Student employees are only hired for a determined employment period (see Hour Limitations
). If the employer and student employee both agree that the job has been performed satisfactorily, the employer may offer to rehire the student for an upcoming employment period. If the student wishes to return, the student must indicate this on the Student Employee Performance Review
form completed during the Formal Performance Review process by checking the employment periods they intend to return and signing the document. It is not necessary for the student to reapply online for the position. The student’s signature will suffice to generate a Student Employment Confirmation Letter for the new employment period(s).
Ending Employment – Overview
In order to maintain accurate records of where students are working on campus it is essential for employers to complete the Student Employee Performance Review
form for any student that will no longer work in your office during the course of an employment period, regardless of the reason. This form should be completed electronically and sent via e-mail to the Student Employment Office.
If a student chooses to terminate employment before the end of the employment period, they must formally resign from the position by submitting a written letter of resignation to the supervisor. The student must contact the Student Employment Office if they wish to pursue a different job through FWS or CE. The student will not be able to begin a new position until the Student Employee Release form is received from their previous supervisor.
Involuntary– End of Employment Period
All student employees, regardless of whether they will be rehired by the department, are automatically terminated on the last day of an employment period (see Hour Limitations
). No paperwork is necessary to formally terminate a student employee who has worked through the end of an employment period.
Involuntary– Performance Intervention
When an employer’s efforts at performance intervention
have not resulted in improved performance, the employer may initiate ending the employment relationship. It is the employer’s responsibility to inform the student employee throughout the performance intervention process. The employer must document the involuntary ending of employment in writing citing the performance issues and the unsuccessful interventions and discuss this with the student. A copy of the written documentation as well as the Student Employee Performance Review form must be submitted to the Office of Student Employment.
Involuntary– Immediate Dismissal
While Student Employment is meant to provide a developmental opportunity to prepare students for the world of work, some student employee conduct may require immediate action. As stated in the University’s Community Conduct Code (see the Marymount University Student Handbook
), the University will not protect students suspected of violation of federal, state, or local laws. Additionally, immediate dismissal may be appropriate for students who engage in
It is the employer’s responsibility to inform the student employee being immediately dismissed. The employer must document this in writing citing the reason for the immediate dismissal. A copy of the written documentation as well as the Student Employee Performance Review form must be submitted to the Office of Student Employment.
Judicial Process for Immediate Dismissals
A student employee who is dismissed may face judicial sanctions if the actions are in violation of the University’s Community Conduct Code. Violations subject to the judicial process include, but are not limited to
Violations of the University’s Community Conduct Code will be forwarded to the appropriate individual to begin the judicial process.
Appeals Process for Involuntary Terminations
If a student employee believes he or she has been wrongfully dismissed, he or she has the right to appeal the decision to the Student Employment Office. The appeal must be presented in writing within three business days of being notified of the decision. The student will receive written notification of the appeal decision within five business days of submitting the appeal.