Change of job description without a change in pay depends on the law. If you are an employee willingly, your employer will usually be able to change your job description, responsibilities, title, job location, and schedule as you wish and without prior notice to you.
Change of Job Description without Change in Pay
However, there are certain situations where an employer may find themselves in violation of the law should they choose to change your job description.
Exempt employees are those who receive a fixed salary and are not covered by federal overtime law. However, just getting paid doesn’t automatically make you a discount employee.
To qualify, you must perform certain tasks. For example, to qualify for an administrative exemption, your job must include non-manual work related to the management of the business.
You must allow your judgment to be imposed on important issues. If your employer discourages you from making decisions or changing duties, you must reorganize you as a freelance employee, meaning that you are entitled to overtime pay if you work more than 4 hours? A week
The US Equal Employment Opportunity Commission enforces laws on workplace discrimination.
Employers cannot discriminate on the basis of gender, including pregnancy; Religion; Age, if over 40; Genetic information; Race; National origin; Or disability.
EEOC rules include discrimination in terms of employment, salary and benefits, job assignments, disciplinary procedures, promotion, and discharge.
If your employer is guilty of discriminating in changing your job description, they may violate federal law.
The United States Department of Labor and the EEOC have laws in place to protect workers who complain about employers who violate the law.
The EEOC protects against harassment by colleagues, co-workers, supervisors, or clients in any lawsuit or inquiry related to workers’ complaints or litigation, or an employer’s discriminatory behavior.
The Fair Labor Standards Act, which is governed by the DOL, contains rules that prohibit retaliation against anyone who alleges FLSA violations or has testified in connection with this national violation.
It does not matter whether the complaint was written or oral and is generally not considered whether the complaint was filed internally or to an outside agency.
The FLSA leaves issues such as meal breaks and vacations for negotiations between employer representatives or employee representatives in the union workplace between employers and employees.
The terms of the union agreement refer to which employer an employer can change a job description and under what conditions.
The National Labor Relations Act protects employees who try to form a union, while also protecting workers who are opposed to elaboration.
For example, an employer cannot reduce an employee or simply change his or her job description significantly because he or she is in charge of forming a union on a committee or resolving poor working conditions.
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