Employment Lawyers Can Answer Your Employment Law Questions
Is business driving a normal part of the work?
Is this a private employer or a government employer?
Do you have a written employment contract or a union contract?
I need to be sure that this part is clear, so I will need to ask more questions about the contract.
You are a contract employee you say. Does this mean the entire term of your work is dated (for example, the contract says your work ends on a certain date)? Often employees may have a contract but that contract may still not mean they are a "contract employee" due to language within the "contract" that says the are "at will" employees.
Are you sure you are not an "at-will" employee?
Does the contract say anything about the need to meet specific employer needs or using specified equipment or obtaining employer approval?
A private employer and employee can contract to require each other to perform certain duties, however, under the Constitution (and sometimes other laws) employers cannot "force" an employee to do certain things, such as change their means of transportation or stop smoking. HOWEVER, an employer may, if there is an employer need and as long as the requirement is not illegal, require employees to wear certain clothing, shave beards, or even drive particular vehicles, to work and, while an employer cannot force this upon an employee an employer may fire, reprimand, or otherwise respond to an employee refusal. Employees-at-will, of course, may be hired or fired at anytime, for any reason, or for no reason at all, except for illegal terminations (such as those for discrimination based on race, age, disability, etc.) or where a contract specifies that terminations will only occur for specific reasons.
Only an employer may answer something about what they will or will not do. It is a question only you can answer based on your experience and knowledge with the employer and the way they do business and manage employees.
There are few restrictions on the reasons a private employer may fire an at-will employee. Employees-at-will can be hired or fired at anytime, for any reason, or for no reason at all, except for illegal terminations (such as those for discrimination based on race, age, disability, etc.) or where a contract specifies that terminations will only occur for specific reasons. An employer who believes an employee is unable or unwilling to do a job or follow "job requirements" may normally be terminated by that employer (unless there is a contract or policy specifying otherwise). Further, even if an employer is later found to have made an improper termination and a wrongly fired employee can find recovery, that process may take years and will likely involve a civil case, not a criminal case. Unless there is a protected reason for not wishing to drive a certain vehicle, such as the Americans with Disabilities Act, a civil right, it is dangerous, or something of that sort there may not be a protection for an employee whose employers needs such a vehicle to be available.
That would be up to an employer to determine if it meets their needs. From a legal perspective, a court may find that time period to be okay or may say that timeliness is important and an employer should not have to wait for work to be done.
DISCLAIMER: Answers from Experts on JustAnswer are not substitutes for the advice of an attorney. JustAnswer is a public forum and questions and responses are not private or confidential or protected by the attorney-client privilege. The Expert above is not your attorney, and the response above is not legal advice. You should not read this response to propose specific action or address specific circumstances, but only to give you a sense of general principles of law that might affect the situation you describe. Application of these general principles to particular circumstances must be done by a lawyer who has spoken with you in confidence, learned all relevant information, and explored various options. Before acting on these general principles, you should hire a lawyer licensed to practice law in the jurisdiction to which your question pertains.
The responses above are from individual Experts, not JustAnswer. The site and services are provided “as is”. To view the verified credential of an Expert, click on the “Verified” symbol in the Expert’s profile. This site is not for emergency questions which should be directed immediately by telephone or in-person to qualified professionals. Please carefully read the Terms of Service (last updated February 8, 2012).