by Deborah Tibbetts
Sometimes as a result of changes in job duties, an employer may have to reclassify an exempt employee as nonexempt and restructure their compensation plan.
Communicating a change in status to an employee can be a delicate matter. Such a change may impact significant areas of an employee’s life, including compensation, work schedule, flexibility, work routine, job duties and self-esteem. It is important to communicate a change in exemption status face to face and to be clear, firm and diplomatic.
Our how-to guide outlines the steps may be used to communicate a change in FLSA exemption status to an employee.
In this guide, get step-by-step guidance on:
- Step 1: Explain Why the Change Is Occurring
- Step 2: Discuss the Meaning of a Change in Status
- Step 3: Apprise the Employee of Changes in Compensation
- Step 4: Inform the Employee of Changes in Position
- Step 5: Provide Reassurance Regarding Perceived Changes in Status, Position or Value to the Company
- and more…
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About the author
Deborah Tibbetts
Deborah Tibbetts is an attorney who advises and represents employers and individuals in all stages of labor and employment law civil litigation and administrative proceedings. Ms. Tibbetts has litigated various matters including claims of wrongful termination, discrimination and harassment, theft of trade secrets, wage and hour violations, workplace violence and retaliation for whistleblower activity. She has extensive experience providing legal counsel and assistance, supervising litigation and developing and drafting employment policies, procedures and contractual agreements.
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