Student Employment Guide/Policies and Procedures
TERMS OF WORK
- You must be enrolled at least half-time to be eligible to work under the federal work study program.
- Regardless of dollar allotment, no student may work more than 20 hours per week.
- You may earn up to the dollar eligibility indicated in your aid award. It is your responsibility to monitor your earnings, especially if you have multiple positions. If you earn more than you have been offered for the semester, there may be other negative consequences, including but not limited to the loss of federal loan subsidy and/or reduced need-based gift aid.
- You agree to report to work on time.
- You agree to personally contact your supervisor in advance of your shift, if you are unable to work. If you twice fail to report to work when assigned by your supervisor, your supervisor may terminate your employment.
- You agree to accurately report hours worked.
- The college reserves the right to revoke an award when work, conduct or attitude is unsatisfactory. Should your award be revoked for any of these reasons, you may not be offered alternate employment.
- By initiating employment, you agree to the terms listed above and have read the following: Authorization to Work, Finding Employment, and Getting Paid, as well as the information below:
STUDENT PERFORMANCE EVALUATIONS
Students are formally evaluated by their supervisor twice a year (you may do this more often), during the fall and spring semesters to improve communication and measure improvement. Objective evaluations provide a counseling and coaching experience for supervisors and employees. There are several purposes for these evaluations:
- To encourage communication between the supervisor and the employee.
- To motivate employees toward greater self-development and improved performance.
- To provide a positive aspect of employee supervision by evaluating an employee’s strengths and weaknesses.
- To give recognition for past work and focus on future objectives.
Supervisors and student employees are required to participate in these formal evaluations and to use these times for open and constructive discussions. The evaluation is discussed, signed by both the student and the supervisor and retained by the office in which the student works.
DRUG-FREE WORKPLACE ACT OF 1988
The Drug-Free Workplace Act of 1988 requires most federal government contractors, as well as recipients of federal grants, to take specific steps to ensure a drug-free workplace. Consistent with Beloit College’s recognition of its responsibility to maintain a drug-free workplace (as stated in the Administrative Policy Manual of Beloit College, Section IV-D) and in compliance with the Drug Free Workplace Act of 1988 (Public Law No. 100-690, Title V, Subtitle D) effective March 19, 1989, Beloit College established the following drug-free workplace policy:
- No employee shall unlawfully manufacture, distribute, dispense, possess, transfer, or use a controlled substance in the workplace or wherever the work of Beloit College is being performed.
- As a condition of employment at Beloit College, employees are expected to abide by terms of this policy and will notify the College if convicted under any criminal drug statute for a violation occurring in the workplace no later than five days after such a conviction.
- Employees who are found to be in violation of the policy by Beloit College will be subject to disciplinary action, up to and including termination. Each case will be evaluated on an individual basis; disciplinary action will be dependent on the severity of the violation and the circumstances involved.
- Employees who receive a criminal drug statute conviction for a violation occurring in the workplace will be subject to disciplinary action by the College, up to and including termination, or will be required to participate in a drug abuse assistance or rehabilitation program for such purposes by a federal, state, or local health, law enforcement, or other appropriate agency.
Beloit College assures its employees an opportunity for prompt and impartial consideration of complaints or grievances arising in the course of their work. The grievance procedure may not be used in cases of termination of employment. When circumstances require, employees may submit complaints in accordance with the following procedure:
- As the first step, the employee should discuss the complaint or grievance with the immediate supervisor.
- If a mutually satisfactory resolution is not achieved within five working days, the employee may submit the complaint or grievance in writing to the appropriate person at the next higher supervisory level. If requested, the Human Resources Director will assist the employee in presenting the matter to the appropriate administrative official.
- If a mutually satisfactory resolution is not achieved within five working days from the receipt of the written complaint, the employee may request, in writing, that the Vice President responsible for the department where the employee works appoint an ad hoc committee of three members to investigate and study the facts of the case. The committee will submit a written report and recommendation(s) to the Vice President who will render a decision. The report and decision should be made as soon as practicable, but in not more than ten working days from receipt of the request for a committee study.
- If the preceding steps fail to resolve the problem, the employee may appeal to the Admissions and Financial Aid Committee which has final authority.
There are additional policies and procedures covering complaints regarding personal harassment or sexual assault available here.