I would be curious to find out how many Executive Assistants are considered non-exempt (on the timeclock) or exempt. I think this position should be exempt but have been told it is a legal wage/salary issue and only certain jobs meet the criteria. If you are exempt, what is the job title or criteria that makes it exempt? Thanks.
Submitted by: Jayne Irwin
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All of the EA positions that I have held have been an exempt position. This is because I am responsible for the efficient management of complex administrative tasks and am expected to exercise considerable judgment and initiative in providing operational support to Executive Management, mostly in the COB, CEO, or EVP level. I also make certain decisions on behalf of Executive Management; therefore, the ability to interact with all levels of personnel to resolve issues or make recommendations on issues, which may be sensitive and confidential in nature is critical. My current title is Assistant Vice President/Executive Assistant to the Chairman of the Board.
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Joyce Zimmerman on
6/18/2012 9:47:25 AM
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In our organization, we have 12 administrative assistants. When I started three years ago all of them were exempt. Upon a completion of an audit four months ago, it was determined they should be classified as non-exempt. The criteria that is considered is the type of work that is done and the risk level that goes with the work. Most admin work is task oriented therefore poses little risk to an organization. When positions are required to make decisions that can impact an organization as a whole it then can cross the line to an exempt status. I'm an executive assistant and when my job was changed to non exempt I fought back and my status was changed back to exempt. The main reason is because I make decisions on behalf of the CEO that can create huge risk to the organization (i.e. approving expenditures at a CEO level.) The rules can be very vague. It might help to review the FLSA standards. I hope this helps.
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Donna McCarthy on
6/12/2012 5:23:33 PM
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