Potentially. The pay cut might be enough to provide good cause for quitting. See this for more details: https://www.osbar.org/public/legalinfo/1099_UnemploymentComp.htm

But it is always risky to quit.

File a lawsuit prior to the statute of limitations running, which is shorter due to the the tort claim aspect. If you did not go through the BOLI or EEOC process, you might consider that, and you might consider talking with an attorney as well about your case.

Use the find a lawyer link above to search for an attorney in your area, then contact them. Many do a free initial consultation to see if you have a case.

Have a good case where the attorney can make money from the other side.

If these are new owners and a new company, then you already technically lost your job. And, that is likely what happened here. If you refuse, that is insubordination, which could lead to termination, and one that would likely disqualify you from unemployment.

In order to get UI benefits after quitting a job, you have to show good cause, which is a really high bar. See that section in this article: https://www.osbar.org/public/legalinfo/1099_UnemploymentComp.htm

Based on your description above, I doubt you would be eligible. Basically it has to... View More

You may have protections: https://www.oregonlaws.org/ors/476.576

Denial of your unemployment is up to the state, and given the facts above you should or should have appealed any denial.

As to the payout, they may or may not be required to pay you out on your vacation time. However, if you file a complaint with BOLI over the unsafe workplace, your former... View More

They cannot force you to sign, but refusing to sign can be insubordination, which could get you fired for cause and potentially make you ineligible for unemployment.

Depending on the context and content, yes it could.

Generally speaking they cannot, but there are exceptions. See BOLI's technical FAQs for some general info: https://www.oregon.gov/boli/employers/Pages/salaried-exempt-employees.aspx

They cite to CFRs and OARs which can provide the actual rules.

Generally speaking they cannot, but there are exceptions. See BOLI's technical FAQs for some general info: https://www.oregon.gov/boli/employers/Pages/salaried-exempt-employees.aspx

They cite to CFRs and OARs which can provide the actual rules.

I doubt that is the entire contract, as those contracts usually gone on for several pages, and no attorney can give you an answer without reviewing the entire contract.

Looks like the company is still using the mark, so likely not: https://www.hersheys.com/en_us/our-brands/bubble-yum.html

I would suggest contacting a law firm that handles union cases (labor law), such as McKanna Bishop Joffe, as they handle those types of cases. The probation period and rules associated with it should be in the collective bargaining agreement, which the union would have a copy of.

I'll add that the registration process is all online these days, and something like $30 per registration. But, the process takes a fair amount of time after you submit the registration before it is officially registered. As in, it is not instantaneous.

Turn it over to your homeowner's insurance carrier and let them deal with it. That's why you have insurance.

If you mean the electronic pay cards, not exactly. You have to agree to it, and you can revoke that authority, but it has to be done in writing.

Yes, they can require it, just as they can require you to wear clothing, or if you had a job removing asbestos they can require you to wear full-on respirators.

Assuming this was Oregon, your final check was due the next business day. So, you send a written demand to them ASAP and see if they pay you. You may also want to contact an employment law attorney to see what else you can do.