Employment Law Questions? Ask an Employment Lawyer.
Hello and thank you for entrusting me to assist you. My name is ***** ***** I will do everything I can to answer your question.
I am very sorry to hear about this situation, but unfortunately it is not one for which you would typically have any legal recourse. The understanding you and your employer had at the onset of your employment did not impose binding legal restrictions on your employer. The employment remained "at will" (the default presumption in CA) and as such your employer is free to change the terms of your employment (or keep them the same, despite your needs for a more flexible schedule) to suit the demands of its business. If you cannot meet the needs of your employer, then your employer is free to replace you with someone who can.
I realize this puts you in a tough spot, because you need a lighter schedule now but you want to keep the job for the future. But it is up to your employer to accommodate that. They are not legally required to, and if they would rather replace you with someone who is easier for them to schedule or who is not running another business they can. No law says they have to accommodate you, and there is no basis for a lawsuit against your employer in this circumstance.
Your recourse is unfortunately limited to dealing with this on a practical interpersonal level. I truly wish I could tell you otherwise, but this is the legal reality of the situation. I hope you will appreciate my candor in being direct about this.
Please do not hesitate to let me know if you have any questions or concerns regarding the above and I will be more than happy to assist you further.
Thank you for you reply.
Being hired "part time" does not have any legal significance. As an employee, your hours can be changed at any time and you can be asked to perform full time work if it is what the business requires. It's bad management to do something like that, and most employers will certainly take into account the fact that you responded to their need for you to work additional hours when considering whether to accommodate your need for reduced hours in the future, but again, it's just not required.
As for the comment about getting laid, that was certainly inappropriate but a single comment like that is not going to rise to the level of sexual harassment, nor would I imagine that it caused you to suffer emotional distress, which would be a requirement for collecting any sort of damages arising from it.
Typically in these situations it's best to keep things amicable and remind the employer what you have done for them with the hope that they will deal with you in good faith and provide flexibility in terms of scheduling when you need it.
I hope this helps. Again, please feel free to let me know if you have any further concerns. If I have answered your question, I would be very grateful for a positive rating of my service so that I may receive credit for assisting you.
Very best wishes.