by Andrew Brez
(Broward County, Florida)
I started working as a chiropractic assistant just over 9 months ago. The doctor (and owner) was working with only a front desk girl and hired me as a 3rd employee. I was hired to aid him on the clinical side of things. After just over 2 months the front desk girl was fired and I was expected to not only take her place but continue to do my job. I did not receive any more pay for doing both these jobs and did question this. He explained that he was “still looking for the right person” and about 2-3 months later he hired another person at the front desk, though she was fired Three Weeks later. I again found myself doing both jobs for another few months until he hired the 3rd front desk girl in this time. She lasted nearly 3 months and was fired a few weeks ago. I am back doing both jobs and the stress level is getting too high for me to continue such things. He said, “we can handle the patient load at this point, maybe when we have more volume another person will be hired.”
If I quit (and I can even give him 2 or 3 weeks notice so he can find a replacement if that helps), can I collect unemployment?
On a side note, the billing practice which he has me doing is “questionable”. I do not want to turn him in as that is not my goal in this situation. I also am not sure I can bring it up to him. I would rather leave this part out of it, but if it’s something I must do and submit, please let me know. Thank you!
There’s never any guarantees, but I think you may have a case. You’ve been employed for 9 months and during that time you have been expected to perform a job you were not hired to do. Each time you accept this you are reinforcing the perception that you are willing to do it. You need to go to him this time and tell him you were not hired for this job and he either needs to hire someone because you find doing both jobs to stressful and it is not what you signed on for .. or that if he insists then you would like to renegotiate your employment since the conditions and duties are not what was agreed upon at time of hire .. he might fire you which would definitely not be for something considered misconduct or if he refuses to try to correct this problem you then have documentation to support that you did try to preserve the employment .. I guess I forgot to mention that there should be a formal letter to go along with the conversation. This is how you establish good cause, through attempts to first preserve the employment.
If anyone finds this answer useful ..
Donations are gladly accepted.
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