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I was given a release to return to work with restrictions. I

I was given a release to return to work with restrictions . I worked for a day and 5 hours and sent home because they couldn't have because of my job description . Is this legal . I feel that it is an excuse to get me out because of my age .

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Patrick, Esq.

Doctoral Degree

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I am a Family Nurse Practitioner and have been employed by a

I am a Family Nurse Practitioner and have been employed by a for-profit organization. I work in North Carolina which requires a collaborative practice agreement with a physician.I recently resigned from my position because of harassment and subtle threats from a member of administration. There is a long history of her abusive attitude toward me. This dates back about 10 years. While working in the same office with my collaborating physician, he was able to keep most of the interactions from getting too bad.Two years ago, I was pressured into opening a new clinic off site. Which after much discussion I finally agreed to to this. The new clinic involves a partnership with the local university and involves student participation in the clinical area.There have been multiple issues getting this new clinic off the ground including very little guidance from administration. I was never given clear direction about what the relationship between our organization and the university would be, what the clinical expectations would be or what the budget would be. There is no office manager on site.I began to embrace the idea of working in the university setting and helping students with clinical experiences. I even enrolled in school for my Doctorate of Nursing Practice and centered my research project and dissertation on the development of this program.A member of administration, the "market director" has approached me on several occasions to criticize my work in the clinic, she has also approached me to praise my work in the clinic. The interactions are always either HOT or COLD. I don't know what her job description is, she does not have a degree or a license, but she is the apparent supervisor of the physicians and nurse practitioners.Over the past year, (since I have been pursuing my degree) She has approached me on multiple occasions in an effort to undermine my education and practice. She made statements such as, "you have too many students in the clinic", " you can't do research activities while you are in the clinic" and most recently complained about schedule adjustments that I needed mostly because of activities SHE asked me to do -- like serving on committees. She wrote a strong email stating that there was too much time away from the clinic, I needed to balance my activities between the university and work better, and then attached a financial statement showing that the clinic was losing money.I responded to her email, taking each point she made and tried to counter her points with the reality of the situation, the reasons for the requested schedule adjustments and that I agreed productivity was low. (There have been very little marketing efforts made by the organization. The location is remote. I have had staffing problems since moving into the clinic. The first front office person I had did not have medical experience at all and did not have any idea how to speak to patients.) There are multiple other issues that have happened at the clinic to feed my desire for finding placement elsewhere.She then responded to me in red letters that I need to adjust my attitude and she wanted to see me in her office at 4:30. I responded that I wanted my collaborating physician present as he is my LEGAL supervisor in the eyes of North Carolina law. She said he was not allowed in the meeting because he is not my employer. She further stated that I was not to refer to her as a dictator. (Which I never did). I'm not sure what I did wrong at this point except ask for clarification from the many points she emailed me about earlier. Most of the issues I have are clinical issues and as I indicated earlier, she does not have a college degree or a license.Meanwhile, I emailed the CEO and gave my resignation. He offered to meet with me and the above administrator to discuss the issues that lead to my resignation. I replied that I did not wish to meet with her as I felt that the meeting would be argumentative. I would like to have my collaborating physician present. The CEO responded that there would be no such meetings. So I said, thank you for the opportunity to work with you, I am reinforcing my decision to resign.Since this happened, I was told by my collaborating physician that this woman went to my former office and told people there that I resigned because I am "crazy". There are also a couple of interesting pieces of history where this person was involved.About 8 years ago, the office manager embezzled $100,000 from the clinic and was let go because she and this administrator are close friends. Three weeks ago the office manager was asked to resign because she was forging narcotic prescriptions over the past year and was recently caught. No charges will be filed against her because she is friends with this administrator. Interesting you can break the law in this organization, but you can't ask for clarification.I've had to give up my work on my DNP

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

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I am wondering if I am being discriminated against with my

I am wondering if I am being discriminated against with my employer changing my job description after having a child with special needs. Some of the changes are unattainable in my new situation, and are being spearheaded by a VP that has it our for me and has tried to previously get me fired for frivolous reasons. I feel like this VP although has not harassed me, has tried to get me out because I will not do what he wants me to do. He has a lot of pull in the company, and it seems he has more pull than I suspected over my department as well. I definitely feel targeted. I have never been written up or given any kind of reprimand in the 6 years I have been here. Work is becoming unbearable to deal with and I feel like I am getting pushed out.JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: LouisianaJA: Have you talked to a lawyer yet?Customer: no, wondering if I have anything to stand onJA: Anything else you think the lawyer should know?Customer: I am sure there is more. The VP came after me a little over a year ago and went to HR saying I was talking salary with one of his employees. I was not. From what I understand, she went to him saying she did more than me and should make more than me. I never told her my salary, but she does have access to my hourly rate from charitable donation program the company has. I can only assume she calculate. I was pregnant at the time and HR from what I heard said there was no proof and that they were not going to fire a pregnant woman. Here it is a year later and he is behind the changes in my job scope. Again, I feel as if I am being targeted for not being on "his" team and what he wants.JA: OK. Got it. I'm sending you to a secure page on JustAnswer so you can place the $5 fully-refundable deposit now. While you're filling out that form, I'll tell the Lawyer about your situation and then connect you two.

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

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17,622 satisfied customers
Can an employer move you to a new department without a job

Can an employer move you to a new department without a job description, have you work for 5-6 months without it, then call you into a performance review, give a job description and new job title, place you on a thirty day performance notice with the stipulation that if you don't meet their requirements you will be fired but allow you to work 12 days beyond the thirty days notice then fire you? The employer said that the employee was not a good fit and they "assume' the employee didn't like their job. The employee has been with the company for 5 years and has received promotions. This employer did that and only gave the employee 15 minutes notice to attend the HR meeting on the day of firing.

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Infolawyer

Attorney

Juris Doctor.

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36,870 satisfied customers
I work as a 2nd shift supervisor major medical company in

Hi, I work as a 2nd shift supervisor for a major medical company in Florida. Recently, I've been placed on a 90 day - Performance Improvement Plan for missing my project dates. The PIP new due dates for the projects are unrealistic and unachievable. Knowing the company is downsizing I feel it's a ploy. Plus, the projects I'm assigned doesn't fall under my job description but under a manufacturing engineer II. I'm 1 of 3 supervisors (2 on dayshift) and the only one that was not assigned a laptop to work from home. The other supervisors have two leads each. I have one that's been on maternity leave for close to 5 months. Working 2nd shift clearly has limited hours of resources. That, along with not having a laptop and assigned leads. Puts me at a disadvantage. Do I have a leg to stand on in regards ***** ***** my job?

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Allen M., Esq.

JAG officer and former adjunct prof.

Juris Doctor, Cum Laude

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17,622 satisfied customers
I was terminated yesterday simply stated reason of not being

I was terminated yesterday for a simply stated reason of not being a good fit. I had only been employed there for 11 months. I was subjected to a meeting on Thursday when quite expectantly, my new supervisor gave out a proposed job description for all to review to all attendees. I quickly surmised that much of my job was in that new job description, as was the case for other key employees in the room. Questions and frustrations flew out immediately, I found myself humiliated in front of my coworkers who were very much thinking what I was, "What is going on here? Why is my job being rewritten into another position, NO ONE ever discussed this with me! Even worse was when I questioned some of the key tasks as they relate to my job, I am being told not just by my supervisor but by another Director who is suddenly becoming the spokesperson for this new position that they are not taking away our jobs, just proposing different ideas for this new position. Myself and others were clearly upset, frustrated to hear this other director tell us what was best for our jobs. This man has no authority over me, or my job! My supervisor just let him take the lead and argue with me about what my job entails in front of everyone! At no point did my supervisor ever follow up with me, discuss with me how my job would change or offer support. Instead, without warning or reason, he simply told me on Friday afternoon that this was my last day and he terminated me offering a 3 month severance package. I am 60 years old, getting another job will be difficult at best. The lack of professionalism and the creation of a hostile work environment was just wrong. I f I accept the severance, I can not file any adverse action or suit but I have no other means of support! I will lose my home and car!JA: We have our lovely Black Belt Customer Support team available to help you 24/7.Email***@******.***In the US or Canada 1-***-***-**** Available 6am to 9pm PSTIn the UK 0***-***-****In Australia 1800-679-634In New Zealand 0800-452-621From anywhere else 1-***-***-****Because employment law varies from place to place, can you tell me what state this is in?Customer: ArizonaJA: Have you talked to a lawyer yet?Customer: NoJA: Anything else you think the lawyer should know?Customer: The HR Director has many workplace practices documented such as targeted negative treatment, discrimination in pay based upon gender and bullying in the workplace. She has worked tirelessly to advise change but to little or no avail.JA: OK. Got it. I'm sending you to a secure page on JustAnswer so you can place the $5 fully-refundable deposit now. While you're filling out that form, I'll tell the Employment Lawyer about your situation and then connect you two.

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TJ, Esq.

Juris Doctor (JD)

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10,334 satisfied customers
I am a Senior Purcjasing Supervisor. The employees that work

Hi, I am a Senior Purcjasing Supervisor. The employees that work for me have three levels which are Buyer I, Buyer I I and Sr Buyers. Each title has a respectively different pay grade with an associated pay range. It became aware to me after looking at the job descriptions and noticing that my pay grade is the same as the pay grade of my Senior level Buyers. I felt this to be unfair but did not mention anything at first because I was happy to have the opportunity. In addition to this I was hired to replace a Purchasing Manager who's title is two pay grades above mine. People within the org noticed and started to make comments to me about why am I not a Manager and so on.. Long story short I engaged in the "water cooler" conversations and mentioned how when I looked at the job descriptions my pay grade was the same as my senior employees and mentioned my discontent. The word spread and I was called into my bosses office for a one on one where she told me how speaking about my pay grade and my discontent with it was unacceptable and if HR found out they would take it very serious. I took the feedback and have not discussed it since. Did I really do anything wrong discussing my pay grade (not salary just pay grade)?? I am still feeling unhappy because I did speak up to management about this discrepancy prior to this incident it nothing was done regarding my request to review the job description ad job grade. I am expexyed to be a leader but I am not given the appropriate title or pay grade. Now I am afraid to say anything because I fear losing g my job or some kind of retaliation that will link to thw past of me discussing pay grade with others (co-workers, other leaders, my employees, HR, My Mgmt).Please tell me if I was wrong legally or ethically, if I could be in trouble for this and if my feeling of my pay grade review request is unreasonable.? Any and all details you can provide are appreciated. I feel like I am being punished for speaking up about something unfair.

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RobertJDFL

Attorney

Juris Doctorate

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11,780 satisfied customers
We are a federal contractor doing work on a military base in

We are a federal contractor doing work on a military base in Ca. One of our employees was working out on base and was using marijuana, he is claiming that he has a medical condition that allows it. My questions are the following:- can we ask to see his medical card to confirm its validity?- even if he does have a medical condition, but we have a zero tolerance policy - especially as a federal contractor - can we send him to be drug tested and then terminate if he tests positive?

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Dwayne B.

Juris Doctor

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34,648 satisfied customers
I have few concerns with my employer at present. 1. i feel

Hello . i have few concerns with my employer at present. 1. i feel as thou i have was coded as salaried employee incorrectly in order to present me with a raise. I accepted it in order to get the raise but feel that i was taken advantage because i could no longer be paid o/t. #2. Although the position is a M-F admin position, we were told we would have to work Saturdays in order to support our sales agents on the phone with booking questions. We alternated the Saturday shift among 5 of us. When we worked a Saturday we would be allowed to take a day off in lieu during the work week. However when entering our time sheets we were told to always enter only a M-F work week. #3 Around 2005 our position were changed from Operations Coordinators to Yield Revenue Managers however, 80% of our functions were sent overseas and we were never given a job description entailing what this new job functions were and what was expected of us. That said we recently hired a new CEO who has started to restructure and once again my job title has changed as of 4/4 i have been move to Manager of Analytics .. i have no ideas what this is since again i have had no job description. PS there are NO HR managers or specilist since the owner fired them both. we have young temp girl in there now. also my company employs about 200 ppl

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Infolawyer

Attorney

Juris Doctor.

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36,870 satisfied customers
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