The company at which Anne works has experienced numerous changes since coming back on-site after the COVID-19 pandemic. Senior leaders decided to revise some employee job titles and job duties. They feel the restructuring better reflects current organizational operations and what management expects from workers.
Anne, however, does not see it this way. Now being called a “public relations assistant” rather than a “public relations representative” feels like a demotion — even though her job responsibilities actually have increased. She wonders what employment law says about an employer changing such things without her consent.
The first thing Anne and any other employee in this situation needs to consider is their type of employment arrangement. Is the relationship bound by an employment contract, union contract, or a collective bargaining agreement? If so, changing an employee’s job description or giving someone a new title could be considered a breach of contract. Employers wishing to make changes involving someone in a union or covered by a contract should first seek legal advice. Any sort of altering of working conditions or terms in these instances usually involves approval. It might even require hashing out a whole new document for both sides to sign.
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