Changing an employee status and not their job description
bunny
3 Posts
Can an employer change an employee status and title from Director to Coordinator and leave the same job description? this employee who was eligible for incentive comp would no longer be. There are Policies and Procedures for her department that were written by her that have to be ammended to reflect the title change. It was decided that her job description was not a Director's job description and based on that the change was made.
Comments
>Coordinator and leave the same job description? this employee who was
>eligible for incentive comp would no longer be. There are Policies and
>Procedures for her department that were written by her that have to be
>ammended to reflect the title change. It was decided that her job
>description was not a Director's job description and based on that the
>change was made.
In my opinion, it is always the employer's sole discretion to title positions and write job descriptions, even in those places that have a union. The job description should reflect fairly precisely what the job duties are and the title should be an accurate reflection of the duties. You're right to change the position's title from director to something else, if in fact it is not a director level job with Director level responsibilities and authority. If you have access to a Dictionary of Occupational Titles, you might consider visiting those definitions. Also, if your company uses a set of questionnaire forms to develop job titles and job descriptions, be sure to include the ee in the process so she will 'buy into' the outcome. Wouldn't it be great if SHE could actually be the one to come up with the recommendation based on her own analysis of the position's description and duties? Chances are it'll be an ego blow for her, but, it's more important to get it right than for her to have a stroked ego and be out of sync with FLSA. As long as you're on sound footing with your FLSA analysis and the job description and FLSA status are accurately reflected, I don't think you have any problem. Somebody may have a different idea, though, if you have a written job offer letter that the ee may decide to contest after you alter her title. I think that's remote though.