Peace to you!
While I am not certified in Human Resources, I currently supervise 39 employees and therefore must have some knowledge in the area. So, let's deal with this:
First, if what you state here is accurate, then your boss is out of line: he is violating your official job description - assembler. Many employers don't realize that "other duties as assigned," MUST correlate with your primary duties. For example, if you are a "paper-pusher"... such "other duties" cannot include, say, having you climb the roof and do shingle repairs. Or move furniture. Or clean the pool. These require a much higher level of safety knowledge: climbing/using ladders, heavy lifting, proper handline/storage of chemicals. Thus, it must be "LIKE" work. So it could, say, include assembling other types of components, etc., but not, say, car engines. I would, then, ask the boss of a copy of the job description under which you were hired. If he says they don't/didn't have one, then I would ask how you were classified to the company's Workers' Compensation and Liability Insurance carriers.
Second, his memo states that your job description "has now been changed to include." By law, he cannot do this (1) to include an unlike task, and (2) without your agreement. At a minimum, his Workers' Comp insurance will require him to separate the two classifications, as he is requiring you to fulfill two totally different job "types".Thus, based on your version of what has taken place, your job "description" didn't change: your JOB changed... to now include a totally unrelated TYPE of job.
May I ask: did you agree to such change? Meaning, were you given a NEW description, which was reviewed and discussed with your boss... or HR representative? Did you sign your acknowlegement and agreement? Because it appears that in HIS mind, you apparently are not only an "assmbler"... but also a "groundskeeper." One is "technical"; the other is "maintenance" and they are two very different TYPES of work. Unless your initial job description showed you as having both, he cannot now make you responsible for the latter... unless you AGREED to accept the new responsibility.
If, however, you AGREED to the new tasks... then you now have two different job classifications... and he can require you to fulfill both, as you agreed to. However, the paperwork should be separate... and perhaps the pay should be different.
If you did NOT agree... then you have every right to call your boss on it... and not expect retaliation. Although you may be an "at-will" employee (these days, most employees are), should your boss try to "fire" you because you called his attention to his unfair employment practice, then you may have legal recourse. Under the "Whistleblower Act" it is unlawful for an employer to use termination or pressure to retaliate against an employee that has brought to such employer's (or the government's) attention actions/conduct which are unlawful or illegal. Thus, once you've made a formal complaint to your employer regarding an unfair or discriminatory act (which I would advise you to do in writing, and I can help you, if you wish) such employer is barred, by law, from retaliating against you as a result.
Now, this does not mean you can't be terminated. As an "at-will" employee (if that is your status), both parties (employer or employee) can end the relationship at any time for any reason... except retaliation. So, if he IS out to get you... he will most likely start attacking your job performance, attendance, "attitude", etc. You should, therefore, make sure that your performance is IMPECCABLE in these areas, with relation to your position as "assembler."
The good thing is that if he does terminate you... or create a hostile environment.... AFTER receiving formal complaint from you, it will appear that he is indeed retaliating, and may be legally estopped, and he may be personally (and corporately) liable.
So... you need to make sure of the facts:
1. What was your original job description?
2. Where you properly and formally notified of a change (an informal "Oh, BTW..." email doesn't constitute "proper" notice)?
3. Did you agree to continue your asembly employment as well as take on servicing the grounds?
If you think your boss is out to get you because of your failure to invite him, etc., then I would speak to him and let him know your concerns. Call him on his conduct. More than likely, he has NO clue that he is breaking the law... on many fronts. (You would be AMAZED at how many supervisors have no knowledge of some of the basics of employment law, especially in light of the changes in the last 5 years or so!).
If you want to try and resolve this more amicably, and keep your job, you could:
1. Ask to meet with your boss and when you do, let him know, first, how much you appreciate your job and working for the company. Then, ask him if there is a problem... because "at times [you] feel that [his] conduct towards [you] makes [you] FEEL as if [he] might have a "personal problem" with [you] and [you] would like to get to the bottom of it and resolve it." Tell him that you are SURE he does not mean to single you out, but that to YOU... it FEELS like that may be the case. Then let him talk.
If he agrees with you, tell him (in the nicest terms, of course!) that it must stop immediately, and that if it doesn't, you will feel you have no choice but to take it up a level (if he is not the top man). If he IS the top man, let him know your desire: to stay and have a good working relationship, which includes some respect from him... and that in order for you to stay, you cannot tolerate anything less. Tell him that failing a change, you will have no choice but to move on, but would only choose that if staying became unbearable.
If he disagrees with you and says there is "nothing" going on, then give him the benefit of the doubt and give it some time to see if things change. Most probably, they will: you will have "checked" him, so he's gonna be EXTRA careful around you.
I hope this information helps. There is not very much you can do in a legal way at this time; you would have to be terminated... or forced to quit... before you can seek legal action (wrongful termination) under the Whistleblower Act. Most attorneys would advise you that if things are too "hot"... just find another job. Not everyone can do that, though, so maybe you can try this first and get things calmed down.
Again, peace to you.
A slave of Christ,
SJ
