1. |
PAPERWORK: Ensure all necessary
paperwork, including the Student Employment Job Request Form
and the Student Employment Referral Form, has been completed
by the student employee and the supervisor and returned to the
SEC before the student begins working.
All MCC students who have never worked, have had a 12 month break in service, or whose Employment Eligibility Verification (I-9) is more than 3 years old, must come to the SEC after they have been notified that they are hired to fill out the I-9. The signed referral must be returned to the SEC before the student is able to complete the form. Students will not be paid for any hours worked prior to the completion of the I-9.
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2. |
WORK SCHEDULE: Establish a work
schedule with the student. To determine the number of hours a
student can work each week, complete the following steps: Divide
the dollar amount for the semester (found on the Student Employment
Referral Form) by the number of weeks remaining in the semester.
This gives the weekly earning amount. Take this number and divide
by the $7.40 per hour wage rate. This gives the number of hours
a student is eligible to work each week. Note: Regardless of
the amount of eligibility, students cannot exceed twenty five
hours per week. Once their eligibility amount has been reached,
they must stop working for that semester.
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3. |
COLLEGE RULES: The supervisor
should assist student employees in observing all departmental
and college rules and regulations and in developing good work
habits.
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4. |
TRAINING: Properly train students
for the duties assigned. During the Student Employee Orientation
process, general information is given; however, specific details
of the work assignment need to be taught by the student's supervisor.
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5. |
SUPERVISION: Give daily supervision.
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6. |
MONITOR EMPLOYEE'S ENROLLMENT: Student
employees musts be enrolled six credits throughout the Fall/Winter
semester and three credits throughout the Spring/Summer session
to be eligible to work.
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7. |
BREAKS/LUNCH: Allow students
working eight hours in a day an unpaid 30 minute lunch period
and two paid 15 minute breaks. All students working four consecutive
hours are entitled to a paid 15 minute break to be taken at the
supervisor's discretion.
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8. |
PAY PERIODS POSTED: Keep a schedule
of pay periods and pay dates in a visible location for student's
access.
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9. |
PAYROLL: Students are to complete a Student Employment BI-Weekly Time Sheet Form (see Appendix A) or punch a time clock every day. These forms verify the student's hours worked and are to remain attached to the employer's copy of the payroll sheet as a permanent part of the department's records. Complete payroll information for the student's time worked using the Student Employment BI-Weekly Time Sheet or time card. Students employed under the work study program are eligible to earn the amount of the work study award listed on the Student Employment Referral Form. This amount is not to be exceeded. Both the student and the supervisors are responsible for monitoring the student's earnings.
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10. |
OVER EXPENDITURES: Caution! The
cost of work study employees who work more than their maximum
work study award will be deducted from the department's general
fund as a Student Assistant expenditure.
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11. |
ADJUST EMPLOYEE'S PAY: Adjust
the student employees' pay in the event the College is closed
or the student employee's do not work their scheduled hours after
payroll has been submitted. Those reported hours should be deducted
from the next pay period or the student employees may make them
up at the supervisor's discretion. Student employees are not
paid for holidays, inclement weather or other times the College
is closed.
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12. |
EVALUATION: The immediate supervisor
should evaluate the student employee's work in a joint meeting
with the student employee by using the Student Employee Evaluation
Form (See Evaluation Process section).
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13. |
INJURY ON THE JOB: Report all
on-the-job injuries immediately to Public Safety for treatment
and completion of accident reports.
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14. |
TERMINATION: Dismiss student
employees properly (see Termination Process section). |
