If you signed the non-compete that is probably enough to try to enforce it against you, but the real question is whether the non-compete is enforceable or not. If you want more information on how to beat you non-compete check out our employee rights blog www.takethisjobnshoveitblog.com or contact us at www.behrenlaw.com for a consultation.
Yes the first question would be whether or not you have a shareholder agreement or some contract between you that spells out how to deal with these situations. Also, who owns what % of the company? These are just a few of the questions that would have to be answered to address this matter further with you. My firm is experienced in dealing with business divorces such as this so feel free to contact us to discuss further.
If you want to file a discrimination claim, you need to do so promptly by filing a charge with the EEOC. If you need more information about the process, you can find it on my website and employee rights blog. Also, the number of employees with your former company may affect where you can file. If they have over 15 employees you can file with the EEOC. If not, you can file with Lee County (assuming they still have their ordinance which they were trying to revoke)
Yes your employer could sue you. Anyone with $500 can sue anyone for pretty much anything. Whether he has valid claims or would bother is another question. I would not give him any money back unless you were legitimately overpaid. If he fires you seek unemployment and find another job.
YOu may want to file a complaint with HR about the supervisor or maybe the EEOC if the problems are based upon religion, race, sex, etc. For more information about your employee legal rights check out our employee rights blog www.takethisjobnshoveitblog.com or www.behrenlaw.com.
Sounds like there could be some Fair Labor Standards Act Violations. You should speak with the U.S. Department of Labor or a wage and hour lawyer. Feel free also to check our our employee rights blog at www.takethisjobnshoveitblog.com or www.behrenlaw.com.