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Completely agree and would recommend not tying any specific program or reward system to FLSA status alone if possible. Why add more confusion or give the wrong impression to staff? I've got my pitchfork ready, where are we marching? :)


I appreciate your enthusiasm for the cause!!

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About The Author

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    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

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