<HTML> <HEAD> <TITLE>Re: [CAUT] job description</TITLE> </HEAD> <BODY> Hi Wim,     I’m going to echo David. Why exactly do you w= ant to be exempt from coverage of the Fair Labor Standards Act? The one thin= g that occurs to me is 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 t= hat is realistic for you, based on your rather positive ratio of number of p= ianos to FTE employee. Of course, that could backfire: seeing you coming in = only 30 hours a week, they could decide it’s a .75 FTE job. Or they co= uld decide things need to be kept up better, and place bigger demands.     On the whole, I think the vast majority of us are w= ell-served by being covered by FLSA, even if it is a bit of a pain to keep t= rack of the clock (document). For some job description language, search the = archives. I know a few have been posted, including some good material from J= eff 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.   On 12/6/05 5:37 PM, "Porritt, David" <dporritt@mail.smu.edu&gt= ; wrote: <BLOCKQUOTE>Wim: 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 t= hose new rules. Fully 50% of our staff was changed at that time to non-exemp= t status to keep the school legal.   Frankly, I am happy to be hourly. &nbsp= ;The term “exempt” means that the employer is exempt from paying= you overtime.  They can require you to be there all kinds of crazy hou= rs and they don’t have to pay you anything but your salary.  I&#8= 217;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&#821= 7;t want me to do overtime as that would stretch the budget.  I can&#82= 17;t think of why I’d want them to be exempt from following labor laws= .   If you really want the exempt status, c= heck 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 pe= ople counts, but I don’t know the other criteria. dp David M. Porritt dporritt@smu.edu <HR ALIGN=CENTER SIZE="2" WIDTH="100%"> From: caut-bounces@ptg.org [mailt= o: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 I'm trying to go from hourly staff= to salary professional staff. The chair is not opposed to it, but is draggi= ng his feet. I've just gone to HR, and they recommended I should have a deta= iled 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. Thanks WIm </BLOCKQUOTE> </BODY> </HTML>