The Aspen Institute Aspen Prize for Community College Excellence Top 150 2017
shadow

Employer's Responsibilities

For a student employee to be employed by the College's staff or faculty, the following responsibilities must be assumed:

  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. Returning students must pick up a Student Employment Referral Form before the end of the semester, for the upcoming semester.
    All students who have never worked at MCC or haven’t worked in 3 or more years, are required to complete the Employment Eligibility Verification (I-9) after they have been offered a position and before they begin working. On completion of the I-9 and all other required documents, students will be given an Employment Confirmation Card (see Appendix A) to give to the worksite coordinator. Students risk not being paid for any hours worked prior to the completion of the I-9.
  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 $8.90 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 nineteen hours per week. Once their eligibility amount has been reached, they must stop working for that semester.
  3. College Rules

    The supervisor should assist student employees in observing all departmental and college rules and regulations and in developing good work habits.
  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.
  5. Supervision

    Give daily supervision.
  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.
  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.
  8. Pay Periods Posted

    Keep a schedule of pay periods and pay dates in a visible location for student's access.
  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.
  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.
  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.
  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).
  13. Injury On The Job

    Report all on-the-job injuries immediately to Public Safety for treatment and completion of accident reports.
  14. Termination

    Dismiss student employees properly (see Termination Process section).
October 17, 2017
Mott Tree Logo