Q: I have a question involving what I believe to be unfair treatment by my employer.
I work for a large hospital system. I was employed by them in Nov 2018 as a Senior Staffing Coordinator for their in-house long-term float pool. (Staffing Solutions is the department.) When COVID cases began to surge in the early part of 2020, a new department was created called the Resource Management Center. I was told by my Staffing Solutions manager that I would need to begin working in the RMC. My hours changed, as did my work schedule and because the RMC is considered operational, I am also now required to work weekends and holidays. (My role with Staffing Solutions was a M-F 7-330 schedule, no weekends or holidays). I am required to continue to do my work as the Staffing Solutions Coordinator, but now am also required to do the work of the RMC. Other RMC staff members, however, do not have this requirement and only do the RMC work. Is my employer legally permitted to change my work schedule, add additional duties onto my work load that are not being added to other staff?
A: As long as you are being paid for the extra hours you're working (and if you are paid by the hour, overtime pay for hours worked over 40 in a week), your employer is allowed to add on job duties and change your schedule at any time. While your situation sounds unfair, there is nothing unlawful about your employer's actions.
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