Q. We’re planning to demote an employee for performance reasons. He’d move from a supervisory job (salaried/exempt) to an hourly job, so we would cut his pay by about $10,000 a year. What kind of notice must we give him regarding the pay cut and exemption status?
A. You should provide notice before the change goes into effect; thus the notice would be prospective. You should explain to him the performance reasons that led to the decision, and the expectations you have for him in the new position.
You also should advise him that he should not work overtime unless authorized and explain that, if he does work overtime, he will be entitled to time and a half for hours worked over 40 in a workweek.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/11051/what-are-the-notice-requirements-when-moving-someone-from-exempt-to-nonexempt "