Help - Boss wants to make production ees exempt
djacobs475
95 Posts
[font size="1" color="#FF0000"]LAST EDITED ON 11-07-03 AT 09:47AM (CST)[/font][p]Help - against my recommendations, my boss, CEO, wants to make certain production ees exempt (from their current non-exempt status). My concern is that electricians, carpenters, and shipping & receiving guys just aren't exempt unless they are production managers. This is in order to prevent having to pay them overtime.
I have told him that in order to be considered exempt they would have to supervise at least 2 others and spend more than 80% of their time supervising, which is clearly not the case.
Help - what do I do? If my boss continues to insist on making them exempt, would writing detailed notes in my CYA file (as I usually do) be enough to keep me off the hook on personal liability?
As usual your invaluable advise is greatly appreciated.
Thank you.
UPDATE: Thank you all for responding with your great advise. I did speak with my boss about how serious an issue this is and finally made him see the light: he agreed to leave those production ees as non-exempt. What a relief! But it is bothersome to me that such an obvious liability that could cost us so much needs to be fought over ... I am curious: How many of you play out these types of battles with your upper management, how often, and who is usually the victor? Thanks again.
I have told him that in order to be considered exempt they would have to supervise at least 2 others and spend more than 80% of their time supervising, which is clearly not the case.
Help - what do I do? If my boss continues to insist on making them exempt, would writing detailed notes in my CYA file (as I usually do) be enough to keep me off the hook on personal liability?
As usual your invaluable advise is greatly appreciated.
Thank you.
UPDATE: Thank you all for responding with your great advise. I did speak with my boss about how serious an issue this is and finally made him see the light: he agreed to leave those production ees as non-exempt. What a relief! But it is bothersome to me that such an obvious liability that could cost us so much needs to be fought over ... I am curious: How many of you play out these types of battles with your upper management, how often, and who is usually the victor? Thanks again.
Comments
Tony Kessler, director of editorial
M. Lee Smith Publishers LLC
(615) 661-0249 ext. 8068
I have never faced a problem like this or even one similar. But if so, is there a legal obligation to report this, or is it only a moral issue? What would any of you do, if you faced something like this?
Elizabeth
James Sokolowski
HRhero.com