Issue link: https://www.e-digitaleditions.com/i/751848
November/December 2016 53 AND... use 58% LESS WATER and 43% LESS TIME! Go from this. To this. With this. Introducing the Pre-Rinse Spray Valve from Encore ® Unique pulsing action creates a high pressure stream that powers o dried and baked on food in less time with less water. • Easy retrofit to most existing pre-rinses – or available as a complete unit • Available in .45gpm, .67gpm, .74gpm, and 1.05gpm • 3 year limited warranty • Patent pending ® PREMIUM PLUMBING PRODUCTS by Component Hardware 1890 Swarthmore Avenue PO Box 2020, Lakewood, NJ 08701 Tel. 800-526-3694 • Fax 732-364-8110 www.encoreplumbing.com Results provided by The Fisher Nickel, Inc. Food Service Technology Center. Call or email to arrange a NO RISK TRIAL 800-526-3694, sales@encoreplumbing.com If you aren't satisfied that PowerPulse is saving water, time and energy, we'll take it back and refund your purchase price. C US NSF - 61/9 - U.P. Code ASME A112.18.1/CSA B125.1 © Copyright 2016, Component Hardware Group, Inc. a categorization of pay and not a refl ection of importance or level of contribution. It may seem like they are being demoted. Are there differences in benefi ts or other policies that apply to exempt vs. nonexempt? Communicate that as well. After you know what positions will be affected, you will need to decide which of those you will increase to meet the new required salary levels. This also is an oppor- tunity to reclassify positions that have been a bit borderline or have duties that do not meet the exempt requirement. You may also redirect some of those duties to others who maintain an exempt status. The change in regulation is the perfect opportunity to cor- rect a position that is incorrectly classifi ed as an exempt position. Typically, this type of change can raise some eyebrows and bring unwanted attention as a result. You cannot afford to run the risk of misclassifying your employees, especially when there is such a big spotlight on these changes. More Questions to Consider After the Shift Reclassifi ed workers will have to track their actual work hours. Yes, you can have a salaried nonexempt employee, but Industry Insights continued you still must have a way to track hours worked. Other things to consider for reclassifi ed employees, what about those lap- tops and company phones? Telecommuting? Will you continue to allow that? Those hours worked are all considered eligible to be paid and included in hours worked for overtime calcu- lation. Will you send out an email in the evening expecting a response? Will that employee feel expected to maintain a level of service outside of their standard scheduled hours? You will need to clarify those expectations. You cannot say "no overtime allowed," and then require those employees to work without compensation. A clear policy for overtime should be devel- oped. Remember, just because the overtime may not have been approved does not dis- count your requirement to pay someone. Priorities, tasks and responsibilities will be shifting throughout many companies. This will directly impact productivity. Regardless, there will remain the need to operate effi ciently and cost- effectively. The greatest area of impact may be with employee morale, which will impact every area of the organization. The change in regulation is the perfect opportunity to correct a position that is incorrectly classified as an exempt position.