HRM 500 Week 3 Assignment Help

HRM 500 Week 3 Assignment Help | Strayer University 

Assignment 1

Question 4 The position of executive administrator falls under exempt category and the job description must be defined and described well to allow the employee to work forty hours a week without overtime. The factors considered were that employees working under this job description are exempted from overtime pay as they earn salaries and they are not paid on hourly rates and are required to earn at least $455 per forty hour week (Doyle, 2019). The Fair Labor Standards Act or FLSA spells out the minimum requirements for exempt and non-exempt positions but most states have additional wage and hour rates in addition to the FLSA provisions. Employers must abide by the requirements of both state and federal provisions. Job descriptions provide certain benefits to employers (Swick, Phoenix, and Gontard, 2018).

The following factors were considered when creating the Job description. The FLSA recognizes the position of executive administrator as an exempt position but the following conditions as outlined by the Society for Human Resource Management (SHRM) must be met.

a)      The job description must include a primary duty of management of a department or a subdivision of the organization. The executive administrator is charged with the responsibility of managing the administrative work of the respective organization. The executive administrator has the powers to hire and fire employees in consultation or as per the recommendations of the company’s Chief Executive Officer (CEO) (Doyle, 2019).

b)      The work must be non-manual work and the position requires independent decision making based on individual judgment subject to individual discretion (Doyle, 2019).

The job description were guided by the view that the job descriptions are supposed to protect the employers interest especially when written documentation may be required in the event that conflicts on employee performance have occurred during the employee’s tenure of service. Best human resource practices require that employees are provided with respective job descriptions that they have to agree to before they sign up for employment.

Other considerations that were factored when creating the Job descriptions included the consideration that job descriptions are supposed to act as disclaimers as employees are supposed to agree on all the details appearing on their job descriptions. Some of the details and statements require consent or willingness to perform any other duty that may be assigned by the immediate supervisors. These clause targets to cover the employer in case of any litigation that maybe filed in a court of law concerning the employees job description. The job description factored chain of command, education, experience, tasks and other responsibilities that are tied to the position of an executive administrator (Swick, Phoenix, and Gontard, 2018).

List of References Doyle, A. (2019) Differences Between an Exempt and a Non-Exempt Employee retrieved January 26, 2019 from https://www.thebalancecareers.com/exempt-and-a-non-exempt-employee-2061988 Swick, C.L., Phoenix, S., and Gontard, V. (2018) Defining the Scope of Employment, Claims Journal retrieved January 26, 2019 from https://www.claimsjournal.com/news/national/2018/01/02/282302.htm