Purpose/Objective
This policy provides information regarding the [Company Name]’s general work expectations and pay practices for exempt employees.
Eligibility
Employees who are classified as exempt from overtime, as detailed in the company’s [Employee Classification Policy]. Employees with questions concerning their classifications should contact [human resources/other job title].
Procedures
Employees who are classified as exempt from overtime are paid on a salary basis. The salary paid to exempt employees compensates them for all hours worked.
Although exempt employees generally do not keep records of their time worked, the company may ask exempt employees to record their work time [for purposes of billing or internal audits].
Additionally, although exempt employees may or may not have an assigned work schedule, they are expected to be [in the office/available] during regular business hours and to communicate their whereabouts to [their supervisors/administrative assistant/receptionist/other job title].
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Advertisement
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Advertisement