Thread regarding ADP layoffs

Non-Exempt Status

I was notified today my role was being changed from exempt to non-exempt. I've been with ADP over 20 years and have always been a salaried employee. Did this happen to anyone else and what are your thoughts?

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Post ID: @OP+15QdbYQy

21 replies (most recent on top)

This happened to me also a few years before I was let go. Since i already had to work longer hours, i was then getting paid OT to do so. So I benefited from it. However, it only lasted like a year until my pay increased and i went back to exempt status.

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Post ID: @Bjqv+15QdbYQy

When ADP did this to my position, it effected hundreds of employees across the country. It set the foundation to change actual consultants to help desk employees. You are experiencing another wave of ADP making bad decisions and not valuing their employees. Dust off your resume and keep your eyes open.

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Post ID: @qlvi+15QdbYQy

I heard this recently happened in the custom development area caleld "ICE".
My understanding is that salaried ICE workers in Maitland FL complained about working over 40 hours a week. So ADP changed the level 1 workers to hourly in late 2019 (?). Then the level 2 and 3 associates were just changed to hourly in June 2020.
Maitland, where they complain about OT while playing ping pong during work hours. :0

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Post ID: @joeb+15QdbYQy

To the person who posted "Hate to say it but an hourly employee working off the clock is a fireable offense at ADP. Being moved to hourly is actually to your benefit but the company still has every right to limit overtime, if the work doesn't get done then it's simply a result of that. If you work on your own time all you are doing is showing you don't need help and are artificially inflating productivity stats. Now for all the foil hat wearers in this blog, let me remind you of something...remember when there was a restructuring of the pay grades? yeah, that meant a global alignment of job titles and pay rates...or at least regionally with different pay bands, so, if the decision was made to reclassify you to hourly from salary it's likely because the new job classification falls under non exempt guidelines and nothing more.

You must work in HR at ADP. We know it is a fireable offense to work off the clock and in truth who wants to work outside of their normal work hours? What kind of life balance is that? ADP overloads employees with so much work rather then hiring enough staff to do the job in a normal 40 hour workweek employees must work many hours past the normal 8-5. ADP doens't want any overtime to show on the books so what are these employees to do? This has gone on for many years. I wish all employees who work OT would clock their hours and show ADP the real picture.
Yes ADP made the decision to reclassify you to hourly from salary it's likely because the new job classification falls under non exempt guidelines and nothing more. They had to because they were letting what should be non-exempt employees be classified as exempt.

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Post ID: @5vnx+15QdbYQy

To respond to the person who wrote 'But I guess with the new disinterested and demotivated ADP employees, this no overtime concept will play well. I remember strong and dedicated ADP associates who weren't constantly checking their clocks to see if it was time to go home, but instead were interested in their jobs and were not afraid to work hard and as long as it takes to get the job done. But now no more.'

You missed the point. The employees are still strong and dedicated and would of course work some overtime if ADP wanted to pay them to do so. What has happened at ADP they let employees go without replacing them therefore placeing a greater work burden on those who are still there and expect the existing employees to do the work in addition to their already pushed to the limit workload and ADP does not want anyone clocking overtime because it looks bad on the books

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Post ID: @5xqx+15QdbYQy

The reclassification of positions from exempt to non has been going on for quite some time. I was exempt for many years then my position was moved to non-exempt status 10 - 12 years ago. You will be required to punch in and out and monitored much more closely. There are probably benefit changes in the background that work in ADP's favor that are tied with that switch. You will get paid for OT, but must justify it. As was noted, you should not continue work after punching out, though I did. This was more for my sake rather than ADPs. Also, it is not easy to break habits built when you were exempt, but the previous posters are right that you should limit the urge.

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Post ID: @5osg+15QdbYQy

Wow! So no one at ADP who is hourly or salaried non-exempt works any overtime off the clock. At least legally. Good to know. Boy, looks like those tin hat wearers got it all wrong. It only took one non-conspiracy theorist to get it right. Certainly, all those other posts don't matter because we don't want them to.

But I guess with the new disinterested and demotivated ADP employees, this no overtime concept will play well. I remember strong and dedicated ADP associates who weren't constantly checking their clocks to see if it was time to go home, but instead were interested in their jobs and were not afraid to work hard and as long as it takes to get the job done. But now no more.

So that will work just great and may persuade the revolving door of employees coming into and going out of ADP to slow down just a little. Just a little.

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Post ID: @4nyl+15QdbYQy

Hate to say it but an hourly employee working off the clock is a fireable offense at ADP. Being moved to hourly is actually to your benefit but the company still has every right to limit overtime, if the work doesn't get done then it's simply a result of that. If you work on your own time all you are doing is showing you don't need help and are artificially inflating productivity stats. Now for all the foil hat wearers in this blog, let me remind you of something...remember when there was a restructuring of the pay grades? yeah, that meant a global alignment of job titles and pay rates...or at least regionally with different pay bands, so, if the decision was made to reclassify you to hourly from salary it's likely because the new job classification falls under non exempt guidelines and nothing more.

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Post ID: @4hhm+15QdbYQy

If you find yourself working off the clock since no overtime is allowed, that is illegal. If this happens you can report to the federal wage & hour. There are labor laws and this company needs to be reported. I did it often to get my work complete and ease the stress of my job, but it wasn't until I left after working for ADP for 35 years with the VERP did I realize they could be in a lot of trouble and be fined also back pay to employees who worked off the clock. They may have had your job classified incorrect so not to have to pay overtime, but they will still expect the same work from you, plus more.

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Post ID: @3xqu+15QdbYQy

It happened to me a few years ago and I am OK with it. It’s a little sad after 15+ years I have to clock in and out for lunch but they pay me for what I work, which includes having to cover odd shifts and do others work.
Absolutely NO OT right now either, like that’s going to break the bank???

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Post ID: @1rfh+15QdbYQy

Something should be done to not let ADP get away with working their non-exempt, hourly workers with "invisible" uncompensated overtime.

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Post ID: @1xhp+15QdbYQy

I no longer say 'have a good day' or 'happy Friday' to ADP employees because I know their day will be c-apy and they will be working over the weekend due to having more work assigned to them than can be done in 40 hours. To wish them a good day or happy Friday is unacceptable knowing their situation.

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Post ID: @1tvg+15QdbYQy

A few questions For Post ID: @OP+15QdbYQy -
1- were all the people in your department also moved to non-exempt?
2- Were other people in roles similar to your's also moved to non-exempt?
3- Were any people from your department already affected by layoffs or furloughs?
I wish you the best!

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Post ID: @1agx+15QdbYQy

There are federal guidelines a company has to follow in order to make a position exempt. ADP is famous for lending a blind eye when classifying jobs so they can pile the work on the exempt employees and not have to pay overtime. In the past this happen with the implementation department and eTime. A lawsuit was brought against ADP therefore these jobs had to be reclassified as non-exempt and ADP had to pay the employees the overtime pay in back pay. If you take the salary rate you are paid and divide it by the number of hours you actually work you would find you are making very little hourly. If your position has been misclassified you are due the overtime pay for all the hours you worked over when classified as an exempt employee. Now be prepared to be told you must get all your work done in 40 hours as ADP has instructed hourly employees to keep their OT down. Therefore most of them are working off the clock.

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Post ID: @1jcf+15QdbYQy

You're right, this really does smell fishy. I'm wondering if they are going to start cutting our hours so they have to pay us less? There has to be a benefit to the company or they wouldn't have done this.

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Post ID: @1scw+15QdbYQy

You can bet shenanigans are afoot. Probably in case they lay you off.

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Post ID: @1jmj+15QdbYQy

As an hourly employee, you cannot work more than 40 hours per week without being compensated for the overtime above the 40. But what I have heard from some is that ADP is saying that "you have to get all of your work done in the 40 hours". This is codespeak for "you will be working plenty of overtime hours, but it will be off the books and you will not report it so we don't have to pay you. You will keep up with your work no matter what".

That's what I heard but this smells of illegality that would be easy to document and prosecute for.

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Post ID: @1etd+15QdbYQy

They have done this to quite a lot of people in the last ten years. They must be going after the remaining groups.

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Post ID: @1cru+15QdbYQy

They claim I will still be making the same amount, just at an hourly rate. Anything over 40 hrs would be 1.5 time hourly rate. No benefit changes or vacation accruals changes. Sick time was the only change, from unlimited as exempt to 40 hrs per year. Something doesn't seem right, its all fishy!

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Post ID: @1gyz+15QdbYQy

They will not be required to pay you the amount required by the exempt status of $687 or more per week. They are trying to get away with paying you less. They will break it down per hour and make it seem as though you are making the same. They also should not require the same responsibilities of you as exempt roles are higher level and often considered professional roles with more responsibilities.

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Post ID: @voz+15QdbYQy

Are you making the same amount? The only reason I can see them doing this is if they plan to reduce your hours. Then you will work less hours and their pay to you will be less.

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Post ID: @bbs+15QdbYQy

I think it's fishy! I can't say why they are doing that; however, make no mistake, it is NOT for YOUR benefit. It is for Crooked Carlos and his henchmen. They just keep on with the chaos even when it is very clear the plan is not working. Most large hedge funds and institutional investors have completely soured on ADP and have move into other more favorable stocks. That says a lot!

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Post ID: @vzz+15QdbYQy

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