2.04 Attendance

Policy No. 2.04

POLICY

Berklee is committed to maintaining a fair, inclusive, and objective approach to managing attendance across all of its global locations. Poor attendance can negatively impact Berklee’s operations and can negatively affect productivity, staffing, and ultimately, the student experience. Due to the variety of work settings at Berklee, the impact of absences and tardiness may vary significantly between departments. As such, managers have the discretion to establish reasonable, specific expectations and standards within their respective departments, in consultation with Human Resources. 

Attendance

Regular attendance is an essential condition of employment. Berklee provides generous paid time off (PTO) benefits to cover vacation, illness, and other unforeseen events. Employees are expected to report to work as scheduled and will work their core hours unless there is a compelling reason not to do so.

Staff members are expected to request PTO from their manager in advance. In cases of unscheduled illness and other unscheduled unforeseen circumstances, staff members must notify their manager as soon as is practical. Excessive unscheduled, unprotected absences may result in corrective action up to and including termination of employment.

Absences that are covered under local, national, or international laws will be considered protected and will not be subject to corrective action. This includes absences covered by the applicable leave laws in the US and other applicable leave protections across Berklee’s global locations. Managers should consult with HR to ensure compliance with local laws.

Tardiness/Early Departures 

All staff members are expected to begin work at the start of their scheduled work day and complete their daily core schedule. Employees who arrive late to work or leave work early with no prior approval and/or advance notification may be counseled by their manager. If tardiness or early departures persist, corrective action may be taken, up to and including termination. A pattern of excessive reporting to work late and/or leaving early may also lead to corrective action.

Staff Member Responsibilities 

Staff members must notify their manager as soon as possible when they will be absent. Based on the needs of their department, managers have discretion in determining how much advance notice is required for absences prior to the start of the work day and in determining how staff members should notify them (e.g., call, email, text message).

Employees are encouraged to work with their manager to find flexible solutions when unforeseen personal or caregiving needs arise.

Staff members who are absent from work for three consecutive days without notifying their manager may be considered to have abandoned their job and to have voluntarily terminated their employment.  

Manager Responsibilities 

Managers should make every effort to reasonably accommodate the scheduling needs of staff while ensuring proper departmental coverage and maximum productivity. Managers should take the following steps to discourage excessive absenteeism and tardiness:

  • Set clear expectations and standards for regular attendance.
  • Establish clear procedures for staff to report absences and tardiness early and encourage them to give as much advance notice wherever possible.
  • Maintain accurate, up-to-date records of staff attendance.
  • Identify any patterns of absenteeism and tardiness that may emerge.
  • Ensure PTO is accurately reported by staff members.
  • Work with HR to ensure that attendance expectations are applied fairly and consistently, avoiding bias. 

Managers should consult with Human Resources before administering any corrective action beyond a verbal warning, and they are encouraged to explore accommodations, including those related to disabilities, under applicable laws, such as the ADA in the US or equivalent legislation in other countries.

Global Applicability

This policy applies to all Berklee employees, regardless of location. Where local laws differ, such as variations in leave entitlements or employment rights, those local regulations will take precedence. Managers must work with Human Resources to ensure compliance with both Berklee's policies and the legal requirements in their respective locations.

Berklee reserves the right to amend, suspend, or cancel this policy at any time, with or without notice. In the event of a conflict between this policy and a collective bargaining agreement or local laws, the latter will take precedence.  

Paid and Unpaid Time Off and Leaves of Absence

For more information on the types of leaves and paid time off offered by Berklee see: 

June 2025