I need opinions on whether my employer is in the right or wrong. Even if what they're doing is legal, I wouldn't say it's ethical.....

I've tried to do research into some of the FLSA laws regarding salaried and remote employees but the only thing I'm becoming is more confused. I'd like to see anyone with experience in HR or legalities to weigh in on this. I've been with my employer for several years, but this year they've made some policy changes. These changes only seem to benefit the employer and are impacting the health, welfare, morale, and now the paychecks of the average employee. I'll try to simplify this more than it actually is: I do not perform any of the job duties related to my job title. My offer letter included a specific role, but when I started, I was quickly transitioned to a different role. My offer letter specified that the healthcare premiums for myself and my dependents would be paid in full by my employer, I had to sign for and acknowledge this benefit. Midway through this year, the company notified us, with ample warning that they would no longer cover the cost of our premiums. We did not have to sign for or agree to this change. All employees are on a fixed yearly salary, and we do not have set working hours as we're involved in a 24/7 business. All employees are given a set number of personal/sick days and vacation days. Midway through the year, the employer notified us that they had started making changes to their time off policies in January. When employees are away from their desks for more than an hour during a day - for any medical appointments, etc. the time we're missing is being docked from our available days, starting with our sick days. If we miss 3 hours for an appointment, they deduct from our sick/personal days, when that dwindles and runs out, they deduct from our vacation days, when that dwindles and runs out, they deduct any additional time from our paychecks using a formula they've created, as we're not paid by the hour. The company doesn't offer any kind of balance or allowed accommodations for the time we miss. If we have no available time off left, and we miss an hour for an appointment, our paychecks will still be docked for that hour, even if we've worked 60+ hours that week. If we miss an hour for an appointment, that hour is still docked, even if we've skipped our lunch hour one day, or even four days in the same week. It seems our employers want to pay only on a salary basis but want the regulations to be applied as if you were an hourly employee. There is talk of some employees being sexually harassed by one of the owners and employees complaining of general toxicity and hostility in the workplace. I read something in the FLSA regulations that stated, 'If an employer deducts from an employee’s predetermined salary, it can be concluded that the employee is not being paid on a “salary basis”. Are we even salaried employees if our checks can be deducted from? Does that mean they should theoretically consider us to be non-exempt and pay us on an hourly basis? Does this mean that type of behavior is legal and acceptable? I'm very curious to see what you all think on this topic. I've also considered looking into legal help and getting an attorney, but quite frankly, I can't afford that right now. Thanks in advance!