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Old 01-03-2011, 09:21 PM
 
854 posts, read 3,342,605 times
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I was hired for the position I am in now as an exempt employee, however, I am pretty sure that either the position should be non-exempt, or I should have greater responsibilities.

Has anyone else had this situation? What did you do and what was the outcome? My goal is to have the exempt status come with the level of responsibility that exempt should come with, not to have my status changed to non-exempt and/or to cause trouble.

Also, I do end up working a lot of extra hours, and I don't get to make the kinds of decisions that could allow me to control how many hours it takes to do my job, which is one of the issues I have with this situation. I also know that the less I am included in the bigger picture, the less motivated I will become.

Last, my boss seems to be happy with my work, and me as an employee, so I do not think that my responsibility level has anything to do with my performance.
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Old 01-03-2011, 10:14 PM
 
Location: NJ
2,212 posts, read 6,339,468 times
Reputation: 2174
Quote:
Originally Posted by Reneeme View Post
I was hired for the position I am in now as an exempt employee, however, I am pretty sure that either the position should be non-exempt, or I should have greater responsibilities.

Has anyone else had this situation? What did you do and what was the outcome? My goal is to have the exempt status come with the level of responsibility that exempt should come with, not to have my status changed to non-exempt and/or to cause trouble.

Also, I do end up working a lot of extra hours, and I don't get to make the kinds of decisions that could allow me to control how many hours it takes to do my job, which is one of the issues I have with this situation. I also know that the less I am included in the bigger picture, the less motivated I will become.

Last, my boss seems to be happy with my work, and me as an employee, so I do not think that my responsibility level has anything to do with my performance.
So I take you you want to use the fact that you aren't paid for overtime to push for a promotion, am I reading this right?

If you want a promotion, demonstrate that you are capable and bring value to your employer and ask for one. Don't try some windy, complaining "if you don't move me up I won't be motivated enough" way of doing it, I find that very sophomoric.

Also, expect if you do get a promotion and more responsibility, you'll be expected to work harder in order to prove it was a good move on their part, so you won't be able to control your hours (and shorten them as you seem to want to) as much as you may expect.
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Old 01-04-2011, 07:08 PM
 
854 posts, read 3,342,605 times
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Quote:
Originally Posted by AnthonyB View Post
So I take you you want to use the fact that you aren't paid for overtime to push for a promotion, am I reading this right?

If you want a promotion, demonstrate that you are capable and bring value to your employer and ask for one. Don't try some windy, complaining "if you don't move me up I won't be motivated enough" way of doing it, I find that very sophomoric.

Also, expect if you do get a promotion and more responsibility, you'll be expected to work harder in order to prove it was a good move on their part, so you won't be able to control your hours (and shorten them as you seem to want to) as much as you may expect.
I am not looking for a promotion. I was looking to hear opinions and experiences about being hired for an exempt position, but not having the level of responsibility that goes with it, as I think this is not uncommon.

Also, I am doing well in the position, and I like the company and my job for the most part.
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Old 01-04-2011, 07:29 PM
 
5,546 posts, read 8,613,209 times
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Well, as someone who used to work in HR and has been both exempt and non-exempt, and in today's current economic environment where they want to work you to death even if you're non-exempt without overtime, I'd choose to be exempt.

It carries greater stature (FWIW) and an image of more responsibility. There are actual specific guidelines in labor law as to what constitutes exempt vs. non exempt. I believe most companies should be complying with those guidelines, but in this crazy world now, who knows?
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Old 09-14-2014, 02:32 PM
 
525 posts, read 618,227 times
Reputation: 197
Quote:
Originally Posted by Reneeme View Post
I was hired for the position I am in now as an exempt employee, however, I am pretty sure that either the position should be non-exempt, or I should have greater responsibilities.

Has anyone else had this situation? What did you do and what was the outcome? My goal is to have the exempt status come with the level of responsibility that exempt should come with, not to have my status changed to non-exempt and/or to cause trouble.

Also, I do end up working a lot of extra hours, and I don't get to make the kinds of decisions that could allow me to control how many hours it takes to do my job, which is one of the issues I have with this situation. I also know that the less I am included in the bigger picture, the less motivated I will become.

Last, my boss seems to be happy with my work, and me as an employee, so I do not think that my responsibility level has anything to do with my performance.
I was working as exempt employee overnight often times overtime in addition to regular 13.5 hour shift (3x nights per week - full-time, "4" days off [3 actually]) for a big insurance company. It was for a help desk position that I was doing as non-exempt in other companies, and now I am back on non-exempt with different company.

Horrible, inhumane abusement I endured when I work for that insurance company and I wasn't even paid very well. My boss did "performance reviews" each month in which he only saw shortfalls (mainly inconsistencies in their "procedures", not troubleshooting skills or ambition) but no improvements or opportunities for improvement. My personal "trainer" was assigned from another state to which I could only talk over phone or IM. After one year I was fired and it was the best thing that happened to me.
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Old 09-14-2014, 03:57 PM
 
Location: Portland, Oregon
9,997 posts, read 16,665,567 times
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Close supervision of a claimed exempt administrative employee will kill the exemption.

Have heart, there is discussion of raising the salary requirements significantly and requiring that 51%+ of an employee's time be spent in exempt level work, eliminating the concurrent supervising while performing non-exempt work as an exempt activity. This will for all intents and purposes eliminate the assistant supervisor in retail and food service as an exempt employee.
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Old 09-14-2014, 04:50 PM
 
Location: Proxima Centauri
4,814 posts, read 1,986,314 times
Reputation: 5257
Default I have questions

Quote:
Originally Posted by Reneeme View Post
I was hired for the position I am in now as an exempt employee, however, I am pretty sure that either the position should be non-exempt, or I should have greater responsibilities.

Has anyone else had this situation? What did you do and what was the outcome? My goal is to have the exempt status come with the level of responsibility that exempt should come with, not to have my status changed to non-exempt and/or to cause trouble.

Also, I do end up working a lot of extra hours, and I don't get to make the kinds of decisions that could allow me to control how many hours it takes to do my job, which is one of the issues I have with this situation. I also know that the less I am included in the bigger picture, the less motivated I will become.

Last, my boss seems to be happy with my work, and me as an employee, so I do not think that my responsibility level has anything to do with my performance.
Give us some details. Does your job involve supervising other employees? Does it require independent judgement? What is the approximate salary? Are you familiar with the Fair Labor Standards act of 1938?
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Old 09-14-2014, 05:56 PM
 
11,127 posts, read 8,537,739 times
Reputation: 28094
Quote:
Originally Posted by Reneeme View Post
I am not looking for a promotion. I was looking to hear opinions and experiences about being hired for an exempt position, but not having the level of responsibility that goes with it, as I think this is not uncommon.
Exempt vs non-exempt is a legal thing and has nothing to do with the particular responsibilities of the job.

There are non-exempt managers making $50+ an hour.
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Old 09-20-2015, 10:36 PM
 
8,976 posts, read 8,104,989 times
Reputation: 19496
Quote:
Originally Posted by Reneeme View Post
I am not looking for a promotion. I was looking to hear opinions and experiences about being hired for an exempt position, but not having the level of responsibility that goes with it, as I think this is not uncommon.
Have you considered you are being tested, and trained, to see how much and what type work you can handle before being given any more authority. A lot of companies hire a person as you have been hired, and give them less work and responsibility until they feel the employee is ready to be given more work and responsibility.
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Old 09-22-2015, 08:52 AM
 
Location: Pittsburgh
5,907 posts, read 7,022,551 times
Reputation: 8648
Quote:
Originally Posted by oldtrader View Post
Have you considered you are being tested, and trained, to see how much and what type work you can handle before being given any more authority. A lot of companies hire a person as you have been hired, and give them less work and responsibility until they feel the employee is ready to be given more work and responsibility.
A lot more companies just don't want to pay time and a half.
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