And in some states, advance notice is not even required.
It is quite legal for an employee to be required to do two (or more) different jobs with a different rate of pay for each of them.
And in some states, advance notice is not even required.
It is quite legal for an employee to be required to do two (or more) different jobs with a different rate of pay for each of them.
Some states have no labor laws concerning notice at all. However, in those cases, "implied contract" normally applies.
Jeff, that's state specific. Some states specifically prohibit it; some states imply a prohibition; a very few states don't address it. It's safest to assume there is a prohibition, but to be strictly accurate, depending on state law it *might* be legal.
Poster, frankly, yes, I would. You're talking about "appropriate" pay and "correct pay" as if that means something. It doesn't. Eliminating a department or a job does not mean that the duties no longer need doing. If they want to pay different rates of pay for different jobs there is nothing in employment law that says they can't. As long as she is being paid minimum wage or more, she is being paid legally. Are jobs so plentiful in your neck of the woods that she wants to throw this one away because they've changed the rate of pay?
Well, again, I get what you are saying and understand about "certain" states. She talked to her Shift Manager and worked out an agreement that she would go back to days ultimately losing another .50 cents an hour to do the job that ultimately she is doing now.
@cbg - Jobs I wouldn't consider plentiful, but you can find a job if you tried. And a good paying one too.
Then if that's what she wants to do more power to her. But I strongly suggest that she not do anything to disrupt the one she's already got until she finds a new one.