California Employment Law
Have California Employment Law Questions? Ask a Lawyer.
Kumar,Thank you so much for your new question. It's good to hear from you again. Believe it or not I recognize your questions and you by name any time I see "ice cream shop" in your question title. I am happy to be of further service to you and I thank you so much for continuing to use Just Answer.There are no issues whatsoever with termination, discipline, or a change of job duties due to an employee being "too serious" at the register. Employers enjoy VAST discretion with regard to how they choose to run their business. There are VERY few restrictions on what an employer can do and most relate to areas of public policy, such as discrimination based on a protected trait (race, gender, age, etc.) or retaliation for engaging in certain legally protected conduct, like filing a wage claim, reporting sexual harassment, or taking FMLA leave.There is simply nothing unlawful or remotely close to being unlawful about taking adverse employment action based on an employee's attitude. You can proceed with confnidence moving forward.As always, please feel free to let me know if you have any further concerns. Best wishes to you.
Thanks attorney. Great to have your response again.
One last question,
For future, If I designate in the weekly schedule that these employees are "cashiers" (front end, who provide cheerful/ friendly service) and "operations" (back end/kitchen, who are more serious in nature but good workers for back end). I understand that there should be no issue with that. Is my understanding correct?