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There's also a fine line of motivation and abuse that you may not have considered.

While I wouldn't expect it of a CEO, I may not give as much leeway to a direct supervisor in the same field. Say, for instance, all toilets clogged on the 5th floor of a building and the supervisor chose you to get it done. It could be for a myriad of reasons to be you, such as if it was assigned to reduce OT hours of others as you're at 25 for the week, but others are at 38 (scattered shifts). That said, supervisors are typically salary, even at that level. If I saw them bust out 2-3 toilets with me and then have to call it quits because they have other administrative tasks or work to do, I'd say it wasn't abuse, and a pretty great boss. But, to understand that, you need a full picture, which sometimes doesn't reveal itself, i.e. the boss may not tell you that others would reach OT, or may not even assist in some free time, so it may feel like abuse.

I suppose with that example it's really a thought exercise if what you're doing is abuse or not. I wouldn't find anything wrong in asking why you were selected after the job is done. A competent (and good) supervisor should be able to briefly explain that instead of shrugging it off and saying something like, "It's in your job description."