What is best practice and/or how do other clients with Global HR, process changes when FLSA determines an existing job and associated positions, and work assignments need to change from Hourly to Salary?
Previous to the October 2024 release we were able to update the Position code pay rate type to a salary choice, payment schedule to a salary choice, salary schedule to a salary choice and the salary grade range salary choice, then save it. Then update the job salary schedule to the same salary schedule and grade and update the exempt from overtime to Y. When trying this we get an error on the position code the work assignment doesn't match which was the Exempt from Overtime. The position does not update.
We have discovered if we update the Work Assignment field to Exempt from Overtime to Y we can then update the position and the job code. This based on our default rules currently in place.
How does everyone else do this without creating new job codes, position codes and transferring existing employees and still work within Infor's best practices?
