We would need to review the non-compete to determine whether it is enforceable.
This being said, your description also indicates that you were forced to work through lunch and that your lunch periods were automatically deducted from your hours worked, even you had to work through all or part of lunch. If you were a non-exempt employee, then this practice is illegal and you could be owed back wages. I suggest you contact an employment lawyer for additional advice.
Need more information to answer your question, but there is a possiblity that the employer owes you the money if it is a non-discretionary bonus and the bonus program/policy has been reduced to writing.
Unfortunately, Texas is an employment at will state. That means you can be fired for any reason so long as it is not an illegal reason. Illegal reasons include discrimination on the basis of race, sex, pregnancy, religion, national origin, disability, and age (over 40). It also is illegal to discharge an employee for complaining of illegal discrimination in the workplace. There are a few other prohibited reasons for discharge as well. Please consult an employment lawyer in Texas.
While being over-qualified constitutes a legitimate, non-discriminatory reason for not hiring you, an employer may not deny you employment because of a disability, especially if the disability may be reasonably accommodated. In this case, you contend that you could be accommodated through the use of a word processor. In addition, you should consult counsel to determine whether your medical condition constitutes a disability under the Americans with Disabilities Act, as amended.
Under Texas law, an employer may not fire an employee for refusing to commit an act that would constitute a violation of a criminal law. This is known as the "Sabine Pilot" doctrine. It is named after a Texas Supreme Court decision that introduced this rule of law. Having said this, Sabine Pilot cases are difficult to prove because they require you, as the plaintiff, to prove that your refusal to commit an illegal act was the "sole cause" for the employer's decision to terminate your employment.
If you have a reasonable expectation of privacy in the apartment or housing you have been provided, then the search is not permitted. You should also check whether you gave consent to such a search as part of an employment agreement. In addition, some employers have a "search policy" in the employee handbook that states that the employer has the right to search all of its premises at anytime. If your employer has such a policy, then you should check to see whether the policy would extend to...
it is protected activity to participate in an OSHA investigation. I recommend that you contact OSHA, and that you advise the OSHA investigation specifically of what you know and dont know to set the record straight.
No, it is not legal for your employer to do so provided that you were capable of doing the job with or without accommodation. I recommend that you contact legal counsel immediately. The next step after you retain counsel is to file an EEOC charge of discrimination.