© 2024 Seyfarth Shaw LLP | www.seyfarth.com Classification Guidebook | 37 The change in your base salary is not a merit increase. Should your performance make you eligible for a merit increase, you will receive that increase separately as part of the regular performance review process. Your new salary will be effective as of [___], 2024/2025 and will be reflected in your paycheck for the pay period ending [___], 2024/2025. Your workweek and pay dates will not change, and the Company will continue to pay you [weekly/bi-weekly/semi-monthly]. Your eligibility for any incentive payments, such as bonuses and/or commissions, will not change. Nor will your eligibility for any fringe benefits or time off policies that apply to you as an exempt employee. [USE THE FOLLOWING PARAGRAPH ONLY IF DUTIES WILL CHANGE AS WELL] In exchange for your increased salary, the Company asks that you assume a few additional responsibilities beyond those that have been expected of you in the past. A copy of your new job description is attached and has been provided to your direct manager or supervisor as well. Going forward, your performance will be evaluated based on the duties as described in the attached new job description. Should you have any questions about the change in duties or concerns about your ability to perform any of the new duties, please contact [_______] in HR. This notice of a change in your pay rate is being provided to you in compliance with federal and/or applicable state and local laws. It does not constitute a binding contract or agreement, nor does it change your status with the Company as an at-will employee. In other words, both you and the Company can still terminate the employment relationship at any time, with or without cause or notice. Should you have any questions about your new salary or your exempt, overtime-ineligible classification, please contact [_______] in HR. [EMAIL MAY END HERE]
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