Your employer can offer you an alternative job in any way, but unless they follow the rules you can refuse it and get your redundancy pay instead. Your employer has to: offer you the new job in writing or orally. make the offer before your current job ends.
What to say when an employer asks when you can start?
If they ask, “Can you start sooner?” (and you honestly could), you might say something like: “While my ideal start date is [date], I do have some flexibility, and I’d be happy to figure out a date that works with your timeline.”
Can a manager force you to work on your day off?
Your employer cannot make you work on a day contractually guaranteed to be your day off. Written employment contracts and religion are the only reasons the employer could not require you to work on your day off—and fire you if you don’t. There is some good news, though, at least for hourly employees.
Can a manager make an employee do additional duties?
The “additional duties” don’t exist. Few managers make up tasks to raise a worker’s pay. But those who do sometimes figure that since HR seldom comes around or makes inquiries about pay or duties, why not help a worker.
Can an employee refuse to perform duties outside his job description?
Can an employee refuse to perform duties outside his job description? On a fairly regular basis, inquiries are received from the employers about if an employee is forced to carry out tasks or duties which are not included in his job description.
Can a company force you to do duties that are not in the job description?
Other tasks may be assigned, based on business needs and the department supervisor’s request.” Filing a lawsuit, knowing when you accepted the job that you could be asked to perform duties that aren’t listed on your job description, might not be worth your time and expense.
When is it illegal to pay an employee for additional duties?
An exception is when an employee is paid for “additional duties” that lower paid workers don’t perform. To justify the pay disparity between Larry and Linda’s pay under the EPA, HR would have to establish that their jobs are equal and that the “additional duty” actually exists.
