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 and supervisor must discuss this during the formal Performance Review process. If the student and the supervisor agree to continue employment, it is not necessary for the student to reapply online for the position. The supervisor’s report of a hire in Jobs4Saints will suffice to generate an employment contract for the new employment period(s). For more information on how to Report a Hire, please see our Jobs4Saints User Guide.
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 Position Release 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 and sent via e-mail or interoffice mail to the Center for Career Services.
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 Center for Career Services 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 Position 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 Disciplinary Action Form and Student Employee Position Release form must be submitted to the Center for Career Services.
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
· losing “student” status, i.e. long-term suspension or expulsion from the University
· submitting falsified time sheets or other documents
· reporting to work under the influence of illegal substances or alcohol
· theft of tangible or intangible property
· failure to adhere to the Student Employment Privacy Agreement
· sexual or racial harassment of a co-worker or customer
· behavior that endangers the safety of co-workers, customers or other members of the Marymount community
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 with the Student Employee Disciplinary Action form as well as the Student Employee Position Release form must be submitted to the Center for Career Services.
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
· behavior detrimental to the University
· physical violence
· harassment or verbal/written abuse
· non-academic dishonesty
· destruction of property
· misuse of safety equipment
· possession of weapons/dangerous items
· stealing/possession of stolen property
· trespassing/unauthorized entry
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 Center for Career Services. 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.