May 18, 2023
North Response
3yWhile we never like to see a one-star posting, we do appreciate your feedback. I was able to collaborate with our Enterprise Risk Management Leadership and while they were aware of your situation, they shared there were misperceptions in your review. We respect your personal perspective and do not wish to debate in this forum so, even though you are no longer employed at NAB, I sincerely encourage you to reach out to me personally to discuss your concerns at any time. That being said, there is one point I am compelled to shed insight on, and that is your statement that we changed from hourly to salaried pay so we wouldn't have to pay overtime. You may not know this, but when changing an employee's classification from non-exempt to exempt, employers like NAB first make sure the duties and responsibilities of the position meets all applicable exemption criteria. This is such a critical process that we engaged Lockton Consulting to evaluate, benchmark and make the appropriate recommendation applying both Federal and State tests. If there is any doubt as to whether the position qualifies for exemption, it should remain classified as non-exempt. In this case, it was clear that the position was exempt, so we made the appropriate changes after communicating with the team. The feedback we have received from other team members about this change has been overwhelmingly positive as it also allows these team members to participate in our annual bonus pool and flexible PTO benefit which was not available for these positions before. Again, we are happy to speak to you in more detail if desired, thank you.