This varies a lot on region, and even (for example in Canada) provincial jurisdiction, but I agree at the core this is a match. I've seen constructive dismissa

This varies a lot on region, and even (for example in Canada) provincial jurisdiction, but I agree at the core this is a match. I've seen constructive dismissal discussed for even adding on-call to someone who was hired without on-call requirements, unilaterally. The logic being "You're suddenly asking me to be paged at any time when on call, that wasn't part of the job description", and it is paramount to effectively "firing and re-hiring" a person in another role without their permission. Why I mention legal jurisdictions, and the above example, is because some US states are 'at will' employment states. In such a state, you can just fire anyone at any time, and thus the whole "fired and re-hired" thing doesn't kick in... as the 'fire' part is a-ok. People have contracts in such states, typically, especially at a CPO executive level. So I really wonder here, will this be more about breach of contract? (Of course, there are other issues. The disclosure of medical info... that's just bizarre, and smacks of massive inexperience and lack of judgement, if true)