[CAUT] job description

[Porritt, David]

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Wim:

=20

In August of 2004 the labor department (federal) made some rules changes
that tightened up the criteria for exempt and non-exempt status.  HR
here could not make my job non-exempt and follow those new rules.  Fully
50% of our staff was changed at that time to non-exempt status to keep
the school legal. =20

=20

Frankly, I am happy to be hourly.  The term "exempt" means that the
employer is exempt from paying you overtime.  They can require you to be
there all kinds of crazy hours and they don't have to pay you anything
but your salary.  I'm personally thrilled to death that if I come in for
a Sunday tuning, I clock in and out and take a short day later in the
week.  They don't want me to do overtime as that would stretch the
budget.  I can't think of why I'd want them to be exempt from following
labor laws. =20

=20

If you really want the exempt status, check current labor laws before
you write the job description so you can word it like you want it.  I
know supervision of a certain number (?) of people counts, but I don't
know the other criteria.

=20

dp

=20

David M. Porritt

dporritt@smu.edu

________________________________

From: caut-bounces@ptg.org [mailto:caut-bounces@ptg.org] On Behalf Of
Wimblees@aol.com
Sent: Tuesday, December 06, 2005 3:44 PM
To: caut@ptg.org
Subject: [CAUT] job decription

=20

I'm trying to go from hourly staff to salary professional staff. The
chair is not opposed to it, but is dragging his feet. I've just gone to
HR, and they recommended I should have a detailed job description. There
was nothing here before I came. I could probably write one, but I would
imagine one of you probably has one, especially one that has passed
muster.=20

=20

Thanks

=20

WIm=20


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