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Introduction.

This presentation is mainly directed at the senior management and employees of putty sports company. The speech has been prepared with recommendations from the discussion board which had held a meeting last week to review and evaluate the critical issues and impacts facing the Fair Labor Standards Act (FLSA) audit (Lechner, and Jay, 2005). This presentation will specifically address the following issues: The rules that usually determine the proper use of classification of an employee as an exempt. The speech will also address the implications facing employers in positions which are not well classified. The presentation will further address the steps that this Putty Sports Company should adopt to determine the proper classification of positions in terms of exempt or non-exempt conditions. The speech will also point out the improperly classified category of employees ranging from management, supervision, leaders of various groups and the representatives of customer service. Finally this presentation shall also address the recommendations aimed at ensuring that Putty Sports Company complies with the set laws of the Fair Labor Standards Act (Lechner, and Jay, 2005).

The first issue to address in this presentation was the rules that determine the classification of employees as being in exemption or being not in exemption. From our own understanding of exemption employees, it is understood that these are employees who are exempted from certain given wages and hour laws, for instance the issue of overtime remunerations. The rules which have been derived to determine exempt or non-exempt employees according to this presentation will thus include: The basic duties and responsibilities that the employees are involved in. The particular duty and responsibility assigned to every employee by the Putty Sports Company, whether in the senior or junior category levels will form a basis for classification as either exempt or non-exempt. The scale of payment will also be put into consideration when classifying employees as either exempt or non-exempt (Lechner, and Jay, 2005). The salaries will have to be reviewed and then Putty Sports Company will come up with a report on who to be exempted and who not to be exempted this report will categorize all the employees of putty sports company according to their remunerations as well as their modes of payments. The different scales drawn from this report will therefore form the basis of classification. The implications for Putty Sports Company employers in such positions which are improperly classified are the possibilities of incurring extra costs which might adversely affect the profit margins of the company. The Putty Sports Company may also be paying some employees more than they are supposed to earn while paying others less than what they are supposed to be earning. This may thus impact negatively on the side of the employees. The various classifications which will be arrived at here will therefore resolve such unexpected impacts (Lechner, and Jay, 2005).

Another point of consideration here was the steps to be undertaken by Putty Sports management to determine the proper classifications of exempt or non-exempt to the various positions existing within the industry. Putty Sports Company in this case, will dwell mostly on the ability of an employee to occasionally direct the work of about two or more than two other employees within the company. The ability to contribute suggestions of a considerable weight will also be put into consideration (Lechner, and Jay, 2005). Also the ability of an employee to suggest towards personnel decisions in regard to the other employees will also form a determining step to follow. The ability of an employee or a group of employees to execute discretionary power will also form a step to be adopted by Putty Sports Company towards exempt and non exempt classifications. Finally, the ability of an employee to earn  monthly earnings which at least equal to twice the minimum wage for the states full time employment will also be put into consideration when classifying the exempt and non exempt employees in Putty Sports Company (Lechner, and Jay, 2005).

The position of group leaders in this case will be considered as improperly classified. This is simply because their positions do not have well spelled duties and responsibilities which can warrant them as either exempt or otherwise non-exempt. This therefore this group of employees will fall under the improperly classified (Lechner, and Jay, 2005).

In conclusion, the following recommendations will deem necessary for adoption by Putty Sports Company. The firm should adopt the newly set of prescription procedures required for minimum wages as well as remunerations for overtime. The Putty Sports Company should also make efforts to reward its non-exempt but covered employees, with the least minimum wages and payments for overtime of one and half times their normal rates of pay. This sports company will also be required to understand and also make its workers well informed of the federation’s minimum wage requirements as well as the payments for overtime. The labor laws regarding children and the need to keep and maintain good organizational records will also be worth noting by Putty Sports Company.

References.

Lechner, J. and Jay, P. (2005). The New FLSA White Collar Regulations. Analysis of        Changes. Florida bar Journal.