The company that I work for is planning to convert my and others jobs from salary non-exempt to hourly.

As it stands, I have sick days (not specified as to how many), a different (better) company contribution to my retirement compared to hourly.

I know from admissions of management that replacing a fired salary worker is a lot harder than replacing an hourly person.

There is obviously a goal or benifit to the company in doing this. We have had no disclosure of what will change.

Any ideas of what to read up on, ask about, my rights, ect would be such a great help.

Thanks,

Clutch2

Regardless of whether you are paid on an hourly basis or on a salaried non-exempt basis, you do not have a right to sick days. That is entirely a matter of company policy.

The same goes for retirement contributions. You have a "right" to whatever the plan document says you do, for whatever category you fall into. You do not have a "right" to keep the better benefit unless the plan document says you do.

A non-exempt employee is a non-exempt employee, regardless of how they were paid. There are no guaranteed benefits that come with either pay status.

Bottom line is, this is going to depend entirely on company policy.