Student Services Manual (SSM)

Effective: 1/1/1984

Revised:7/1/2009

SSM 304–11: Student Employee Termination

Purpose

To provide information for terminating the employment of student employees

Source

Financial Aid and Scholarship Services/Student Employment

Policy

Student employment is considered temporary and can be terminated at anytime without cause or advance notice.

However, the university recognizes that student employment has an educational purpose and is an opportunity for the student to develop work habits and skills. Therefore it is recommended that a department that has a student employee with performance deficiencies counsel the student, in an attempt to change the behavior or performance. The counseling can include a verbal and/or written warning. Still, lack of counseling does not preclude the department from terminating the student employment at any time. The student must be provided written notification of the termination and their grievance rights. The student may appeal the termination within two working days to the department head, who will render a final written decision within seven days after receipt of the appeal. See SSM 304–12, “Student Employee Grievances.”

Optional Counseling Procedure

1. The supervisor discusses the problem with the student employee, confirming that the student employee understands the job performance expectations or the expected behavior.
2. If the problem is not resolved after this discussion, the employer gives the student a written warning that:
   
   1. states the problem
      
   2. states the remedy
   3. is dated

      and

   4. has both the employer’s and employee’s signatures.
3. If the student’s performance continues to be unsatisfactory and the student has not remedied the situation as indicated on the written warning, the employer may terminate the student.

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