Convert full time exempt position into part time nonexpempt position - problems?
junebug
25 Posts
Since installing new accounting software (and partially due to the economy) our Accounts Payable position has become a part time workload position. Even with the employee aiding others with filing etc (for which I can hire a temp for much less money) she has way too much time on her hands. I would like to make it a 3 day a week job, with pay at the same hourly rate (just fewer hours) and give her the same 3 weeks vacation, only based on 3 days a week (thus 9 days instead of 15 days).
Complicating matters is that the employee is 69 years old, and I don't want to do anything to bring a discrimination suit to my employer.
Am I headed for trouble?
Any suggestions?
Complicating matters is that the employee is 69 years old, and I don't want to do anything to bring a discrimination suit to my employer.
Am I headed for trouble?
Any suggestions?
Comments
you best leave a "sleeping dawg at sleep" and wait out the the retirement party on her terms. I bet she is no dummy and is just waiting for your company to make the wrong move. Either that or she is dumb at this issue and could retire with an early out opportunity which could very well be cheaper than the investigation and wrong doing in the personnel arena IN YOUR OFFICE!
ONCE THE AUDITORS ARE IN THEY'LL USE YOUR BAT AND BEAT YOU AND OTHERS OVER THE HEAD. I HIGHLY RECOMMEND YOUR COMPANY SEEK COUNCIL FROM YOUR RETAINED LABOR LAW ATTORNEY AND FIGURE OUT A PLAN OF ACTION. THE TOP OF WHICH SHOULD BE AN EARLY OUT RETIREMENT PACKAGE FOR THIS SWEET LITTLE OLD LADY THAT HAS WAY TO MUCH TIME ON HER HANDS.
YOU WILL NEED MANY MORE BLESSED DAYS IN THE FUTURE! SO KEEP US POSTED ON WHAT YA'LL DO!
PORK
I suggest you find out her reasons for working... Likes to keep busy? She's not doing that now, so eliminate a part time position somewhere else and give her the work to do. Needs benefits? Make it possible for her to go off of your payroll. You might be surprised. She may only WANT to work 3 days a week!
Your attorney can help you with a nice severance agreement. She gets a benefit that she is not entitled to under your policies, and you get peace of mind when she says she won't sue you. ...It's not fool proof, but a good document can certainly help. Good luck!
Also, as to giving her additional work to keep her busy, she is conveniently able to do the work associated with her job, but nearly anything else aggravates her "carpal tunnel".
I feel I have enough insubordination and incompetence items documented to just fire her, or, I could divide her work load among myself and others and just downsize. However, for her best interests, we are considering this. We just don't want to incur a lawsuit.
You still may want to run it by an attorney. However, just keep in mind that you are making a business decision that you anticipate you can live with for 2 years and you would do this no matter who is in this position. You should be safe then. Are you looking at any other areas in your off that you could make people part time or just this one position?
Good luck. It may be easier and happier than you image.
E Wart