Your work. Your records.
Executive Administrative Assistant Workplace Records
Executive administrative work often involves calendar changes, travel logistics and requests arriving from several leaders. A workplace concern may turn on priorities that changed after a task was assigned. Explain whom you supported, which responsibilities you held and who could change those priorities. Keep your employment account separate from the confidential business information you encountered through access granted for executive support.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Priority chronology
List the original assignment and later changes, identifying the role that set each priority and any clarification you sought.
Work-period record
Describe the support work surrounding a meeting or trip and match it to your own submitted hours.
Restricted evidence
Identify relevant calendar or approval records for later guidance without copying confidential executive or personnel information.
Start with the work you actually do
Provide high-level administrative support by conducting research, preparing statistical reports, and handling information requests, as well as performing routine administrative functions such as preparing correspondence, receiving visitors, arranging conference calls, and scheduling meetings. May also train and supervise lower-level clerical staff.
O*NET classifies this occupation as Executive Secretaries and Executive Administrative Assistants (43-6011.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Manage and maintain executives' schedules.Source task 2770 · updated 07/2017
- Make travel arrangements for executives.Source task 2779 · updated 07/2017
- Prepare invoices, reports, memos, letters, financial statements, and other documents, using word processing, spreadsheet, database, or presentation software.Source task 2771 · updated 07/2017
- Coordinate and direct office services, such as records, departmental finances, budget preparation, personnel issues, and housekeeping, to aid executives.Source task 18576 · updated 07/2017
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for Executive Secretaries and Executive Administrative Assistants (SOC 43-6011). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $27.29 | $33.39 | $39.97 | $69,450 |
| Alaska | $27.16 | $31.83 | $38.22 | $66,210 |
| Arizona | $27.84 | $34.03 | $40.40 | $70,770 |
| Arkansas | $21.13 | $24.81 | $31.96 | $51,600 |
| Connecticut | $33.45 | $39.67 | $48.59 | $82,520 |
| Delaware | $30.85 | $37.94 | $44.50 | $78,920 |
| Florida | $24.81 | $31.11 | $39.03 | $64,710 |
| Georgia | $28.33 | $32.83 | $38.98 | $68,290 |
| Hawaii | $31.80 | $38.81 | $47.06 | $80,710 |
| Idaho | $24.53 | $28.94 | $38.19 | $60,200 |
| Indiana | $23.91 | $28.41 | $35.31 | $59,080 |
| Iowa | $24.74 | $29.97 | $34.32 | $62,340 |
| Kansas | $27.45 | $31.19 | $37.61 | $64,860 |
| Kentucky | $25.02 | $30.01 | $36.37 | $62,410 |
| Louisiana | $21.01 | $25.60 | $30.53 | $53,240 |
| Maine | $26.24 | $30.82 | $36.37 | $64,100 |
| Michigan | $27.68 | $32.14 | $38.97 | $66,840 |
| Minnesota | $31.16 | $37.73 | $44.01 | $78,470 |
| Mississippi | $21.57 | $26.77 | $34.08 | $55,670 |
| Missouri | $24.35 | $29.00 | $36.93 | $60,320 |
| Montana | $24.59 | $28.73 | $32.56 | $59,750 |
| Nebraska | $26.97 | $31.83 | $38.17 | $66,210 |
| New Hampshire | $27.45 | $34.45 | $41.74 | $71,650 |
| New Mexico | $31.19 | $35.53 | $39.83 | $73,890 |
| New York | $32.92 | $38.77 | $48.27 | $80,640 |
| North Carolina | $28.12 | $33.72 | $40.03 | $70,140 |
| North Dakota | $25.27 | $29.46 | $36.13 | $61,270 |
| Ohio | $27.71 | $33.46 | $39.64 | $69,600 |
| Oklahoma | $23.96 | $28.81 | $35.73 | $59,910 |
| Pennsylvania | $28.79 | $36.19 | $41.33 | $75,270 |
| Rhode Island | $30.99 | $37.41 | $43.57 | $77,820 |
| South Dakota | $23.55 | $26.53 | $30.00 | $55,170 |
| Tennessee | $27.10 | $32.78 | $38.39 | $68,190 |
| Texas | $28.26 | $34.61 | $41.84 | $71,990 |
| Utah | $22.90 | $29.39 | $36.84 | $61,130 |
| Vermont | $30.71 | $34.02 | $38.68 | $70,770 |
| Virginia | $30.52 | $38.62 | $47.49 | $80,330 |
| West Virginia | $25.05 | $30.68 | $37.50 | $63,820 |
| Wisconsin | $28.50 | $33.14 | $37.69 | $68,920 |
| Wyoming | $23.26 | $25.10 | $28.75 | $52,210 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Identify the priority and the person setting it
Describe the deliverable, original timing and each relevant change in direction. If two leaders requested conflicting work, note when you asked for clarification and what response followed. Separate duties you owned from decisions awaiting executive approval. Preserve your own permitted employment messages, but do not copy a full executive calendar to demonstrate that competing commitments existed.
Record work beyond the visible meeting
For a scheduling or pay concern, describe required preparation, travel coordination or follow-up rather than relying only on meeting duration. Compare your own time submissions with the periods involved and retain correction requests. Note whether an expectation was written or conveyed verbally. Job title, salary and proximity to leadership do not alone resolve employment classification or whether a particular arrangement is lawful.
Protect the information entrusted to you
Do not take strategy decks, personnel files, financial statements, travel identification documents or confidential executive correspondence. Create a general index of relevant records instead, identifying dates and types without their sensitive contents. Your own job description, pay statements and employment notices can help explain the role. Do not use retained credentials to access materials after your authorization ends.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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