[CAUT] job description

[Fred Sturm]

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Hi Wim,
    I=B9m going to echo David. Why exactly do you want to be exempt from
coverage of the Fair Labor Standards Act? The one thing that occurs to me i=
s
that you might want to on the grounds that you are a fast worker, and can
get your job done in, say, 30 hours a week. And maybe that is realistic for
you, based on your rather positive ratio of number of pianos to FTE
employee. Of course, that could backfire: seeing you coming in only 30 hour=
s
a week, they could decide it=B9s a .75 FTE job. Or they could decide things
need to be kept up better, and place bigger demands.
    On the whole, I think the vast majority of us are well-served by being
covered by FLSA, even if it is a bit of a pain to keep track of the clock
(document). For some job description language, search the archives. I know =
a
few have been posted, including some good material from Jeff Tanner.
Regards,
Fred Sturm
University of New Mexico

PS UNM reclassified an enormous number of jobs from exempt to non-exempt a
few years back. Seems there was some pressure in that direction, some of it
from labor union types, other from the feds.
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On 12/6/05 5:37 PM, "Porritt, David" <dporritt@mail.smu.edu> wrote:

> Wim:
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> 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.
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> Frankly, I am happy to be hourly.  The term =B3exempt=B2 means that the emplo=
yer
> is exempt from paying you overtime.  They can require you to be there all
> kinds of crazy hours and they don=B9t have to pay you anything but your sal=
ary.
> I=B9m 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=B9t want=
 me
> to do overtime as that would stretch the budget.  I can=B9t think of why I=B9=
d
> want them to be exempt from following labor laws.
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> 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=B9t know th=
e
> other criteria.
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> dp
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> David M. Porritt
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> dporritt@smu.edu
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> 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
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> I'm trying to go from hourly staff to salary professional staff. The chai=
r is
> not opposed to it, but is dragging his feet. I've just gone to HR, and th=
ey
> recommended I should have a detailed job description. There was nothing h=
ere
> before I came. I could probably write one, but I would imagine one of you
> probably has one, especially one that has passed muster.
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> Thanks
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> WIm=20
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