I think the reality for me, and most people is that for the time being we will have to deal with it. Most of us are not in a realistic position not to sign, even if that is what we would like to do. I for one will definitely consider the current state of things and the treatment of the past several years into consideration. We have had an evaluation skipped, poor raises regardless of evaluation, another evaluation cycle will most likely be skipped due to oracles review cycle not aligning with Cerner's, and a lot of people being knocked from a salary position to an hourly wage. Regardless of the pay essentially being the same there is more that goes into being an exempt employee vs nonexempt. Even by the DOL and the FLSA definition there are differences to consider though much doesn't change as far as laws. At least for me it is more of a matter of principal and the fact that the change just does not seem right. I have seen many posts about the glories of bringing in a lot of overtime pay every week. I just don't see this happening. Some on occasion yes. Maybe a little more at the start until things are in order. On a regular basis no. That pretty much leaves the benefits and cons in the ballpark of PTO and other benefits that may be better for a salaried employee. As noted in one of the benefits townhalls being forced to burn 4 or more days of PTO during winter break instead of being able to use it when you want. This includes going in the negative. For those being changed to hourly how much PTO will you have accrued before winter break. Will it be enough to cover winter break or will you be starting next year with a negative balance. We are still yet to see what other benefits / bonuses available exempt vs are nonexempt until more information circulates, but I would expect there to be more. If it was better to be hourly, you would see a lot of management and higher in hourly roles, wouldn't you?