Percent between ranges for non-exempt and exempt positions

cjgeorgia

I am interested in the percent between each range for both exempt and non-exempt positions. We have always used 5% between the ranges for non-exempt and exempt both. Our range maximum is 50% for both.

i am also looking for a sample fraternization policy.

Hatchetman

I assume you realize that FLSA and, I suspect, all state wage and hour laws do NOT require that there be any spread between the compensations for non-exempt and for exempt employees.

Don D

Most of the pay schedules I have seen in government jobs have somewhere around 20 steps at 2% increments. I've not seen specific step schedules in the private sector jobs I've had. They certainly tend to 'lock you in' when you might need the flexibility allowed by not having them. They seem to send a message of inflexibility and automatic step increases. Just my read on it.

System

Don D,

Our public entity has 12 steps with 4% between steps. You're right about the "inflexibility and automatic step increases." I hate it! Whether you lean on a shovel or use it, it makes no difference - you'll get your 4% on your anniversary.

Then you get a Mayor who is a hardware store clerk making $9.00 per hour who decides to give only 2% to managers - since they already make soooooo much!

Hmmmmmm. It was a morale boost for hourly employees, anyway.

"Sam"

Pork

We do not compare Non-exempt and Exempt rates of pay. We use the market place and a comparsion of like positions in management/supervisor roles from the community. WE range for one position from $30 to 42 G with first year manager at the lower level; we then give this management group a $15 G bonus per annum to target. An above level performer as a 1st year manager could potential be looking at $45 G per annum.

Our wage positions go from trainee at $6.00 to senior supervisor at $12.00. We pay for performance and increase those who are producing without waiting for a formal evaluation period. Ever one is evaluated in June and December. I do comparsions based on race, age, sex, ethnic groupings, and so tell the managers who's units are showing an out of line condition with similar units and positions. I also recommend at what level based on performance an individual should be rated and paid.

By the way this wonderful computer can take a listing and sort for these parameters with ease. When I showed the last survey to the General Manager he very quickly realized that it is very evident our operation is heavily run by males. No real surprise but his question to me is, do we have a glass ceiling?
The answer is NO, but we are working on mentoring and bringing some females into the management levels. Went outside and hired a female manager two weeks ago. Hope she holds her own!

PORK

mwild31

We don't have a percentage range between exempt vs. non-exempt. Like Pork, we base exempt wages on market and have some other factors added in, for example: company profitability and commute for similar job, etc. In consideration of market, the ranges for exempt positions are typically greater than 50%. Ranges for non-exempt are 50% between min and max levels, with a 6% increase from min to mid and a 3% increase between mid to max.