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I was assuming the OP was asking about his/her OWN statement.

If you sign it, get a copy.

Neither the company that is doing the investigation (nor your employer) has any legal obligation to give you any documentation of the investigation.

California has more stringent requirements that federal law which, even so, requires that you be paid for travel that occurs during your regularly scheduled hours (net of any meal period), even if that travel occurs on a nonscheduled work day. California law defines ALL travel time on behalf...

And you could be fired in the meantime. If it's unenforceable, you have options.

Not that I see a wrongful termination here, either, but just to clarify, there are other protected characteristics besides race and gender.

Yes, that's exactly what I'm saying. In the scenario you describe, you go to the boss and say "I was busy with customers all day and I couldn't get free to take out the trash. I understand that you don't want us to work overtime. However, do you still want me to stay and take out the trash?"...

I'm sorry, but I don't know those forms by heart. You answer as truthfully as you can remember.

You can estimate your benefits (if you get them) by looking here: http://www.edd.ca.gov/pdf_pub_ctr/de1275a.pdf

First of all, this is your boss we're talking about. Whether he makes the "same mistakes" you do or not is irrelevant. The relevant issue is that YOU made them. Having an "excuse" for making them sends the message that you don't take responsibility for your work. I would bet you dollars to...

Are you the employer or the claimant?

We have no idea. They're giving you a chance to tell your side of the story.

You'll be lucky if any of the volunteers here will read this novel. Cut it down into a single post with just the pertinent details. There's a reason there is a limit to the length of a single post. However, after reading your opening line, you do understand that being fired "unfairly"...

Have you spoken with your supervisor about your co-worker's comments? How about telling your co-worker "I am not going to discuss this with you"? "Sowing discord" is not necessarily illegal.

Nepotism is not illegal in the private sector. The EEOC would care not a whit.

You're working with a bunch of children. Blech!

Agree. Wouldn't a small ice chest you keep under your desk be good enough?

The ADA applies to employers with 15 employees or more, so the employer IS subject.

So, are you on LTD now?

Why didn't he file the incident report with the employer when the injury occurred? If he had, it would not be an issue now.