#JobChange #WifeSchedule #EmploymentLaw #California #WorkplaceRights
Hey everyone! 😊
So, I’m in a bit of a pickle and could really use your insights. Here’s what’s happening:
– My wife’s workplace recently announced a **new schedule** that reshuffles everyone’s hours.
– They’re shifting her current schedule to a **new employee**, with the same hours but on different days.
– The company insists they’re within their rights since they gave nearly a month’s notice. 🤔
Now, here’s the kicker:
– My wife feels that the new schedule won’t work for her, so she asked them to let her go instead of forcing her into a situation she can’t manage.
– They responded by saying that if she doesn’t show up once the new schedule kicks in, she’ll just be **fired**.
She believes this isn’t job abandonment, but honestly, I’m a bit lost on the whole situation.
Here are a few points I’m considering:
– **Employee Rights**: In California, does an employee have a right to refuse a schedule change if it’s unmanageable?
– **Severance Requests**: Is it reasonable for her to request to be let go under these circumstances?
– **No-Show Consequences**: What happens if she doesn’t show up on the new schedule due to the changes?
I’d love to hear your thoughts on this! Have any of you been in a similar situation? What did you do? Any tips or advice you can share? Let’s discuss! 💬
Thanks in advance for your help!
This is textbook constructive dismissal, which is notoriously hard to prove.
It’s not like the business quit being open overnight for her shift to change. Someone else is working her shifts instead.
Does she have emails of them saying all this?
Remember HR is not your friend. They are a tool of management and will do what management wants.
Any “warning” they give you is part of a larger plot to do what management wants done.
Where I worked HR was portrayed as some all knowing oracle dispensing wisdom for the benefit of everyone. I got promoted to management and got a peek behind the curtain. They are puppets of management who will do as they are told. Not once, ever, did I hear HR show any concern for the employee, their family, finances, impact on their life etc. They disciplined as instructed and moved onto the next case.
Do y’all know that you don’t have a permanent record. Why doesn’t she just use the notice they gave her to start applying? There’s this advanced job interview technique called “lying” that she could implement if she’s worried about job abandonment or whatever