New FLSA Rules & Regs
![Rockie](http://blr-hrforums.elasticbeanstalk.com/plugins/DefaultAvatars/design/GreenAvatar.jpg)
Have a question. We have an "Executive Assistant" and I use that term loosely who is presently qualified as an exempt level individual. It appears from the new regs that there is no possible way she can qualify for exempt level status.
She works for the CEO. The CEO's prior Executive Assistants probably did meet the qualifications as they worked on a much higher level than this individual.
My question is: what is the best way to approach this? Something like....Jane, under the new FLSA regulations that will go into effect ________, your position no longer qualifies as an exempt level position. As of ___________, you will be reclassified as an hourly individual required to punch a clock, etc. ? Would this be a proper statement to make? She will not be happy as she likes to leave the office early on a frequent basis, especially if her boss is out of town.
She works for the CEO. The CEO's prior Executive Assistants probably did meet the qualifications as they worked on a much higher level than this individual.
My question is: what is the best way to approach this? Something like....Jane, under the new FLSA regulations that will go into effect ________, your position no longer qualifies as an exempt level position. As of ___________, you will be reclassified as an hourly individual required to punch a clock, etc. ? Would this be a proper statement to make? She will not be happy as she likes to leave the office early on a frequent basis, especially if her boss is out of town.
Comments
If you still believe she would not qualify, then I would explain the new FLSA regulations and that the position no longer qualifies for exempt status. As a result, she will need to track her hours worked and will be paid for hours worked and is now eligible for overtime (according to your policies). You could make her salaried non-exempt, which assumes a regular weekly or biweekly pay and exceptions to that are tracked and paid. She would not need to be considered an "hourly employee" - I often think of mfg environment using that terminology.
Calling her "salaried non-exmept" is a game. You'll be treating as an hourly, docking pay by the hour (or pay unit fractional)and paying FLSA overtime. The only time she would get the "salary" is if she works all 40 hours and NO overtime.
You might want to consider telling her that you are going to start enforcing the 40-hour workweek regardless of whether she remains exempt. But if the company agrees that she really has "earned" the right to work reduced hours, you could maintain the status quo by converting her to nonexempt status, officially assigning her a 35 hour workweek (or some other number of reduced hours), and raising her hourly pay to equal what she was making as a salaried employee. You're already paying her that much to work a reduced week, anyway.
Or, as you said, you could reassign duties and responsibilities to preserve her exempt status.
Julie Athey, Author
"Overtime Revisited: The DOL's Final Regulations"
"Defusing the Overtime Bomb: How to Comply with the FLSA"