Compensation Frequently Asked Questions
When should a job reclassification be initiated?
Positions may change in work content or responsibility. A position may be re-evaluated when there has been a significant change in the required skills and responsibilities. The following reasons are not justification for re-evaluating a position: a pending job offer, exceptional qualifications of the employee, employee personality, scarcity of new employees, financial need, relative efficiency, volume of work, length of service, or unusual diligence of overtime.
What happens during a job reclassification?
The department reviews the Job Description and supporting data, taking into consideration:
- Scope and level of responsibility within the position’s function
- Level/impact of decision making authority
- Reporting structure within the department
- Comparison to previous written job descriptions or other positions of similar duties within the department or University
What is the difference between an exempt and a non-exempt position?
Positions are determined to be exempt or non-exempt based on job duties, responsibilities, and salary. The determination is made under the provisions of the Fair Labor Standards Act. An exempt position is not eligible for overtime, whereas a non-exempt position should be compensated at time and a half for all hours worked over forty (40) in a workweek.
Why didn’t the position I requested get classified as exempt when it is a professional role?
The Compensation team takes into consideration several factors when determining the most appropriate classification for all positions. It is important to take into account the benefits and risks for any classification.
How do I request a salary analysis of my department?
How do I request to fill a position?
Utilize Tools for Hiring Managers
What are the new 2016 guidelines established by the Department of Labor regulation?
Visit the DOL regulation page on our website.
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