My job is currently classified as salaried exempt, under the administrative exemption in the FLSA.

I think you might have a case. When these duties regarding discretion and independent judgment are removed from your job, has the employer said anything about your rate of pay or status?

I would certainly think that you could make a well-articulated argument to your employer that you may no longer be exempt.

Patty, no, nothing has been said. I don't think HR is really aware of the changes that are going on - right now it's just office politics. We're still fighting to keep duties the way they were, so arguing about pay will seem like a concession at this point, but I can see the writing on the wall.

Thanks guys!

Based on what you've posted about the duties change, I also believe you have a case for status change from exempt to nonexempt.

I wonder is your job description will be revised. If yes, I suspect this is the point at which HR will "decide" what your proper classification should be.