Our group recently went through an hourly wage conversion to a salaried position. The reason given was that we are now performing work which requires a higher level of skill. We did not receive higher compensation for this move. We are now looking forward to the Lawsuit that will eventually be filed. There was a class action suit that was won in the mid - 2000s in our group. That lawsuit claimed that we were mis-classified as salary and that we should have been hourly employees. We all got a nice check after that suit was won. Looking forward to the future check heading our way. I guess our leadership will be getting a history lesson - again lol.
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You do realize that regulations dictate the criteria used to determine whether a role is exempt or non-exempt, right?
Hey our new upper level managers are the smartest people in the room.
Just like the emperor's new clothes these folks are too full of themselves to see any reality other than what is in their own minds.
Just sad.
Best of luck to you and your group, OP. Exempt status means you are allowed to use discretion and independent judgement in your work. You “should” be eligible for a bonus since you no longer qualify for OT, however my guess is that Wells made this move purely to sc--w you over. So sue the he-l out of them.
@nun+1pzgo6BH You clearly don’t work here as both Hourly and Salaried are bonus eligible.
OP also doesn’t get that the conversion doesn’t merit any pay adjustment in and unto itself. Despite whatever was told to you, the metrics behind defining Exempt or Non-Exempt (which are the words anyone who was truly in this situation would have used) isn’t simply skill level. It is type of work. You can easily look this information up as well as your job title and it’s related definitions.
Yes, but now you would be bonus eligible.