For Compensation and Benefits Analysts ·
What you'll accomplish
Use Claude to triage a large collection of job descriptions for FLSA classification risk, identifying which roles need immediate legal review versus which look clearly correct. What was a multi-week project becomes a focused 2-day effort.
What you'll need
What you should see: A spreadsheet listing all roles with their current classification, ready to cross-reference against Claude's triage results.
I'm a compensation analyst conducting a preliminary FLSA classification risk review across our job description library. I'll share job descriptions and ask you to identify potential misclassification risk flags. This is a triage tool to prioritize legal review — NOT a legal determination. Your job is to flag roles where the job description language doesn't clearly support the claimed exemption status, so legal can focus their review time on the highest-risk cases.
Submit 5–10 JDs per message with their current classification:
Review these job descriptions for FLSA classification risk. For each:
1. Current classification: [Exempt/Non-Exempt]
2. Identify any language that conflicts with that classification
3. Rate risk level: LOW (clearly correct), MEDIUM (minor concerns worth review), HIGH (significant mismatch)
4. Note the specific concern if MEDIUM or HIGH
JOB 1: [Role Title] — Currently: EXEMPT
[Paste full job description]
JOB 2: [Role Title] — Currently: EXEMPT
[Paste full job description]
[continue...]
What you should see: A risk rating (LOW/MEDIUM/HIGH) for each JD with specific language flags for MEDIUM and HIGH cases.
After processing all JDs, ask for a summary:
Based on all the job descriptions reviewed in this conversation, provide a triage summary:
1. Count of LOW/MEDIUM/HIGH risk classifications
2. List all HIGH risk roles with the primary concern
3. List all MEDIUM risk roles with brief notes
4. Recommend a prioritized review order for legal
Share the triage report with your employment counsel. Legal can focus their review on HIGH cases first, dramatically reducing the total review time.
1. White-collar exemption test analysis:
For this job description [paste JD], evaluate it against all three white-collar FLSA exemptions: executive, administrative, and professional. Which exemption best applies? What language in the JD supports or undermines each exemption? Conclude with a recommended classification and the strongest supporting language. Note: for legal review, not a legal determination.
2. FLSA language improvement:
This job description needs to better support an [exempt/administrative] classification for FLSA purposes. Rewrite the "Duties and Responsibilities" section to use language that more clearly describes the exercise of independent judgment and discretion regarding matters of significance. Do not change the actual scope of the job — only improve the specificity and language of how the duties are described.
3. New role classification memo:
We're creating a new role: [role title]. Key duties: [list]. Reports to: [title]. Manages: [none/X people]. Salary range: $[X]-[Y]. Analyze this role for FLSA classification. Recommend exempt or non-exempt with the specific exemption test that applies, and note what language the final job description should include to support that determination. Flag for legal review.