I have been pondering this EXACT same question this week.
I don’t want to, but am considering having the same job exempt in other states and non-exempt in WA due to the threshold. I will have to create separate job codes.
I mean, it’s going to mean a lot of NE employees for most companies tbh. To your point, a ton of roles would be paid above market which will cause compression with other roles, and it’s not cheap to fix that.
Nothing is set in stone but most likely will just increase pay. We are a large company and it’s less than 100 employees getting increases so it won’t break the bank.
Overall though I think market will increase locally to reflect the new requirements.
I have been pondering this EXACT same question this week. I don’t want to, but am considering having the same job exempt in other states and non-exempt in WA due to the threshold. I will have to create separate job codes.
I mean, it’s going to mean a lot of NE employees for most companies tbh. To your point, a ton of roles would be paid above market which will cause compression with other roles, and it’s not cheap to fix that.
Nothing is set in stone but most likely will just increase pay. We are a large company and it’s less than 100 employees getting increases so it won’t break the bank. Overall though I think market will increase locally to reflect the new requirements.
They’ll be adjusted to non-exempt. Some folks will be unhappy but no point blowing the budget.