I wouldn't be so hasty! You don't state everything she said in the text message and there's something called "concerted protected activity" which protects some employee speech in the workplace. I'd discuss this with an employment attorney and be sure to provide the attorney with the entire text. Just because she called you a "b*tch" doesn't necessarily provide 100% grounds for termination, believe it or not. The NLRB is getting aggressive about employer's firing employees for their speech.
This is probably more of a personal injury claim. I am not a personal injury attorney but you and your children did suffer injury from something the landlord knew about so there might be a claim if you had any medical bills. You would have a claim otherwise if you had to get out of your lease early and had to pay moving expenses, hire rent, etc as a result of the mold issue but you didn't state that was the case in your facts. Consult with a local personal injury attorney--good place to start.
Assuming I understand your question and situation correctly, you wouldn't file your own motion to defeat the State's motion, you would simply oppose it. You should definitely retain an attorney, whether a public defender or private attorney because it could mean the difference between your innocence and conviction or you pleading guilty.
This is always a super tricky question as I have had a number of clients come to me after they answer the question "no" because 'technically' they were not convicted of a misdemeanor or felony only for a subsequent background check to screw them out of the job as the employer finds the first OWI, even though it's not considered a "crime" in Wisconsin, to be substantially-related to the position of truck driver. Unfortunately, there is no best answer except to say the previous attorney is...
You can hire a lawyer to send a letter to the boyfriend or you can file a harassment temporary restraining order (TRO) in circuit court in the county you reside. You may try and contact the police to create a record but they may simple say "it's a civil matter" and encourage you to file a TRO. You'll want to save all of the text messages or at least be able to obtain phone records to prove the harassment should you end up filing.
Not necessarily. Receiving unemployment because no misconduct was found is entirely different from whether you were discriminated against and a complicated analysis is used in determining discrimination. You'll want to discuss the matter in detail with an employment law attorney and otherwise let the EEOC investigate.
You're going to want to speak with an employment attorney about this so that more facts can be gathered. You don't describe the "sexual advancements," how you complained exactly, etc. In the interim, apply for unemployment compensation and contact an employment attorney.