Puerto Rico Employment Conditions Notice - Notice to Existing Employees of Flexibility in Working Arrangements
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How to fill out Employment Conditions Notice - Notice To Existing Employees Of Flexibility In Working Arrangements?
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FAQ
Usually, the employer and employee both need to agree to any contract changes. But an employee can insist on a change if they have a legal right to it.
By law, you have the right to make a flexible working request if: you've worked for your employer for at least 26 weeks. you're legally classed as an employee. you've not made any other flexible working request in the last 12 months.
A contract change means you need to give one week's notice if they've been with the company between one month and two years. Employees who have been with you for longer than this should receive two weeks' notice, plus an extra week's notice for each further complete year of continuous employment.
The FLSA applies only to employers whose annual sales total $500,000 or more or who are engaged in interstate commerce. Originally the FLSA prohibited child labor; it has since been expanded to prohibit wage disparity due to gender and discrimination due to age.
Many remote jobs also come with flexible schedules, which means that workers can start and end their day as they choose, as long as their work is complete and leads to strong outcomes. This control over your work schedule can be invaluable when it comes to attending to the needs of your personal life.
Wage and hour coverage in Puerto Rico for non-exempt employees is governed by the US Fair Labor Standards Act (FLSA) as well as local laws.
To have the statutory right to ask for flexible working arrangements, you must be an employee. You must also have worked for your employer for 26 weeks in a row on the date you make your application.
Section 403 of PROMESA modified Section 6(g) of the Fair Labor Standards Act (FLSA) to allow employers to pay employees in Puerto Rico who are under the age of 25 years a subminimum wage of not less than $4.25 per hour for the first 90 consecutive calendar days after initial employment by their employer.
A contract of employment is a legal agreement between the employer and the employee. Its terms cannot lawfully be changed by the employer without agreement from the employee (either individually or through a recognised trade union).
If your contract is clear and says that your employer can make the specific change that they want to make e.g. to vary or reduce your hours, then your employer may be able to make the change without your agreement. Although you may still have rights to protest the change.
