You are the new Human Resources Compensation Specialist at a large, private employer.  Last year, the Department of Labor audited the company and efforts are underway to ensure each employee is properly classified.  You are asked to review Joan Hollaway's position of Executive Administration Manager.  You have the following information:

a. Joan earns $685 per week and is paid every other Friday; she is paid overtime if she works more than 40 hours in a week;

b. She is the administrative assistant to the company President, including answering her phone and managing her calendar;

c. She is responsible for assigning administrative assistants to other company executives; she has the authority to hire and fire administrative assistants;

d. She keeps inventory of office supplies and places orders when needed;

e. She attends all executive team meetings to provide coffee service, take notes, and run any needed technology. Joan is currently classified as exempt.

Question:

Joan is currently classified as an exempt employee.  As the HR Compensation Specialist, you must determine if Joan is properly classified by using the above information.  Your written determination should include the following:

• A decision on which classification is correct;
• Any changes you recommend to better align Joan's current job description with her classification.