Misclassification Arbitration Preparation Guide

Summary

To prepare for arbitration on misclassification of exempt employees at Dollar General, gather evidence of job duties, compare with FLSA criteria, and document discrepancies. Understand your arbitration agreement and submit a written request to the appropriate body. Document communications and company policies affecting your classification. Consider how your salary status impacts workload and operational decisions. Seek further guidance on using this information effectively in arbitration.

Full Conversation

No I have not field anything yet I want to get everything together first
It sounds like you're in the early stages of preparing for arbitration. To strengthen your case, consider gathering:
- Detailed records of job duties and responsibilities.
- Documentation showing discrepancies between actual duties and the FLSA criteria for exempt employees.
- Evidence of communication or company policies regarding classification.
Would you like more information on how to start the arbitration process in Missouri?
Yes
To start the arbitration process in Missouri, you'll typically need to:
*. Review any arbitration agreement you have with Dollar General to understand the process and any deadlines.
*. Prepare a written request for arbitration, outlining your case and evidence.
*. Submit the request to the appropriate arbitration body or entity specified in your agreement.
Do you need help finding the arbitration body or understanding your agreement?
I have a question
Case Rating: *
I see you're gathering information for arbitration. Can you clarify what specific aspect of the agreement or arbitration process you need help with?
If my training and my SOP says I should schedule my store based off of forecasted hours and I do that then my DM ask why am I over budget and I say am not I scheduled the * hours for the week and she says by budget is for * and I tell her that SOP says to schedule based off of forecasted hours and she says well you are take your * hours you are in a store for the week and add it to the budget and that is the forecasted hours and I said am salary why would you use my hours for workload hours no one does that and she said well dollar general does. Would this help me
Case Rating: *
Having a clear understanding of your company's policies and how they align with the Fair Labor Standards Act (FLSA) is crucial. The discrepancy between forecasted hours and budgeted hours can be relevant if it impacts your classification as an exempt employee.
To help your case, consider documenting:
- Your understanding of the SOP and any written instructions.
- Communications with your DM regarding scheduling and budgeting.
- Any instances where your salary status affected operational decisions.
Would you like help in analyzing how these factors might affect your classification or more guidance on using this information in your arbitration?
Yes
Case Rating: *
To analyze how these factors might affect your classification, consider focusing on:
- How your role and responsibilities align with FLSA criteria for exempt employees.
- The impact of your salary status on your workload and operational decisions.
- Documenting any inconsistencies in company practices.
Would you like more guidance on using this information effectively in your arbitration process?