can an employer change a job description and enforce it even if employees do not agree with its content?
407067
They sure can.  Check your policy manual or employment agreement.  There is usually something in there about "additional duties as may become necessary".\n\nIf you are uncomfortable conforming to the new policy, polish your resume.  But don't do anything rash.
172579
They can send it to your employer and request that they do it, but it's up to the employer to either do it or not.
372966
You have a right to some information pertaining to your employment e.g. employee reviews, warnings, drug testing, salary adjustments, personal information etc. You do not necessarily have the same rights with regard to compalints made about you by another employee and so forth since the company is also duty bound to protect the identity of the other employee.
462392
Nothing - They cannot fire you for not signing it. They can warn you all they like - you don't have to agree. The main thing to make sure of is that you have had a chance to repond to the accusation and ALSO that your response is written on the warning. If these two things are done then I would sign it.
304692
If your employer has an ounce of compassion and decency you shouldn't!\n\nSorry for your lose!
891872
Every job description has what is called other things.\n\nYou can be fired.\n\nCoach
1139375
Say it exactly as you just did.\nIt's not in the original scope of the job and to either do it right the way the first time or you'll be having a chat with the person who hired you to redefine both your responsibilities and your pay scale.\n\nAll they've got to do is their job.  If they can't hack it, I think the owner has a right to know it.
671895
Yes, sorry to say that they can.  It does not matter how long you have been with a company, if they change their requirements where you have to pass a test in order to stay employed then that is what you have to do.
489806
OK.. you have to lay down the rules so that there are no uncertainties.  Then, you have to be willing to enforce them.  If you don't want to enforce the rules, then don't put up the rules in the first place.  \n\nNow, in your case, it looks like you are irritated with the behavior of the employee.  Think for yourself first: Is this behavior acceptable or not acceptable?  Is the employee getting the job done?  Is the employee doing the job in the acceptable quality?  Do you have clear set rules for acceptable and unacceptable behavior?  If you do have rules, are you willing to enforce them?\n\nNow, if you are thinking about firing the employee, on what grounds will you fire him/her?  You need to have clear set guidelines or rules so that you can refer to these rules and say that's why you are firing the employee.  Otherwise, without clear set rules, the employee can say he/she didn't know the rules because there wasn't any, or that you didn't tell him/her that such and such behavior is unacceptable.  \n\nWrite down the rules (and the consequences of breaking the rules) in an office Memo, and let the employees read it infront of you, and make sure they understand the rules.  If they don't sign, ask them why they won't.  In the rules, you must have it written that unless they sign the rules, they cannot have the employee privileges of vacations and such and such benefits.  Then, have each employee sign the Memo that they have read, and understand the rules.  This way, you will be covered in case they try to say they didn't know about the rules or the consequences.\n\nNow, when this is done, be ready to enforce your rules.  If the employee breaks the rules, you can refer to the rules and say - you have broken this and this rule, and here are the consequences.  Be ready to enforce the rules.  If you have to fire them, make sure that their behavior or a repeat of behaviors warrant such drastic measures.  If all the conditions are met, be ready to fire them.  \n\nBe sure to consult with a lawyer before you fire them, because some employees will try to take legal action against you.  So, in such a case, if you have proper documentation, you can have some protection.  If you don't you'll be in for some serious trouble.\n\nTake care, and good luck.
1109997
The policy will vary between companies as it is likely a disciplinary offence.\n\nBest bet is to go and ask for the manager and make a formal complaint.  He doesn't need the hassle but make it clear if he doesn't get it sorted you will write to head office.
261962
Absolutely.  Employers can do pretty much what ever they want as long as it doesn't violate a contract agreement, local, state, or federal law (like discrimination), or in the case of union employees, their collective bargaining agreement.
129203
Unfortunately, an employer can pretty much demand an employee to do anything that's not illegal.  The only exception would be if there was an employment agreement signed that specifically outlines duties.\n\nIs it right?  I don't think so.  But other than finding another job or risk getting fired, I don't think there's a thing you can do about it.
988469
When you hire employees you tell them the hours that are required to be worked.  If they want the job, then they will agree to the hours.\n\nYour problem will not be with the wage and hour people, it will be in keeping employees.
286309
Your employer can't interfere in your personal matters, however if some matters involve direct consequences to the company in that case they are allowed to a certain extent. If your contract of service does not provide for the things you mentioned then you are not bound to do that.
1138270
This is a tough question.  I am not aware of any law that stops an employer from showing the complaint to the person. From their point of view they need both sides of the story.  Yes, every story has two sides and they need to find away to mediate between the two sides (when there is no mediation, there is a tendency for people to bring guns to work and shoot up the place).  I do believe it is unethical to share the name of person and maybe they didn't.  She could have put 2 and 2, especially if it is only you and her not getting along.  Try to take the high road and work through the problem.  If you can't I would search for a new employer, it very unlikely they will remove a high level supervisor.\n\nGood Luck
926802
Good luck with that.  Legally, all a former employer can confirm is dates of employment.  Anything else will violate EOE standards.  But, proving something was said will be impossible as neither side would have any reason to fess up to any in depth conversation.
606338
I don't think there is anything that you can do, as long as you weren't discrimintated against.  I'm guessing that you were working at what's considered "at will" employment.  It means that you can go as you please, but unfortunately, they can do the same for you.  Definitely not fair, but unfortunately in the corporate world, everything is about the bottom line.