Exempt pay
System
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We are a retirement facility that is feeling the shortage crunch of RN's. Due to this shortage we are considering asking an exempt employee who serves in a different position to fill in as a RN supervisor at an increased hourly rate. What would be the best way to handle pay? We do not want to increase her salary as this would be a temporary fill in. Can we pay an hourly rate when she would be filling this position?
Comments
She she's exempt already, why don't you give her a bonus of some kind that will reflect the extra effort beyond her regular job duties.
We would like to compensate her that hourly rate. We are not sure to what extent we will be using her in this position from pay week to pay week.
Can we assign her a second classification as non-exempt and pay her accordingly when she performs this position? If so how will overtime be looked at?
Chris
Figure out what the extra duty is worth to the company and approach the individual with a one time bonus award for stepping up and hitting the ball for the team. You will probably want to approach first with no guarntee of xxx amount. From where I come from the approach to me of a need and can I help would probably be an overwhelming "YES, and where do you want me to report? From others a little younger the $$$ may have to come out early, but don't offer me a per hour wage to help the company, that would most likely get a resignation, because you did not ask me to help in this situation. You did not trust me sufficiently to ask me to use my training to help!
PORK