Imo the move is to respond with a clarifying question about whether the hr person is asking them to cut breaks short while reiterating that asking them to do so is a violation of labor law and document the hell out of it.
If it happens again, then make a complaint with labor. This shows that you are operating in good faith and giving the company a chance to correct before going nuclear, which further strengthens your case if you do have to report.
Sometimes the hr person is just an idiot. I’ve seen suggestions like this before and it turned out the hr person literally didn’t know you can’t just arbitrarily deduct wages without explicit permission from the payee (and in some states, not even then).
Imo the move is to respond with a clarifying question about whether the hr person is asking them to cut breaks short while reiterating that asking them to do so is a violation of labor law and document the hell out of it.
If it happens again, then make a complaint with labor. This shows that you are operating in good faith and giving the company a chance to correct before going nuclear, which further strengthens your case if you do have to report.
Sometimes the hr person is just an idiot. I’ve seen suggestions like this before and it turned out the hr person literally didn’t know you can’t just arbitrarily deduct wages without explicit permission from the payee (and in some states, not even then).