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Post Reopened by Roger, SaggingRufus, IDrinkandIKnowThings, Magisch, Kilisi
reformatted and added clarification
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SaggingRufus
SaggingRufus
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"learned professional" exempt status and moved to hourly without cause. How does the employerchanging an employee from salary to hourly benefit an employer?

I am what the FLSAFair Labor Standards Act (FLSA) considers a "learned professional" and I meet all 3 of the requirements for being exempt status(annual salary).

For those who don't know, the FLSA sets the rules and regulation for pay and overtime. So being exempt means those rules means because I would be receiving a yearly salary, overtime regulations would not apply.

However, my company is still moving me to hourly wages (non-exempt) with no written or verbal explanation. I have asked several times "Why I was I chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?", but deflection is their ONLY actionI have not received a response. 

I have talked with the state (TXTexas) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)(which was not the case)

It is, what itMy question is, at this point HOWEVER... what: What would be the benefit ofto an employer when moving a salaried employee to make this move in my case?hourly wage.

"learned professional" exempt status and moved to hourly without cause. How does the employer benefit?

I am what the FLSA considers a "learned professional" I meet all 3 of the requirements for exempt status. However, my company is still moving me to hourly with no written or verbal explanation. I have asked several times "Why I was chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?" but deflection is their ONLY action. I have talked with the state (TX) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)

It is, what it is, at this point HOWEVER... what would be the benefit of an employer to make this move in my case?

How does changing an employee from salary to hourly benefit an employer?

I am what the Fair Labor Standards Act (FLSA) considers a "learned professional" and I meet all 3 of the requirements for being exempt (annual salary).

For those who don't know, the FLSA sets the rules and regulation for pay and overtime. So being exempt means those rules means because I would be receiving a yearly salary, overtime regulations would not apply.

However, my company is still moving me to hourly wages (non-exempt) with no written or verbal explanation. I have asked several times "Why was I chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?", but I have not received a response. 

I have talked with the state (Texas) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)

My question is: What would be the benefit to an employer when moving a salaried employee to hourly wage.

Post Closed as "Opinion-based" by gnat, Michael Grubey, sleske, Jim G., gazzz0x2z
deleted 14 characters in body
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paparazzo
paparazzo
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I am what the FLSA considers a "learned professional" I meet all 3 of the requirements for exempt status. However, my company is still moving me to hourly with no written or verbal explanation. I have asked several times "Why I was chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?" but deflection is their ONLY action. I have talked with the state (TX) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)

It is, what it is, at this point HOWEVER... what would be the benefit of an employer to make this move in my case?

thank you!

I am what the FLSA considers a "learned professional" I meet all 3 of the requirements for exempt status. However, my company is still moving me to hourly with no written or verbal explanation. I have asked several times "Why I was chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?" but deflection is their ONLY action. I have talked with the state (TX) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)

It is, what it is, at this point HOWEVER... what would be the benefit of an employer to make this move in my case?

thank you!

I am what the FLSA considers a "learned professional" I meet all 3 of the requirements for exempt status. However, my company is still moving me to hourly with no written or verbal explanation. I have asked several times "Why I was chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?" but deflection is their ONLY action. I have talked with the state (TX) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)

It is, what it is, at this point HOWEVER... what would be the benefit of an employer to make this move in my case?

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Rowdy Famer
Rowdy Famer
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"learned professional" exempt status and moved to hourly without cause. How does the employer benefit?

I am what the FLSA considers a "learned professional" I meet all 3 of the requirements for exempt status. However, my company is still moving me to hourly with no written or verbal explanation. I have asked several times "Why I was chosen?" and have also rephrased the question to "What are the company's requirements to consider an employee exempt?" but deflection is their ONLY action. I have talked with the state (TX) commissions office and legally my company does not have to give a reason for the move unless they decrease my pay (which was not the case)

It is, what it is, at this point HOWEVER... what would be the benefit of an employer to make this move in my case?

thank you!