Should Shift Leaders Be Exempt Or Not?

The three factors that Amy should take into consideration when determining if the shift leader should be exempt or nonexempt. Amy should look more into the duties that the shift leader would have to up hold to. She will be able to present to the employees on what the shift leaders job duties are. It can vary depending on the organization. Some organization require for their shift leader to be part of the hiring and termination process. Which this is an act of management duties and make them a part of the exempt employee.Practice managers should “first verify team members’ exempt/nonexempt classifications, determine whether a team member does qualify as exempt, then apply the new overtime law”(Dobbs,2016,p.10). Some other duties are assisting the employees with their daily routine. Letting the shift leader know what they job would
Also they assist with assisting task to the employee as well as providing them with feedback. A shift leader position is commonly a active management role. In production facilities, shift leaders usually assign roles to every employee and take on production roles themselves. In retail, shift leaders assign employees to varied roles, however they additionally usually get directly concerned in client sales and services. Amy should also giving the shift leaders the power to make business decision. She will be able to assist them with any feedback the employee might be consider about. If Jane fill that she cannot make management decision they why is she exempt for any overtime pay. There are certain deduction that can be made the will probably effect the shift leader salary(Foley, & Stokes,1997p.242). Amy should've informed Jane that their is multiple duties for a shift leader. Jane was not prepared to take on the job of the other workers who quit. The handbook also can inform all the detail that Jane will need to understand her