If you were working someplace where it seems to be neverending where the job wants you to go to constantly go to events (ESPECIALLY ONES THAT ARE OUTSIDE OF NORMAL BUSINESS HOURS), what would you do? Would it be wrong to ask if there are some events that I can sit out?

Since your direct supervisor is managing to get out of attending , you should be able to ask to limit how many of these “ events “ you physically have to attend personally. I am assuming that they are all related in some way to the functioning of your specific employment. If expected to attend that means that your working hours will vary depending on these events and you don’t have a predictable schedule ( ion terms of the business model of 9-5 Monday through Friday work schedule). Sure sounds like you expected to work on working that predictably schedule and where not informed enough to understand that the majority of your actual work hours was attending these events to represent your company. You can do one of 2 things, rearrange your schedule so that your working hours included these events as part of your work schedule or see if you can rotate who attends the events in advance ( Inam assuming that these events are known in advance and are not spontaneous events). I am sorry that you were misinformed about how you would spending your time at this job, but there is a workaround solution if you are willing to be flexible, again something that should have been made clear before you took on the position. Otherwise, you need a non flexible schedule because of your personal schedule, then this job is not for you.

It is time to set boundaries. Does your director know that the supervisor is not attending the events? If the director is at them, you have already communicated that you are dedicated to their mission and getting the work done, but the director also knows who is doing it. If the director is clueless, then it's time they understand who is doing the work. The conversation starters someone else posted are very good, but if the "last-minute substitutions" continue, it is time to bring the director into the conversation.

Are you hourly and getting paid for this, or are they resulting in more than a 40-hour work week? If you are working for a non-profit (which often happens with them, but usually, they are better at spreading the burden among employees). If the events increase revenue, a bonus for the extra work (even in a non-profit) could/should result in at least a bonus equivalent to overtime pay. The non-profits I have worked for usually gave gift cards for coffee shops or restaurants donated by the board or the ED as a thank-you for working the events. I also agree that limiting the number per month and doing no more than one in a week would be an excellent place to start. If they are not compensated with hourly, overtime, or bonus payments, then it is time always to have something else to do after hours.