Question

This is the first of two HR Inbox assignments, each approached from the perspective of a different HR function relevant to the module in which it is due. This assignment focuses on the roles and responsibilities of HR such as responding to legally based questions.

Communication is a two-way channel for an HR professional. Organizations rely on human resource professionals to advise and consult with employees on policies, procedures, organizational goals, employee development, etc. As HR professionals engage with employees, their goal is to provide positive experiences that result in retention and the reduction of risk. An employee-centric approach that is conducive to professional and proper communication techniques can enhance employee morale, increase employee engagement, reduce turnover, and support an inclusive culture. In the HR Inbox assignments, you will practice applying the type of informal, yet accurate, communication needed for instant messaging tools in the modern workplace.
You are an HR professional at a U.S. company. One of your major duties is to monitor the HR instant messaging channel. The HR Inbox chat channel allows HR to communicate and support employees directly. While monitoring the HR channel, you receive the following chat messages from employees:
Dear HR: I just transferred to the Texas branch. Can my employer reduce the number of hours I work based on the state Fair Labor Standards Act (FLSA) laws?

Answer 1

No, the Fair Labor Standards Act does not set maximum working hours and does not limit the number of hours an employer can reduce your work to. Employers must pay overtime for hours worked over 40 in a workweek. Any change in hours could be due to operational needs rather than FLSA laws.

Step-by-step explanation:

The question you've asked pertains to the application of the Fair Labor Standards Act (FLSA) laws in Texas and whether an employer can reduce your work hours as you have transferred to the Texas branch of your company. The FLSA does not restrict the number of hours that can be worked by employees 16 years and older, nor does it limit the number of hours an employer can require you to work. However, it mandates that non-exempt workers be paid overtime at a rate of 1.5 times their regular rate for all hours worked over 40 in a workweek.

Employee rights and understanding of workplace regulations are imperative to professional communication and etiquette in any business environment, as are the expectations for professional behavior and business email practices.

As an HR professional, it's important to encourage open and professional communication, uphold employee rights, and explain company policies clearly to all employees. If your employer in Texas is reducing your hours, this decision could be based on operational requirements and not specifically on FLSA laws. For concerns about your particular situation, or to ensure compliance with relevant state labor laws, it may be beneficial to consult a legal professional or employee rights advocate.