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Influence the internal compensation alignment

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Employee status as exempt (no overtime pay) and non-exempt (eligible for overtime pay) are critical for the human resource department or labor relations department in collaboration with unions to identify to be in compliance with Federal and/or States laws.

What efforts does or should your HR department use to identify exempt and non-exempt positions to include revising non-exempt positions to become exempt because of changes to the law? Can the job position status influence the internal compensation alignment? Explain why or why not.

Reference no: EM132960781

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