It depends on your employer, and whether there is any union contract or employer policy that addresses that issue. Otherwise, it is at the employer's discretion but most employers wouldn't view a change in status from full time to part time as a separation that would dissolve the sick leave bank, and that might even trigger a claim. So my guess is that they will honor the bank, but why not just ask them?
We handle slip and fall cases like this all the time. The gas station is likely to deny liability, which is why you need the assistance of an attorney, but on the facts you have outlined, I believe you have a claim and if you're interested in a free consultation, please feel free to contact our firm.
There may or may not be a claim here, depending on so many factors including whether you have a union contract, the policies of the employer, your work history and the employer's stated and actual reason for lay off or termination. It makes sense to consult with an attorney.
There is no rule regarding such expenses and they can be significant. If you're interested in a different fee and cost arrangement please call or consider other options as there are often many alternatives.
Yes, that would be illegal. An employer owes wages for all time worked, even time spent "training," where the employer directs that training. It sounds to me like you have a wage claim, but whether and how it is worth pursuing are strategic questions that you can decide after consulting with an attorney.
You may have claims against the individual and/or the employer but the only way to assess the strength of those claims and develop a sensible strategy is to consult with an employment law attorney. I would offer a free phone consultation so if you're interested please let me know.
No. Unions owe a duty of fair representation to their members, but the law is clear that negligence is not sufficient to establish a violation. Candidly, it seems as though you are not pursuing the issue in the correct forum (contract negotiations, EEOC, grievance, and now a potential claim against the union), probably because you have not received good legal counsel from the outset. At this point, you may or may not have valid claims, but you really should consult with an attorney who...