Student Employment will alert the employer when the Work-Study eligibility is earned and the employer may choose to continue employing the student and receiving no reimbursement of the wage or the employer can terminate the appointment.
It is not necessary to terminate a Work-Study appointment since the appointment automatically has an end date unless the student is leaving the job at least one month prior to the end of the appointment.
Biweekly continuous appointments will be terminated by Student Employment if the student withdraws from the University.
Biweekly Work-Study appointments will be terminated by Student Employment if the student withdraws from the University or drops below half-time enrollment (academic year: 6 hours undergraduate or 5 hours graduate; summer: 3 hours undergraduate and graduate) or earns the Work-Study eligibility.
The student may request termination of employment.
The employer may terminate the student appointment due to inadequate job performance, budget constraints, etc. using the Termination Report option available through Self Service and the HR Transaction system. When termination is necessary due to inadequate employee performance, it should be the end result of a series of progressive penalties. When discipline becomes necessary, a fair and well-publicized policy of progressive penalties might include the following:
- simple oral warning;
- written warning noted in student's file;or
There may be cases when immediate termination without progressive discipline is appropriate, but this is limited to cases of severe misbehavior, such as physical or verbal abuse, theft, or the falsification of work hours.
Student employees have a right to know their supervisor's expectations for job performance and whether or not their performance is substandard. They should be given an opportunity to improve their performance. Students have a right to use the Student Employee Grievance Procedure for a difference, complaint, or dispute regarding the interpretation or application of established policies and/or procedures governing the terms of employment, working conditions, hours of work, or compensation.
Students have the right to seek the advice of staff in the Office of the Ombudsperson for employment concerns such as perceived unfair working conditions, inappropriate discipline, or termination procedures.