Verbally agreed to join a company back in Jan. Have been working there since. My duties have grown, as has my displeasure with the situation, over the last 11 months. Could I be legally fired for not agreeing to a list of formalized and expanded job responsibilities?
I started working at a small public company (Company A) in late January. I had reached out to a connection (the CEO of Company A) about a position at a different organization (Company B). We met for coffee, and he ended up inviting me to join Company A. My initial task was to create something very specific, but he hinted that there would be additional projects for me down the line. There was no formal title—just a monthly salary. The only detail I remember from our initial conversation was that he wasn’t sure how long my main project would take, though he estimated 3–6 months.
I’ve been operating under that informal arrangement ever since, and my responsibilities have grown to touch nearly every part of the company. In October, for investor marketing and a public investor presentation, I was given a title. Then, in late November, the CEO sent out a first-draft list of job responsibilities that everyone was expected to agree on.
Over the last 11 months, I’ve lost confidence in the CEO’s leadership and have started seeking other opportunities. I have major concerns with the list of responsibilities (and the title) as it is quite vague and I am working in a new industry. Many of the things have not been built or tracked by the existing employees and I do not want to be building stuff for a company that I am leaving. Further, I’m worried that refusing to agree might get me fired.
Would it be better for me to sign a more formal employment agreement in the meantime? I’d be okay with the expanded duties if the compensation were fair and if I was comfortable with the CEO's leadership style. Right now, I’m handling/touching everything from Investor Relations and FP&A to Acquisitions, Integration, and Operations.
I’m just not sure how best to handle this situation. I googled and it seems like I can't legally be fired, but I do not want to risk that outcome (and needing to find an employment lawyer).
Main Legal Issues:
Verbal agreement vs. formal employment contract
Job responsibilities and potential termination for refusal to agree
Concerns about compensation, leadership style, and potential legal protections
Questions Answered:
Can you be legally fired for not agreeing to a list of formalized and expanded job responsibilities?
In an at-will employment scenario, an employer can generally terminate an employee for any reason, as long as it is not discriminatory or retaliatory. However, if you have an implied contract based on the verbal agreement and the subsequent actions of the CEO, you may have some legal protections. It would be advisable to consult with an employment lawyer to assess your specific situation and potential legal remedies.
Potential Strategies:
Negotiate the terms: Consider discussing your concerns with the CEO and negotiating the terms of the expanded job responsibilities, including compensation, title, and leadership style. This could lead to a mutually beneficial agreement that addresses your issues.
Request a formal employment contract: If you are uncomfortable with the informal arrangement, you could request a formal employment contract that outlines your job responsibilities, compensation, benefits, and termination clauses. This would provide you with more legal protection and clarity.
Seek legal advice: Given the complexity of your situation and concerns about potential termination, it would be prudent to consult with an employment lawyer. They can review your case, provide legal guidance, and help you understand your rights and options.
Things to Discuss with a Lawyer:
Implied contract: Discuss with a lawyer whether the verbal agreement and subsequent actions of the CEO could create an implied contract that offers you some legal protections.
Termination risks: Understand the potential risks of refusing to agree to the expanded job responsibilities and how it could impact your employment status.
Legal remedies: Explore potential legal remedies available to you if you are terminated or face adverse consequences for not agreeing to the new job responsibilities. Always consult with a lawyer.
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