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Frequently Asked Questions


 

Positions may change in work content or responsibility. A position may be re-evaluated when there has been a significant change in the required skills and responsibilities.  The following reasons are not justification for re-evaluating a position:  a pending job offer, exceptional qualifications of the employee, employee personality, scarcity of new employees, financial need, relative efficiency, volume of work, length of service, or unusual diligence of overtime.

The department reviews the Job Description and supporting data, taking into consideration:

  • Scope and level of responsibility within the position’s function
  • Level/impact of decision making authority
  • Reporting structure within the department
  • Comparison to previous written job descriptions or other positions of similar duties within the department or University
Positions are determined to be exempt or non-exempt based on job duties, responsibilities, and salary.  The determination is made under the provisions of the Fair Labor Standards Act.  An exempt position is not eligible for overtime, whereas a non-exempt position should be compensated at time and a half for all hours worked over forty (40) in a workweek.
The Compensation team takes into consideration several factors when determining the most appropriate classification for all positions.  It is important to take into account the benefits and risks for any classification.

 


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 Last Modified 3/21/18