NEC is an employer at-will. This means that, while NEC hopes that an employee’s employment will be long and rewarding, NEC does not guarantee employment or contract for a specific period of time. Employees are free to resign at any time (though NEC prefers to receive advanced notice of at least two weeks). NEC is free to terminate an employee’s employment, with or without cause, if necessary.
NEC offers a wide range of jobs in support of the Conservatory. Administrative employees work in academic and administrative departments; schedules vary according to the needs of the department and requirements of the position.
Break in Service
If you terminate prior to one year of regular employment, no service will be credited. If you return to regular employment within one calendar year of the prior date of termination, prior service will be credited.
Appointments are made by letter from the Human Resources Office upon the recommendation of the head of the hiring department. A Personnel Action form is required to be completed and submitted to Human Resources to initiate hiring a specific candidate.
All new employees must have completed an electronic application via the NEC employment page on the NEC website.
All new employees must complete the W-4 tax withholding form, an employee data record to indicate acceptance of the position and the Employment Eligibility Verification Form (form I-9) before they begin work for the Conservatory.
In order to ensure benefits eligibility, new employees must make an appointment with the Human Resources Manager in the Human Resources Office to review benefits and complete all appropriate applications within 30 days of the date of hire. It is the employee's responsibility to make certain they have properly filled out, signed and returned all necessary paperwork to the Human Resources Office on time.
Posting of Open Positions
Managers who want to fill a vacant position should contact Human Resources to complete the Requisition form to open and post the position. Human Resources will assist managers with this process. Human Resources will post the position in various relevant on-line sites to this position.
A. Exempt or Nonexempt Status
All employees are classified in one of two pay categories: exempt or nonexempt. The Human Resources Office is responsible for applying the definitions and criteria of the Federal Fair Labor Standards Act (FLSA) in determining exempt or nonexempt status.
Nonexempt Employees - those covered by the provisions in the Act for minimum wage and entitled to overtime pay for hours worked beyond 40 hours in the standard work week. Non-exempt employees are paid biweekly for hours worked.
Exempt Employees - those who are legally exempt from the overtime provisions of the Act. Exempt employees are paid biweekly. Exempt employees are paid on a salary basis and salary cannot be reduced because of variations in the quality or quantity of work.
Staff who believes that they are not being paid correctly, should immediately report this information to their direct supervisor. If after discussion with their direct supervisor, they continue to have questions about the appropriateness of their pay or FLSA classification, they should contact the Human Resources office.
Reports of failure to pay for hours worked (non-exempt employees) or improper reductions in pay (exempt employees) will be promptly investigated. If it is determined that an error has been made, it will be promptly corrected.
B. Time Status
- Full-time - all exempt and nonexempt employees who work at least 30 hours per week for 12 months per year.
- Full-time Academic Year - exempt or nonexempt employees who work at least 30 hours per week for at least 9 but less than 12 months per year.
- Part-time (or more) Academic/Full Year - exempt or nonexempt employees who work at least 20 hours but less than 30 hours per week.
- Casual Regular - employees who have regular assignments but work less than 20 hours per week. These are positions that are not benefits eligible.
- Temporary Employees - Employees who work for the Conservatory on an as-needed basis and who perform specific assignments. These positions are not benefits eligible.
Employees are paid every other Friday and iPay Statements are available on-line. If a payday falls on a holiday, iPay-Statements are posted on the preceding day. NEC requires direct deposit for all employees, to a bank account of the employee’s choosing.
In order to be paid for hours worked, Service and Support hourly employees must submit their hours on a daily basis online in ADP Time & Attendance. The manager approves time online in ADP Time & Attendance as well. Online submission of time by the employee and approval by the manager must be made the Monday prior to the pay date.
All time off is requested online through ADP Time & Attendance through the Enter Time Off tab.
Employees who have questions about their pay should ask their supervisor to review their hours with them. If an error has been made, the supervisor will correct the pay information.
Service employees who are asked to return to work after completing a shift, or are called in to work on a day not scheduled must receive a minimum of 3 hours pay. The employee must be paid at the regular rate of pay for time actually worked and at least three hours if work is not performed for at least three hours. Show-up pay applies if a person shows up for work and has not been notified that work is unavailable for that day or is sent home for lack of work. If an employee is scheduled for less than 3 hours, they will only be paid for their scheduled time and any work past the scheduled shift.
Time and Attendance
NEC’s policy and federal and state laws require that all hours worked be recorded promptly and accurately. Service employees enter their hours worked in ADP Time & Attendance web portal.
- Employees must log into http://portal.adp.com and enter their hours worked each day.
- Each employee is responsible for his/her own electronic time recording and submission, and no employee may sign in for another employee. Recording false information or tampering with other employees’ time & attendance may be cause for disciplinary action, including dismissal.
- NEC’s pay week runs from Saturday at 12 am through Friday at midnight, day #1 = Saturday, day #3 = Monday, and so on.
Tracking & Requesting Time Off:
- All requests for time off must be submitted online through ADP’s Employee portal website, where the manager may approve or deny the request. This will ensure accurate Paid Time Off balance accruals
- Requests are approved online by the manager. Most importantly, time off requests are made in advance or in the case of sick time, entered as soon as the employee returns to work.
- The employee may also be notifying others in the department via email letting them know of their time off plans.
- If the employee has taken no time off in the month, no actions are needed
Administrative staff are paid biweekly, 26 times per year.
Ten month employees (who work 44 weeks per year) are paid biweekly.
Faculty are paid monthly on the day before the last business day of the month.
Penguin Pass (Photo Identification)
All new employees are required to report to the Human Resources Office on or before their first day of work to complete the necessary paperwork in order to be activated in the Conservatory database so that a Penguin Pass may be issued. Penguin passes are issued by Building Operations located at 295 Huntington Ave, 2nd floor, X 1187.
Job Posting and Transfers
NEC jobs are typically posted on the NEC website. Any employee who has been in a job at the Conservatory for 12 consecutive months or longer is eligible to apply for a different posted job. In filling positions, the Conservatory may consider both internal and outside candidates, and will select the candidate it believes is best suited for the position. Staff members interested in professional development opportunities may make an appointment to discuss their future career goals with a member of the Human Resources Office staff.
Employment of Relatives
An employee may not directly or indirectly supervise, evaluate, oversee, authorize payroll actions for, or work in the same department as, his/her spouse or other employees to whom the employee is related or with whom the employee resides.
Although NEC does not attempt to dictate how employees use their own time, NEC requires that, to the extent that NEC employees work a second job outside NEC the work performed is not for or on behalf of NEC. NEC neither assumes any liability or responsibility for such work nor maintains insurance coverage for such work. Further, any outside professional work performed by NEC employees but not for or on behalf of NEC must not interfere with the employee’s performance of his/her job functions for or on behalf of NEC. Under no circumstances are employees permitted to use NEC time, supplies, and/or equipment to perform work, including outside professional work, that is not for or on behalf of NEC. The breach of this policy may result in disciplinary action, up to and including immediate dismissal.
NEC’s business is confidential. Employees who are privy to confidential information during the course of their employment are expected to make only appropriate use of that information. Disclosure of confidential information to any unauthorized person, either inside or outside NEC, may be grounds for immediate dismissal.