Student Employee Disciplinary Action and Termination
1. Fair practices relating to disciplinary action and termination of student employees
1. Employers must advertise student jobs with accurate job descriptions, stating the eligibility requirements and full job description. Employers will provide a copy of these requirements to employees, discuss their job expectations with them, and provide training and orientation where necessary. Consideration of terminating student employees should be based upon the assumption that job orientation and training has occurred. All student positions will terminate at the end of the fiscal year unless otherwise agreed at the time of hiring.
2. An evaluation of work performance is required on a student employee's monthly time report. This evaluation should be thoughtfully done by the supervisor. An unsatisfactory evaluation signals the need for discussion with the student concerning his or her job performance. Written documentation of such discussion is advisable.
3. An employer must advise a student employee in writing of unsatisfactory performance at least once before termination. A written warning should precede actual termination by two weeks; however, this two week warning may be waived for incidents involving gross misconduct. A copy of written warning or termination must be maintained within the office of origin.
2. Reasons for terminating a student employee
may include, but not be limited to, completion or elimination of job, loss of funding, failure to carry out work assignments, lack of cooperation with coworkers or supervisor, repeated tardiness or absence from work, unsatisfactory work, or gross misconduct. In the event a student employee feels unjustly treated with regard to pay rate, termination, or other employment related circumstances, that student shall first seek recourse with his or her employer. If satisfaction is not obtained, the employee may then request a review by the financial aid office. The financial aid office, in turn, will attempt to seek a solution that is mutually agreeable to the student and the employer. If satisfaction is still not obtained, the student may seek further recourse by following the grievance procedures outlined in the committee on governance (COG) document.