From Washington:
Question: To what extent does “other duties as assigned” allow an employer to go? Is this all encompassing or what are the limitations? We hear this question a lot from our guild members and other officers from other agencies. Administration seems to think its a broad stroke and they can task you with anything under “the other duties as assigned” potion of our job description. Can they make an officer act in the role of an Acting Sergeant even though they don’t want to or don’t feel comfortable? Can they force a sergeant to oversee and manage a specialty program even though they are just a patrol sergeant?
Answer: As a general proposition under Washington law, the assignment of work is a management right. That’s often further supported by the management rights clause under a collective bargaining agreement. However, management’s decision to assign work may trigger effects/impacts bargaining obligations, over such things as workload, officer safety, discipline, and premium pay, to name a few. As such, many guilds assert bargaining rights over those mandatorily negotiable effects/impacts upon management’s notice of the assignment of work. You should consult with your guild legal counsel for further direction on the matter.
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