purchases and repayments of bona fide loans require your signed consent. On the contrary, "contributions to and recovery of overpayments under employe welfare and pension plans..." (Regulations for Wage Payment and Collection Law Sec. 9.1.) do not require a signature. If you believe the money was...