Students are hired on a semester to semester basis and are considered "at will" employees.
This means that the employment relationship may be terminated at-the-will of either
party. A Student Employee Termination Form (see Appendix A*) must be submitted for each student who is no longer employed. When submitting a termination, it is important that the “last day worked” and “reason
for termination” are correct. Timely submission of terminations will ensure that
the information is accurate.
Student employees who find their employment unsatisfactory may apply for other open
positions. They can check with the Student Employment Center (SEC) for open job postings. Adequate notice of resignation should be given to the employer.
A two week notice is preferred.
Because Student employment is a developmental and educational process, students who are to be released from employment for any reason are entitled to due process which includes a verbal warning and written documentation
of termination. Supervisors and employees should adhere to the following guidelines:
- The supervisor should discuss the problem with the employee in an effort to resolve
the issue, considering to ensure the best interest of the student employee. The SEC
is available for consultation with these efforts.
- If the problem persists, the supervisor should give the employee a written warning
stating the concern and steps to be taken to correct the situation.
- If the issue has not been resolved, the supervisor has the right to dismiss the student
employee. The supervisor then completes the Student Employee Termination Form (see Appendix A*) indicating the last date of work and the reason for release from employment. The
Supervisor will note the specific reason for discharge in the "Additional Comments"
section. Keep a copy as part of the employee's permanent record, and give a copy to
the student employee.
- If a student employee feels unjustly terminated, an appeal may be submitted through
the chain of command of the hiring department.
- Students may be referred to the SEC to seek other opportunities.
- Reinstatement of student employment status is at the discretion of the Student Employment
Center and if warranted, the Registrar. In an effort to help students experience success,
students will be required to complete assigned modules in KeyTrain© Career Ready 101 before they will be able to interview for new positions.
Violations Warranting Immediate Termination of Student Employment May Include The
- Possession or drinking of any alcoholic beverages on College property.
- Reporting for or being at work under the influence of alcohol.
- Possession, use, distribution, sale or offering for sale of narcotics or other drugs.
- Reporting for or being at work under the influence of narcotics or other drugs.
- Gambling on College property at any time.
- Immoral conduct or indecency.
- Sleeping on the job during work hours.
- Theft or misappropriation of any property.
- Misuse or removal of employee lists, records or confidential information of any nature
from College premises without proper authorization.
- Inappropriate computer usage, including accessing pornography.
- Sabotage or other deliberate damage to College property.
- Falsification of records or reports including student employment payroll records.
- Possession of weapons.
- Use or threat of violence.
Violations Resulting In Disciplinary Action For Student Employees May Include The
- Excessive absenteeism or tardiness.
- Failure to notify the employer of absence or tardiness.
- Failure to do work assignments or follow instructions.
- Discourtesy to customers, specifically telephone techniques.
- Carelessness resulting in loss or damage to College property.
All warnings should be taken seriously. This is an opportunity to alter inappropriate
behavior. It is important for the employer to give the student employee specific information
so behavior can be improved. The purpose of disciplinary action is to allow the student
to succeed on the job.