Forum Discussion
Exempt Vs. Non-exempt
Hello! I'm trying to make a case to keep our Instructional Design positions salary.
Any insights would be greatly appreciated. Thank you!
With little more information than what you have offered as context, that's difficult. I think you may be safe asking, "What are the reasons why the positions are being considered to be reclassified as non-exempt (hourly)?" And then you actually have some information about the perspective that HR (or whoever is involved) has on your role.
One argument for making (or keeping) any role an exempt (salary) position is that the work tasks associated with the role do not follow a predictable schedule or rhythm; thus, the expectation is that the employee contributes the effort needed when it is needed, with no additional compensation expectation. So unlike a (say) manufacturing position that runs 24x7, the Instructional Designer (and Curriculum Developer, Trainer, Instructor, etc.) often has a work "rhythm" that ebbs and flows. And when I've had discussions with HR or management about the nature of the work, that seems to be one way to help the other side understand what actually goes on in a training (or learning) group.
You may also want to find a middle ground that requires your designers to track time spent on different projects. Using a work breakdown structure, you can then provide HR with evidence of "how much time developing that Ethics training really took." And that may be a change of "how you work." But it's a small change that can pay big dividends for both sides.
This is very helpful. Thank you!
With little more information than what you have offered as context, that's difficult. I think you may be safe asking, "What are the reasons why the positions are being considered to be reclassified as non-exempt (hourly)?" And then you actually have some information about the perspective that HR (or whoever is involved) has on your role.
One argument for making (or keeping) any role an exempt (salary) position is that the work tasks associated with the role do not follow a predictable schedule or rhythm; thus, the expectation is that the employee contributes the effort needed when it is needed, with no additional compensation expectation. So unlike a (say) manufacturing position that runs 24x7, the Instructional Designer (and Curriculum Developer, Trainer, Instructor, etc.) often has a work "rhythm" that ebbs and flows. And when I've had discussions with HR or management about the nature of the work, that seems to be one way to help the other side understand what actually goes on in a training (or learning) group.
You may also want to find a middle ground that requires your designers to track time spent on different projects. Using a work breakdown structure, you can then provide HR with evidence of "how much time developing that Ethics training really took." And that may be a change of "how you work." But it's a small change that can pay big dividends for both sides.
This is very helpful. Thank you!
