As the title says, should I be concerned? I get the impression this is just a bureaucratic change (company doesn’t want to deal with both salaried and hourly workers for timesheet reporting). But I’d like to make sure.
As the title says, should I be concerned? I get the impression this is just a bureaucratic change (company doesn’t want to deal with both salaried and hourly workers for timesheet reporting). But I’d like to make sure.
Salary non-exempt guarantees you’re paid at least the 40 hours a week + overtime.
I’d push back and say that this is a terms of contract change and get your peers to do the same.
I’d assume you meant just the 40 hours right? As far as I can tell I could still get overtime since it’s non-exempt either way.
No, what I mean is that salary guarantees you get @ least 40 hours of pay (assuming salaried full-time). If you show up for work and they send you home, as a salaried employee you still get paid. Or if you finish the alloted work for the week early, you still get paid for 40.
After all of that is when non-exempt comes into play with OT pay according to federal & state regulations and any contract guarantees that go above those regulations.
Unless you’re in a union, there’s probably not much you can do when your employer wants to change your contract, other than quit.