Thank you very much for your reply.
This biggest issue would appear to be your misclassification as an independent contractor. You already appear to be familiar with the legal distinction between employee and contractor and the legal requirements for each designation. For additional information, about the distinction, see here: http://www.irs.gov/Help-&-Resources/Tools-&-FAQs/FAQs-for-Individuals/Frequently-Asked- Tax-Questions-&-Answers/Small-Business,-Self-Employed,-Other-Business/Form-1099-MISC-&-Independent-Contractors/Form-1099-MISC-&-Independent-Contractors-1
Assuming you were in fact misclassified, which would appear to be the case, you would be entitled to minimum wage for all hours you actually worked and overtime for all hours worked in excess of 8 per day or 40 per week. If you worked 7 consecutive days within a given workweek, you'd also be entitled to overtime for all hours worked on the seventh day.
While your misclassification is significant, it would not affect your employer's right to cut your pay, which your employer can do regardless of whether you are a contractor or employee, so that is not illegal. However, since the cut in pay was substantial and forced you to quit, you would likely be eligible for unemployment benefits (note that contractors are not, but since you were in actuality an employee, you can claim entitlement).
As an employee, you would also be due ALL outstanding wages within the later of either (a) 72 hours after you gave notice of your intent to quit, or (b) the date on which you actually quit. If your employer fails to pay the equity and bonus monies due, a late penalty would accrue in the amount of your daily rate of pay for each day that the wages still went unpaid up to 30 days. This penalty, which is provided through Labor Code 203, applies only to the delinquent payment of wages to employees.
While the residency issue may be significant to the IRS and state of California, it would have no bearing on you and would not entitle you to any form of additional damages.
Similarly, unless you can prove that the harassment you experienced was related to your race, religion, gender, sexuality, or some other protected trait, it would not give rise to a claim for damages. Contrary to commonly held belief, harassment and rude treatment in the workplace is not generally actionable.
To summarize, assuming you are an employee you would be entitled to overtime and compensation for all hours you actually worked. You would also likely be eligible to collect unemployment, since you quit due to a substantial reduction in your wages. You would also be entitled to demand immediate payment of the bonus monies owed to you and could collect penalties for non-timely payment.
These wages claims can be brought through the Department of Labor Standards Enforcement. To file a wage claim with the DLSE, visit this link: http://www.dir.ca.gov/dlse/howtofilewageclaim.htm
For information on how to file a claim for unemployment benefits with the EDD, visit this link: http://www.edd.ca.gov/unemployment/filing_a_claim.htm
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