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- NEW YORK UNIVERSITY
- New York University University of Washington New York ...
- New York University School of Law – 2017-2018
New York University
Title: Compensation Policy for Administrators and Staff -
New York, District of Columbia, & California
Effective Date: January 18, 2019
Supersedes: December 11, 2018
Issuing Authority: Executive Vice President
Responsible Officer: Human Resources
Statement of Policy
This Policy on Compensation applies to Administrators and Staff, as set forth below.
To Whom the Policy Applies
New York. This Policy on Compensation applies to the following positions at New York University
in New York: (i) Administrators and Professionals, and (ii) positions covered under the collective
bargaining agreements ("CBA") between the University and Local 1, 30, 153, 810, and 3882
(hereinafter, "Bargaining Unit Positions") ((i) and (ii) collectively, "employees").
? For Bargaining Unit Positions, please also refer to the applicable CBA for any provisions
concerning compensation. Should this Policy conflict with any of the provisions in a CBA,
the CBA shall apply.
? For current University employees, please also refer to the Promotions and Transfers
Policy. Should this Policy conflict with any of the provisions in the Promotions and Transfers
Policy, the Promotions and Transfers Policy shall apply.
Washington, D.C. & California. This Policy on Compensation also applies to Administrators and
Professionals at New York University in Washington, D.C. and California.
Note: This Policy does not cover: (i) temporary employment opportunities or (ii) unpaid internship
or volunteer opportunities. For these opportunities, please refer to the Temporary Employee
Policy, and Unpaid Internship and Volunteer Policy, respectively.
Policy and Procedures
I. POSITION CLASSIFICATION AND EVALUATION
A. Exempt vs. Non-Exempt
The federal Fair Labor Standards Act (FLSA), New York Labor Law, D.C. wage and hour law, and
the California wage orders define which positions are exempt from overtime requirements. The
University's Office of Global Compensation reviews and approves job descriptions to ensure that
employees are properly classified as exempt or non-exempt under applicable law.
B. Salary Bands (Administrators and Professionals)
NYU's compensation structure for Administrators and Professionals consists of five salary bands (52-
56). The band structure intends to foster greater mobility within the University, promote employee
growth and broad-based career development, facilitate team-building, increase employee
responsibility, and reduce layers and support a more transparent organization.
The chart below provides examples of the types of positions that fall within a given band:
Band Types of Positions (Examples)
56 Senior Leadership Team
55 Senior Director, Assistant/Associate Vice
President, Assistant/Associate Dean
2. Assigning Positions to Bands
All Administrator and Professional positions are assigned to one of the above-listed bands through
the position evaluation process conducted by the Office of Global Compensation. As part of the
evaluation, the Office reviews the job description and considers several factors, including, but not
necessarily limited to, the scope of the responsibilities, the reporting structure, required skills, and the
level of accountability. Such evaluations are conducted in consultation with the appropriate Human
Resources Officer/Business Partner (HROs) and/or department managers.
3. Assigning Salaries to Positions
Once an Administrator/Professional position has been assigned to a band, the Office of Global
Compensation, together with the appropriate HRO, Finance Officer ("FO"), and/or department
manager, determines the salary of the position. Note: HROs, FOs and department managers may not
be involved in the process of determining their own salary; in such cases, approval should be sought
directly from University Human Resources, including the AVP of the Office of Global Compensation.
In determining salary, the decision-makers consider several factors, including, but not necessarily
limited to, the band of the position, the job family/function, the employee's experience and
performance, the market value of the job, and budgetary constraints. Salaries are subject to periodic
reviews and may be adjusted in accordance with Section III (Salary Adjustments) below.
C. Wages (Bargaining Unit Positions)
Bargaining Unit employees are paid--both for straight time and, if applicable, overtime--in
accordance with the hourly rates set forth in the applicable CBA.
II. HOURS OF WORK & MEAL PERIODS
Hours. Each School, Department, or Unit shall determine work schedules and hours consistent
with business needs, applicable law, and the appropriate CBA (where applicable).
Meal Periods. Each School, Department, or Unit shall set employee meal periods in accordance
with applicable law, the appropriate CBA (where applicable), and University policy. Please take note
that Bargaining Unit employees are not paid for the time spent during the meal period unless
otherwise provided under the applicable CBA.
New York. Please also take note that New York Labor Law ? 162 requires that employees working
in New York receive meal periods that meet the minimum standards set forth in the chart below:
Shift Meal Period*
Six hour shift extending over the "noonday At least a 30 minute meal period between 11:00
meal period" of 11:00 a.m.-2:00 p.m. a.m.-2:00 p.m.
Shift beginning before 11:00 a.m. and ending At least an additional 20 minute meal period
after 7:00 p.m. between 5:00 p.m. and 7:00 p.m.
Six hour shift between 1:00 p.m. and 6:00 a.m. At least a 45 minute meal period at a time
midway between the beginning and end of the
California. Additionally, California Labor Code ? 512 requires that non-exempt employees who work
five or more hours in a day receive a non-compensable meal period of at least 30 uninterrupted
minutes, unless not required pursuant to applicable law. The time when meal periods are scheduled
varies, depending on the needs of the employee's position, however the meal period must begin no
later than the end of the employee's fifth hour of work. A second non-compensable meal period of
at least 30 uninterrupted minutes is provided to all non-exempt employees who work 10 or more
hours in a day, unless not required pursuant to applicable law. The second meal period must begin
no later than the end of the employee's tenth hour of work.
*During the meal period the employee must be completely relieved from duty for the purpose of eating a meal. It is not
necessary that the employee leave the premises if he or she is otherwise completely freed from duties during the meal period.
The employee is not considered "relieved from duty" if he or she is required to perform any duties, whether active or
inactive, while eating.
Rest Breaks (California). Please note that California wage and hour laws requires that non-exempt
employees working in California receive one (1) ten (10) minute paid rest period per every four (4)
hour worked, or major fraction thereof, except that no rest period will be provided when an employee
works less than three and one-half hours total in a day. "Major fraction" means any period over two
hours. Thus, an employee is entitled to a second paid ten (10) minute rest period for shifts over six
hours, a third paid ten (10) minute rest period for shifts over ten (10) hours, and so forth. Employees
are expected to schedule their rest breaks at their discretion, unless otherwise instructed by a
supervisor. However, to the extent possible, rest breaks should be scheduled in the middle of each
four (4) hour period of the employee's work schedule. Rest periods may not be combined with or
added to an employee's meal period, or used to cover tardiness or leaving early. All breaks must be
taken on University premises.
III. SALARY ADJUSTMENTS (Administrators and Professionals)
The following section on Salary Adjustments applies to Administrators and Professionals only; for
Bargaining Unit employees, please refer to the appropriate CBA for any applicable provisions on salary
All salary adjustments under this Policy are discretionary and subject to the review and final approval
of the Office of Global Compensation. Except as noted below, all recommended salary adjustments
should first be reviewed by the appropriate FO, HRO, and Executive Vice President/Senior Vice
President or Dean* before being submitted to the Office of Global Compensation for review and
final approval, in accordance with the terms of this Policy. *Note: The aforementioned Administrators
and Professionals may not be involved in the process of determining their own salary adjustments; in
such cases, approval should be sought directly from University Human Resources, including the AVP
of the Office of Global Compensation.
To be eligible for any type of salary adjustment, Administrators and Professionals must be "meeting
expectations," as defined under the applicable University performance management policy.
A. Annual Merit Increases
Administrators and Professionals may be eligible to receive an annual merit increase (AMI) at the
discretion of their supervisor. In determining whether the employee receives an AMI, and the
percentage increase of the AMI, the supervisor considers factors that include (but are not necessarily
limited to) employee performance and budgetary considerations.
B. Internal Equity and Market-Based Salary Increases
An Administrator/Professional may receive: (i) an internal equity salary adjustment increase to align
his or her salary with the salary of another Administrator/Professional with similar skills,
responsibilities and experience; and/or (ii) a market-based salary adjustment increase to align his or
her salary with that of the external market. Internal and market-based salary adjustments can occur at
any time during the academic year.
C. Career Progression Salary Increases
Career Progressions include: (i) Band-to-Band Promotions, (ii) Within Band Growth, and (iii) Role
A Band-to-Band Promotion is a move to a different role and title in a higher band (whether in the
same or different department), and Within Band Growth is a move to a different role and title within
the same band. Both Band-to-Band Promotion and Within Band Growth may result in an increase
in salary. The amount of the increase may be based on several factors, including, but not necessarily
limited to, the role of the new position, change in responsibility, the external market, and budgetary
considerations. Increases for Band-to-Band Promotions generally will be greater than those for Within
Band Growth, as movement to a higher band tends to come with greater responsibility and authority.
Finally, Role Enhancements are career progressions that add significant additional responsibility
within the same role (with or without a change in title). Any increase in salary resulting from a Role
Enhancement is dependent on the abovementioned factors.
D. Temporary Salary Increases/Additional Compensation
Administrators and Professionals may receive salary increases/additional compensation for assuming
responsibility for: (i) a higher level vacancy for an extended period of time at the request of the
department head; and/or (ii) a special project that is outside the scope of the employee's regular job
responsibilities and is a significant additional work assignment.
IV. REPORTING AND RECORDKEEPING
In accordance with the applicable CBA and University policy: (i) non-exempt employees are
responsible for completing their timesheets, and (ii) supervisors are responsible for reviewing and, if
approved, certifying the timesheet in myTime.
Any time out of the office shall be recorded for exempt and non-exempt employees in myTime under
the appropriate designation. Please refer to the applicable "time off" policy for more information on
the specific process and procedure.
V. OTHER COMPENSATION POLICIES
For the University's Policy on Pay Transparency, please click here.
For the University's Policy on Wage Deductions to Recover Overpayments Made Due to Clerical
Error, please click here.