Are there any laws restricting employers from changing my job description?
Are there any laws restricting employers from changing the parameters of your existing job to absorb another?
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Generally, your employer can change your duties unless you're under a specific contract, which most employees aren't. Most U.S. employment is “at-will,” meaning the employer or employee can end the relationship at any time for any legal reason (or no reason). But—they can’t do this to retaliate against you.
What you’re describing could potentially be considered constructive discharge. Also, bullying behavior can be a cover for discrimination or retaliation. If you think you’re being targeted unfairly, you should speak with a local employment attorney.
If it turns out your rights were violated, your attorney’s fees might be paid by the employer. You also have the right to file a complaint with the EEOC (Equal Employment Opportunity Commission). The legality really depends on the why behind the change—and if it violates your contract or any anti-discrimination laws.
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I have worked for a company for 13 years. My current position is Office Manager and I manage our Receptionist/Admin Assistant position.
Just this week, I was called by HR and informed that they offered a position to the employee I manage—and that they plan to have my role absorb the front desk/Admin position.
This means my current hybrid role will now require me to man the front desk and work in the office 5 days a week.
Are there any laws restricting employers from changing the parameters of your existing job to absorb another?
I understand your concern about the changes to your current position.
Can you please clarify if you have a written employment contract outlining your job responsibilities and work hours?
I do.
Have you discussed these changes with your employer and expressed any concerns you may have about the new job requirements?
Yes, I’ve expressed that working at the front desk will make it very difficult to concentrate on my existing job duties.
Is there anything else the Employment Lawyer should know before I connect you? Rest assured, they’ll be able to help with your job change.
I feel that I have been targeted by an intimidating, bully-like CEO and this “change” is part of her tactics to run me off.
Hi and thank you for using AskaLawyer. My name is AttyZ and I will be assisting you. (Just a quick note that this is for informational purposes only and doesn’t form an attorney-client relationship.) Sorry you’re dealing with all this.
Generally, your employer can change your duties unless you're under a specific contract, which most employees aren't. Most U.S. employment is “at-will,” meaning the employer or employee can end the relationship at any time for any legal reason (or no reason). But—they can’t do this to retaliate against you.
What you’re describing could potentially be considered constructive discharge. Also, bullying behavior can be a cover for discrimination or retaliation. If you think you’re being targeted unfairly, you should speak with a local employment attorney.
If it turns out your rights were violated, your attorney’s fees might be paid by the employer. You also have the right to file a complaint with the EEOC (Equal Employment Opportunity Commission). The legality really depends on the why behind the change—and if it violates your contract or any anti-discrimination laws.
What are the rules for intimidating a staff member?
In my last meeting with the CEO, she yelled at me in front of my peers and threatened me—basically saying I get one more chance or I’ll be fired. Since then, my direct manager called me and brought up small criticisms of my work, asked me to log my time minute-for-minute, and gave me more work even though I asked for less, so I could focus on a major project she keeps pressing me about. She’s making it impossible for me to succeed and now has me absorbing another position. She’s very dominating, intimidating, and threatening.
I don’t know how to handle this.
That sounds like a very hostile work environment. Document everything. Every interaction, every conversation, every email.
Then bring that documentation to a local employment attorney ASAP. They can advise you whether you have grounds for a constructive discharge or hostile work environment claim.
You deserve a safe, fair workplace.
