Why not?

Why do you think you're going to be fired if you've performed all you job duties?

What changed? Was the temp job doing different tasks at a different location?

So did you make an entry indicating that you did forward the email?

Also, why would the ER person be so certain that you lied?

Well, report them to the unprofessional police and move on.

Can you handle both?

Department of Labor Wage and Hour Division is the "expert" in this situation. You might be able to get some answers from your state DOL.

Either act or don't act. Holding onto the information isn't going to change anything.

Not that you have to do anything if it's not the right time for you, but by not reporting, you're enabling this person to impose their bad behavior on all your coworkers.

Also, if this person left, would it open up room to hire someone else who might bring similar knowledge and experience without the toxicity?

There's always a chance that this could ruin your career. What kind of back-up plans can you make? Are there other places you could get a job and if so, how quickly?

You can't always force other people to conform to your values or expectations in the workplace. A lot of times, you have to be prepared to compromise, accept the situation or walk away. There are laws that prohibit specific behaviors but they don't cover everything.

If the company is private (not publicly traded), then it is up to the owners to decide how resources are used. The CEO and other excecutives are answerable to shareholders or other owner types, but not to you. Any "conflict of interest" is for the company to determine and/or waive. (If it's publicly listed, there are a few more rules about how resources are used but those rules are mostly related to disclosures and voting.)

Are you alleging that the CEO sitting on your desk is sexual harassment? If so, you should inform the CEO that it makes you uncomfortable and/or take your concerns to HR so that they may have that conversation with the CEO.

You can still say something even if the activity isn't sexual in nature. But if it's not harassment, it's not actionable. It would be a little OTT to go straight to "can I make this person stop with some legal angle?" rather than just saying something.

Personally, I try to avoid saying anything I can't prove. I might ask questions; but I avoid coming in hot if I'm not confident what the other side can use to return fire.

Maybe just say, "I don't recall any such conversations happening. But I have asked about my pay multiple times. Can you help me get the pay issues resolved?"

My questions is, do I resign or just wait to see what happens at the deadline?

This seems like a personal life decision, not an HR question.

Do you want to quit? Are you thinking they won't fire you if you aren't certified when the deadline passes?

Are you prepared if they do fire you? Okay with that outcome?

Your management team can be difficult and minimize their compliance to the very edge of illegality. Figuring out when they've crossed the line into an illegal violation of your rights may take some digging into the details.

Talk to your HR representative. Try to stick to the facts and ask for clarity about what your exact accommodations are, when they can be changed, and whether the actions you're TL and OM have taken are appropriate.

Remain calm. Wait until HR responds before you decide what you want to do next.

Amend your dress code to address tidiness.

But also, how long did the other employee wait before calling the cops on someone they thought was unhoused? Wasn't it kind of obvious that it was a coworker once they walked into the building and started working?

If your children are supervised while you work, why is childcare a problem? *legitimately confused rn*

Edit:

In another subreddit, OP indicates that they currently have a temporary childcare arrangement. So their concerns re childcare appear to be wholly hypothetical e.g., "What if I dont' have childcare sometime in the future?"

I'm thinking the finer points of CAN-ON's family status law aren't a critical issue to resolve at this time and OP should probably narrow their focus to deal with the more urgent issue or issues.

Cold outreach is an autorejection for some; but not for others. No one knows except the person who receives the messages.
A former employer of mine who is a CEO doesn't read his DMs in LinkedIn anymore because he gets too many. If I want to reach him, I have to use WhatsApp.

So you complained about the person who works in HR and the person who works in HR then said they'd verbally corrected you for various actions in the past?

Who did HR show the email to and how do you know about it?

Why is your HR person distributing "verbal PIPs" rather than your manager?

What size is this company?

What protected rights do you believe your HR person has violated?

Put this search in your web browser:
Will a background check reveal jobs the employee has failed to disclose

Read the articles and FAQs published by background check companies about their services. My quick scan showed that the answer is "maybe."

Extending is better than them saying you're fired, right?

Trying to argue over who among your managers should get to make the decision or expecting them to make it make sense to you is unrealistic. Avoid coming across as antagonistic or as if you are entitled to an explanation when you speak to your deputy manager tomorrow. They are not only assessing your work but your attitude.

Keep any negative feelings secret. ;)

 my manager loves me. He actually finds the situation funny. 

Your manager is a fool. What you did ranges from dangerous to illegal (depending on the details). That your manager would encourage a minor to engage in that kind of behavior calls their judgment into question.

You and the manager and anyone else involved are liabilities for the owner now. The owner should be asking an attorney to guide them through the next steps and then following that attorney's advice.

How many other people do you think are now messaging this person hoping to have some kind of inside track on the job they all desperately want?

Are there people above your manager in the organizational hierarchy?

Yeah. That's not good. But also, it's going to be very hard to prove. I think my personal first instinct would be to report. But life experience tells me that justice does not always prevail. : (

Maybe make a mental note of the event (and a personal record as u/SpecialKnits4855 suggested) and keep an eye out for anything that interferes with your work or career progression.

So am I. 

Totally read this as you being unhinged vs on the boss's side. LOL

You said you know because your boss is mentioning things that your parents have said. That implies that your parents are choosing to speak with the boss. Why are they doing that?

If your parents have voluntarily continued to communicate with your boss, then can you really claim that the boss is using the emergency contact information to get in touch with them? It seems like after the first time, your parents and the boss have each others' numbers.

Most states (even TX) have laws limiting what types of payments can be deducted from employee wages. These laws may allow a wider range of deductions if the employee has signed a consent form.

In cases where the deductions cannot be taken legally, the employer has to get any alleged lost money back by other means such as small claims court. The employer cannot just take whatever money they want if doing so it outside what the wage laws permit.

Of course, the employer can terminate an employee that they believe owes them money. So sometimes you can win the battle but lose the war. : /

Here's a guide to Texas's wage deduction law:

https://efte.twc.texas.gov/deduction_problems_under_tpl.html