By Hatemyjobbb - 01/05/2018 19:00
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If it wasn't in your job description, why didn't you refuse? You can't let an employer walk over you.
If the OP is in one of the US states with the Orwellian title of “right to work state,” they basically have no rights. Bosses have all the power and unions are crushed.
That's not true.... at least not completely true. Just because you're in a right to work state, does not state that the boss has a right to physically abused you for you to keep your job. If they were fired for refusing to do this, they would have a very large winning lawsuit on their hands.
Most states are "At will" employment, unfortunately. And doing manual labor is not the worst thing in the world. If you're physically capable of performing the work, using those arms and legs, with no disabilities and a heart in decent condition, then there really isn't anything to file a complaint about.
My job is software development and data management. If my boss asked me to go to the store for her I’d laugh so hard I’d have to take the day off. Back when I worked retail we took turns walking to the store even though it wasn’t in our job description. But that was because our employer paid for lunch and it was a one minute walk.
What a great workout! It looks like your wonderful boss didn’t charge you a Personal Training Fee for this innovative cardio/resistance routine. I’m jealous of your workplace perks. Are they hiring?
This is where you politely but firmly refuse. If you have something even remotely resembling an HR department at your work then you can't be penalized (assuming you don't live in an at will state). In the unlikely event that something like this is in your job description, it still doesn't apply since this is for a party and not work.
Amazing to hear all the pansies talking about "Oh, let's go to HR!" Or "Is it in your job description?" Well, if doing errands for your boss is in your job description, and being able to lift at least X number of pounds as a certain requirement was listed... I mean, what is there to go to HR about? It's not sexual harassment, it's just manual labor.