The procedures for the positions
funded from grants or other sources may differ from those included
in this manual. Supervisors who have questions about positions
funded from other sources should contact the Human Resources Office.
The policies and procedures included
in this manual are current as of October 1999, but are necessarily
subject to change without notice.
This manual has been developed as
a cooperative effort of the Human Resources, Career Services and
Financial Aid Office at the University of South Carolina-Aiken.
| THE
USCA STUDENT EMPLOYMENT PROGRAM |
Why
do we need a student employment program? |
The
student employment program at USC-Aiken is designed to
support the educational mission of the institution. Through
their experiences as institutional employees, students
learn about the process of securing a position, the training
required to adequately perform the duties of a position,
the work habits necessary to be a good employee, and
potentially, specific work skills that will help them
secure employment in the future (i.e. computer skills,
laboratory and research skills).
The
primary purposes of the student employment program
are:
- To provide
students with an income that will allow them to
pay their college expenses.
- To provide
students with the opportunity to gain valuable
work experience while earning their degrees.
- To provide
valuable assistance to campus departments.
The policies and procedures
associated with the student employment program have been
designed to maximize the benefits of the program for
both the employing departments and the student employees. |
How
do I secure a student employment position in my department? |
Departments
with needs for student employees must submit a request
through the vice chancellor or appropriate associate
chancellor for consideration by the Monday Group. This
request should include an explanation of the departmental
requirements for a student position and a brief description
of the duties to be performed. Since the demand for student
employment hours usually exceeds the supply, it is important
that those making the allocation decisions easily understand
your rationale. Departmental allocations are reviewed
annually and do not automatically continue into the next
year. All requests for student employment positions are
evaluated by the senior administration in light of current
campus priorities and needs and allocations are made
accordingly.
Department
allocations are made for the fiscal year. All funds
are transferred to the departmental budget. Federal
Work-Study is available only during the regular academic
year. Student employment during the summer is institutional
only.
You
must develop a position description for each student
position in your area. This position description will
provide information to the student employee on the
specific duties of the position and provide a basis
for your evaluation of their performance in the position.
It is very important that the description be accurate
and thorough. Once you receive a student employment
allocation, you may then begin the hiring process.
| STUDENT
EMPLOYEE POSITION DESCRIPTION
POSITION
TITLE:
1.
DESCRIPTION OF DUTIES:
(List
approximate percent of
time)
A.
B.
C.
D.
E.
2.
MINIMUM QUALIFICATIONS:
A.
Skill:
B.
Physical:
C.
Academic:
D.
General:
3.
DESIRABLE QUALIFICATIONS:
4.
REMARKS: |
POSITION
DESCRIPTION EXPLANATION SHEET
POSITION
TITLE:
Reflect kind
of work, department
1.
DESCRIPTION OF DUTIES: Types
of tasks normally completed by students
A.
B.
C.
D.
E.
2.
MINIMUM QUALIFICATIONS
- Skill: Type
of mental or physical performance, technical
ability, mechanical aptitude or language
ability.
- Physical: Any
physical demands required to perform the
essential functions of the position, i.e.,
lifting, climbing, working under adverse
conditions, ability to drive and possession
of valid driver's license, etc.
- Academic: Specify
such things as completion of specific courses
or a major field of study.
- General: Any
other qualifications not listed above.
3.
DESIRABLE QUALIFICATIONS: Include
attributes not necessary to the position but
which would enhance a student's ability to do
the required work, i.e., a specific typing speed,
familiarity with computer software packages,
etc.
4.
REMARKS: |
|
|
THE
FEDERAL WORK-STUDY PROGRAM
|
What
exactly is the Federal Work-Study Program, and how
does it work? |
Statutory
Authority
The Federal Work-Study (FWS)
Program was originally authorized by the Economic
Opportunity Act of 1964. The Higher Education
Amendments of 1968 transferred the statutory
authority for the program to the Higher Education
Act of 1965, as amended. The program is currently
authorized under Part C, Title IV, of the Higher
Education Act of 1965, as amended by the Education
Amendments of 1968, 1972, 1976, 1980, 1986
and 1993.
Purpose
of the FWS Program
The purpose of the Federal Work-Study
Program is to stimulate and promote the part-time
employment of students who are enrolled as
undergraduate, graduate or professional students
who are in need of earnings from employment
to pursue courses of study at eligible institutions.
To
qualify for the FWS Program, a student must have received
a financial aid award that includes work-study employment
eligibility. Since financial aid is based on need,
the student must apply through the normal financial
aid application process.
This
process requires the student to file the Free Application
for Federal Student Aid (FAFSA) each year. The Financial
Aid Office utilizes this form to establish the student's
eligibility for assistance. If the student is determined
to have need, he/she may be awarded a financial aid
package that includes Federal Work-Study employment
eligibility.
To
insure consideration for all financial aid, for which
the student is eligible, the student should apply by
the priority date each year. In accordance with federal
guidelines, when a student has earned the amount of
his Federal Work-Study award, he/she may not be paid
any further from FWS funds. |
| THE
HIRING PROCESS |
How
do I obtain a student employee? |
Once
a student employment position has been established in
your department, you may advertise the position using
a USCA Student Employee Job Advertisement form
(figure 3). Complete one advertisement form for each
position you have available in your department and return
it to the Career Services Office for posting on the the
bulletin board outside our office in the Robert E. Penland
Administrative Building (room 108-E). We also list campus
positions on our website at: http://www.usca.sc.edu/careers. the
job board. Please be sure to note whether the position
is open to FWS students only or if it is open to either
FWS or ISE students.
| Date:_____________________
USCA
Student Employee Job Advertisement
Position
Title:________________________________________________
| FWS only |
ISE only |
FWS or ISE |
Hourly Pay Rate:______ No. of Positions:______
Avg. Hrs/Week:_______
Duties: _____________________________________________________
Skills Required:
______________________________________________
Department: ________________________________________________
Contact Person(s):
_____________________________Phone:_________
Location: ____________________________________________________
DISTRIBUTION:
White, Yellow -- Career Services
Office; Pink -- Hiring Dept |
You may use
resumes or applications to screen applicants for
your position(s). Departments may create applications
for their use to gather information that will help
you choose students best suited to your positions.
If you choose to use an application, it should
be reviewed by the Human Resources Office for compliance
with state and federal regulations prior to use.
If you prefer to use a standard application, simply
inform the Career Services Office, and we will
supply you with a USCA
Application for Student Employment.
|
| Who
should I hire? |
The
ideal student employment positions allow students to
work their way through school while receiving practical
work experience in their chosen field. While this is
not always possible, students from the various schools
and programs that make up USCA give your department a
variety of skills and interests to draw upon.
In
many ways, hiring a student employee is like hiring
any other employee. You may require a certain academic
background for a particular job or testing to assure
applicants have the skills you need. However, you must
abide by the USCA equal opportunity and affirmative
action statement below:
The
University of South Carolina-Aiken provides equal
opportunity and affirmative action in education
and employment for all qualified persons regardless
of race, color, religion, sex, age, disability,
veteran status or national origin.
There are two categories
of student employees funded out of the campus-wide student
account: Federal Work-Study (FWS) students and Institutional
Student Employment (ISE) students. Federal Work-Study
students are those who have been awarded a student employment
allocation as part of their financial aid package. (See
page 7 for more information about the Federal Work-Study
program.) FWS students are not assigned to specific positions,
but apply for the various positions that are available
on campus based on their skills and interests. ISE students
are those who are hired based on their skills and ability
to meet departmental needs without regard to their financial
need and have not been awarded FWS.
When
annual allocations of student employment hours are
made, each department will be asked to hire a specific minimum number
of FWS students. This minimum is set to assure that
enough positions will be reserved (campus-wide) for
all the students who are awarded FWS. All departments
are strongly encouraged to fully consider FWS students
for all positions in their areas (rather than just
those specified as FWS slots). |
| What's
the difference between FWS and ISE? |
Hiring
A Federal Work-Study Employee
Any Federal Work-Study student
who interviews with your department should
have a partially completed online payroll (PBP-3)
form. This form, issued by the Financial Aid
Office, is your key to hiring Federal Work-Study
students.
Students
should begin the Federal Work-Study process by reporting
to the Career Services Office.
You
will note on the online PBP-3's a "Void After" date.
If the PBP-3 has not been processed by that date, the
Financial Aid Office will cancel the student's Work-Study
award. If you are given a PBP-3 and the void date has
passed, do not accept it. The student should contact
the Financial Aid Office to determine their award status.
The
Financial Aid Office always completes the "Expected
Earnings" item on the PBP-3. This is the amount of
the student's Federal Work-Study award. It is the
responsibility of the employer and student to ensure
that the student's earnings do not exceed the amount
of the award (see section on "How Do I Monitor My Student
Employment Allocation?").
Once
hired, students must return the completed PBP-3, I-9,
and the W-4 to the Career Services Office and register
for a Student Employment Training session for new student
employees. Students who previously attended will not
be required to repeat the training.
Employers
should not hire students on departmental funds hoping
to be reimbursed after a Work-Study award is made.
Work-Study awards cannot be retroactive.
Hiring
an Institutional Student Employee
Enrolled students who do not
have Federal Work-Study awards or those who
have already earned their entire FWS award
amount may be employed as Institutional Student
Employees. Students should obtain a student
Employment Hiring Packet from the Career Services
Office.
The
same online PBP-3 and time cards are used although
the hiring department must fill in the Hourly Rate,
Begin Date, End Date, Hours/Week, Expected Earnings
and Accounting Information on the PBP-3 (for Federal
Work-Study students, this information is preprinted).
Once
hired, students must return the completed PBP-3, I-9,
W-4 and to the Career Services Office and register
for a Student Employment Training session for new student
employees. Students who previously attended will not
be required to repeat the training.
**IMPORTANT**
Make sure that all students hired on PBP-3 forms
are actually enrolled for the entire period covered
in the "Begin" and "End" dates on the PBP-3.
Students not actually enrolled in classes cannot
be hired or continue their employment during
the Fall and Spring semesters. |
| A
note about summer employment: |
Students
hired to work during Maymester and Summer Sessions are NOT required
to be enrolled in classes. PBP-3 accounting class codes
for summer hires are as follows:
- Enrolled
students 51420.
- Non-Enrolled
students 51423.
**This
change in class status will result in the completion
of more than one PBP-3 form for some students. Time
cards will need to be hand printed unless PBP-3's are
sent in advance so Columbia can pre-print them. Make
sure timecards have correct information, including
accounting information and class codes. |
Tell
me more about the hiring documents. |
Once
a student has been hired for on-campus employment , he/she
must obtain a Student Employment
Packet from Career Services, which includes
the following items:
1.
Student Employee Registration Form: This
document is to be filled out in the Career Services
Office where it will remain on file for future
reference.
2.
USC PBP-3 Form (Request for Student Services): Federal
Work-Study Students will receive a pre-printed
PBP-3 that must be signed by his/her supervisor.
ISE students may obtain a blank PBP-3 to be completed
and signed by supervisor from the Career Services
Office. Supervisors may also use jetform PBP-3s
printed from the internet. Supervisors must complete
and sign the PBP-3 form. It is imperative that
the correct department, fund, and class codes
are included in order to obtain a pre-printed
time card as well as determine departmental wage
disbursement. Please double-check all information
before returning it to Career Services.
3.
Employee's Withholding Allowance Certificate (W-4): Students
must complete and sign this document in order to
be processed for employment.
4. USCA
Confidentiality Agreement: This
document assures that the student understands
that all documents regarding faculty, staff,
and students that he/she may come into contact
with while employed by USCA are confidential.
Students and supervisor must sign; the white
copy is for the supervisor's files while the
yellow copy is for the student.
5.
Student Employment Training Agreement: All
new student employees must attend one Career
Services sponsored Employment Training Session.
By signing this form, the student acknowledges
that he/she has read the information regarding
student training and agrees to attend a session.
A schedule of training sessions is located in
the Career Services Office. If the hiring department
sponsors it's own training session, students
should still sign the agreement, although he/she
will be exempt from the CSO training session.
6.
Employment Eligibility Verification Form (I-9):
IMMIGRATION
AND REFORM CONTROL ACT OF 1986
An I-9 Form (Employment Eligibility
Verification) must be completed for each student
employed on or after July 1, 1987. Completion
of I-9 Forms is ALWAYS the responsibility of
the hiring department. The Human Resources
Department will retain I-9's for student workers
including graduate assistants. The following
procedure outlines the process by which employers
must verify employment eligibility for student
employees. This procedure will satisfy the
requirements placed on student employers by
the Immigration and Control Act of 1986:
- The
I-9 Form must be completed within three (3)
days from the date employment begins. The
student should complete Section 1 at the time
of hire, filling in the personal information,
signing and dating the form. You should review
and insure the form is properly completed.
- Students must
present to you an original document or documents
that establish identity and employment eligibility
within 3 business days of the date employment begins.
Some documents establish both identity
and employment eligibility (List
A). Other documents establish identity
only (List B) or employment
eligibility only (List C). Students
can choose which document(s) they want to present
from the lists of acceptable documents. These lists
appear on the back of the I-9 Form.
- You must examine
the original document or documents presented by
the student and then fully compete Section 2 of
the I-9 Form. You must examine one document from
List A or one from List B and one
from List C. Record the title, issuing authority,
number and expiration date (if any) of the documents;
fill in the date of hire and sign and date the
I-9 Form. You may not specify
which documents a student must present. You must
accept the documents presented by the student.
- Attach the
completed I-9 and W-4 Forms to the PBP-3. The student
must return these completed documents to the Career
Services Office.
- If a student
worked in a previous semester but dropped out for
a semester or more, have the student complete the
I-9. If there is any question regarding employment
eligibility or if the student employee is a foreign
national, call the Human Resources Office.
**IMPORTANT**
Please return all completed documents (with the exception
of the Confidentiality Agreement) to the Career Services
Office. After reviewing them, we will send documents
to the appropriate places. In this way we can better
maintain student employment records, and students are
saved from being sent all over campus. |
|
How
do student employees keep track of their hours? |
The
USC Payroll Department will provide time cards for all
student employees. These forms come in perforated sets
of two. Each week should be reported on a separate time
card. Time cards are preprinted with the student's name,
social security number, and other necessary information.
When filling out a time card for new employees, use a
blank one until preprinted ones are available. Sample
time cards are included for Federal Work-Study and Institutional
Student Employment.
Each
time card records work performed from 12:01 a.m. Sunday
to 12:00 midnight Saturday. A payroll card must be
completed each week for all hourly work-study students.
Student hours worked should be reported in quarter
hour increments (1.0, 1.25, 1.5 or 1.75) on the days
worked.
Time
cards should be completed in ink. The
student's supervisor is responsible for ensuring
time cards are completed correctly and signed by
both the supervisor and the student before the
time card is forwarded to Human Resources. If,
due to unusual circumstances, the student employee's
signature is unobtainable, an explanatory note
must be attached to the unsigned card documenting
why the signature was not available. Supervisors
are not permitted to sign student names on time
cards nor are students permitted to sign supervisors'
names!
REMEMBER: No
student can be paid until a PBP-3 has been
completed and approved, even if the student
works and a time card has been submitted.
| ALL
TIME CARDS SHOULD BE IN THE HUMAN RESOURCES
OFFICE BY 12:00
NOON EACH FRIDAY. This
is important to insure that students are
paid in a timely manner for the work performed.
Timecards should be turned in each week. |
|
How
much can I pay my student employee? |
The
federal minimum wage is currently $5.15 per hour. Students
must be paid at least the minimum wage. Higher salaries
may be paid based on the nature and complexity of the
duties of the position. Any spending over the amount
budgeted for the department will be treated as a departmental
expenditure.
Wage
increases of $.15/hour may be granted annually to returning
students based on meritorious service. The student
must have worked one full year (two semesters) in that
department to receive the increase. Salary increases
can only be effective at the beginning of the fall
or spring semesters.
Student
employees, like all USC employees, are paid on the
15th and the last working day of each month. Students
are paid for actual hours worked, not for estimated
hours. Students may pick up their paychecks on designated
paydays in the Department Office.
The
Payroll Department issues a Payroll Schedule twice
a year that reflects deadlines for PBP-3's and time
cards included in the various pay periods. A schedule
through 12/31/98 will be forwarded to you upon receipt
from the Payroll Office for your use. This pay schedule
often results in final checks not being issued until
the student has completed the term and is no longer
on campus. Please advise your
students to make arrangements for these final checks
to be mailed to them by leaving a self-addressed, stamped
envelope in the Human Resources Office. Paychecks
that are not claimed should be returned to the Human
Resources Office. They will be returned to the Payroll
Department in Columbia for cancellation. |
Is
direct deposit available to student employees? |
Direct
deposit of student paychecks is available and highly
recommended. This insures that students receive their
paychecks even when school is not in session or they
are not on campus for any other reason.
Students
must come to the Human Resources Office to complete
the University of South Carolina Authorization Agreement
for Electronic Deposits. A voided check must be attached.
In the case of a savings account where no deposit ticket
is available, the student will need to check with the
financial institution for the transit routing number.
It may
take one to two payrolls to process the form depending
on the time received and the correctness of the form.
Students will be issued checks until the electronic
funds transfer is completed.
**Please
stress to the student the importance of notifying
Human Resources when closing out an account. |
| How
do I monitor
my student employment funds allocation? |
Your
annual student employment allocation will be posted to
your departmental budget at the beginning of the fiscal
year. It is critical that your
department not exceed the funds allocated to your department.
The funds to cover the excess hours will be charged to
your departmental budget. You should monitor
the expenditure of funds through your Level 1 Report
issued each month.
Your
ISE and FWS allocations should be monitored as two
distinct units, not one total number of hours. You
cannot substitute FWS hours for ISE hours (i.e., you
cannot exceed your ISE hours assuming that you can
cover the overage with FWS hours that you have remaining).
No FWS awards will be made for the summer. If you will
need student employees during the summer, you will
need to plan your ISE hours accordingly. Students may
not carry over FWS hours past the end of the spring
semester.
Monitoring
the FWS allocation is a little more complex than monitoring
the ISE allocation. Because each FWS award is student
specific, FWS hours cannot be moved from one student
to another. Therefore, if one of your FWS students
does not use his/her entire award, you will actually
end the year with funds left in your FWS account. Remember
you cannot have another FWS student work these extra
hours, nor can you "switch" these hours to your ISE
account. |
A
note about over-earnings: |
|
The
Federal Work-Study program is a form of financial aid.
As a recipient of this aid, Work-Study students may
not earn more than their total award amount from their
Work-Study position. Many students depend on Work-Study
employment to help meet their weekly college expenses.
Therefore, it is important that you, as an employer,
carefully coordinate the yearly work schedule with
the student to ensure you both understand how many
hours the student can work and when the award runs
out. When students earn the total award amount, their
Work-Study employment must be terminated. Students
will not be allowed to exceed their earnings for any
reason.
If a
student's award amount is exceeded, 100% of the over
earnings will be charged to the hiring department's
account. If you wish to continue the student's employment
after the total Work-Study award has been earned, you
must terminate the Work-Study employment and rehire
the student as an Institutional Student Employee. To
terminate the Work-Study employment, use a "termination" PBP-3.
To rehire as an Institutional Student Employee, initiate
a new PBP-3.
FINANCIAL AID OFFICE
FEDERAL WORK-STUDY EARNINGS
RECORD
Department:____________________________________
Student's Name:___________________SS#:___________
Expected Earnings: $__________________
| Week
of: |
Hours
Worked |
X |
Hourly
Wage |
= |
Week's
Earnings |
Cumulative
Earnings |
|
|
|
| TRAINING
STUDENT EMPLOYEES |
Is
there a Campus-wide Training Program? |
Each
of your student employees needs to complete two different
types of training: Training on campus-wide topics and
training on topics that are specific to your department.
Campus-wide
Training
The Career Services Office provides the training on campus-wide topics
that is REQUIRED of every student employee. Training sessions are scheduled
every semester. Student employees are required to attend training one
time only. Each of your new student employees must sign up for a training
session in the Career Services and Cooperative Education Office.
Each
training session is approximately two hours long and
includes student interaction, group discussions, video,
skit, role-playing, brief lectures and opportunities
for questions and answers.
The
following topics are covered in each session:
- Work Habits
and Attitudes (Responsibility and Perseverance)
- Time Management,
Dependability and Accuracy
- Active Listening
- Telephone Tips
and Techniques
- Putting Yourself
in the Other Person's Shoes and Asking Questions
- Observing Confidentiality
- Handling Difficult
Situations
At the end of each
session, each student employee receives a personal copy
of the USCA
Student Employee Handbook that outlines
student employment policies.
Students
are to be paid for the 2 hours they spend in
the training session. These hours should be listed
on the student's timecard for the week they attend
the training. |
How
should I conduct DEPARTMENTAL STUDENT EMPLOYMENT
TRAINING? |
- Introduce
the Student to Co-Workers:
- Indicate
to each co-worker the student's position.
- Explain
the duties performed by each person as you
introduce the student.
- Show
the Student Employee the Department:
- Tour the
department and other areas of the campus, where
appropriate.
- Explain
where lavatories, break areas, etc. are located.
- Explain
the various departments within the organization.
- Introduce
the Student Employee to the Job:
- Insure
that the student's working area, equipment,
tools, supplies are prepared and available.
- Explain
the levels of supervision in the department.
- Provide
the student with necessary or required training.
- Explain
the use of: Telephone (business/personal calls)
-
- Copy
machines
- Mail
procedures
- Supply
procedures
- Establish
the hours of work, if not agreed on in the
interview, and call-in procedures.
- Give the
student the department telephone number.
- Review
location of department's first aid equipment.
- Explain
housekeeping responsibilities.
- Future
Follow-up:
- Set date
and time within one week to cover any questions
or concerns of the student employee.
|
Ten
Thoughts for Supervisors of Student Employees |
How
Can You Help Your Student
Employees Most?
This
list was developed by the following individuals
after discussing and studying the feedback communcated
through a survey answered by 177 student employment
administrators.
James
Fisher
External Affairs Coordinator, College of Business
Eastern Kentucky University |
Garry
Keel
Associate Director of Career Planning and Placement
New Jersey Institute of Technology |
Brenda
Howard
State Workstudy Program Coordinator
Washington State Higher Education Coordinating Board |
Beth
Richter
Program Manager
Noel-Levitz Centers |
1.
Be an Example.
Model strong work habits through effecient, dedicated work practices.
let your own approach to daily work be an example from which students
can learn.
2.
Be Flexible.
Understand that student employees are students first, and employees
second. Though it is important to have high standards on the job,
it is also important to be flexible to accomidate academic oligations.
3.
Communicate Expectations.
Communicate the job standards and expectations to your student employee.
One can't assume that these are self-evident to the student, even
though they may seem obvious to you.
4.
Give Feedback Frequently.
Provide consistent and appropriate feedbackto your student employees.
Student employees -- all employees -- benefit from feedback on job
performance, providing it is communicated with a positive spirit.
5.
Be Fair.
Supervisors who are too lenient are not doing students any favors.
Campus jobs are "real jobs." Treat student employees as you yourself
would like to be treated in a given situation.
6.
Train, Train, Train!
Take time to train your students in important work skills, attitudes,
and habits-- such as perserverence, time mnagement, phone skills,
quality service practices, handling difficult situations. This is
the "commonn Sense" from which success is made.
7.
Be A Team Player.
As a team leader, develop and nurture the unique contributions of
each team member. Take a global perspective.
8.
Give Recognition.
When you see a student "going the extra mile" or "perservering through
difficult situations," acknowledge this in front of other staff peers.
People need to feel appreciated.
9.
Share A Vision.
Have regular staff meetings with your student smployees and inform
them how their work fits into a larger purpose of the department
and institution. Remember, purposeful work is meaningful work.
10.
Be An Educator.
To the degree that we each contribute to the lives of others, we
are all educators. How can you contribute to the education of your
student employees?
Used
with permission of:
NOEL-LEVITZ CENTERS
2101 ACT Circle
Iowa City, Ioxa 52245-9581
319/337-4700
|
How
do I provide my student employee with feedback? |
|
Student
employees are like regular employees in that they like
to be told they are performing well, and if they are
not, what they can do to improve. Wise supervisors
realize that the quality of an employee's performance
is often directly related to the quality of training
and thoroughness of instructions and the job description
given to the employee.
Evaluation
is an important part of an employee's work experience.
Performance evaluation is a daily occurrence performed
by the supervisor unconsciously. However, a schedule
of formal evaluation must be a part of each supervisor/employee
relationship.
An evaluation
report for each of your student employees will be forwarded
to you approximately three weeks before the end of
each semester. You need to complete the evaluation
and then sit down and discuss the evaluation with the
student employee. Following this discussion, you will
need to give one copy of the evaluation form to the
student, keep one for your files, and send the original
to the Human Resources Office. |
|
How
do I terminate a student employee? |
Student
employees will automatically roll off the payroll on
the ending date indicated on their hiring PBP-3. You
may have to terminate a student employee prior to that
date for any number of reasons, which may include:
- the student
resigns
- the FWS allocation
has been used prior to the ending date on the
PBP-3
- for cause
When an FWS student
exhausts their FWS award or if a student resigns from
their position, you must complete a PBP-3 as shown
on the Termination PBP-3 example and forward it to
the Student Financial Aid Office.
When
a student is terminated for cause, you should document
the reason for the termination. This reason may be
similar to the reasons that regular employees are terminated
such as poor performance, tardiness, failure to report
to work or any number of reasons. In most situations
the student should have been counseled and given an
opportunity to correct any deficiencies. If termination
becomes necessary, discuss your proposed course of
action with your department head and Human Resources
before taking final action. |
| STILL
HAVE QUESTIONS? |
| For
questions on the following ... |
Contact ... |
| Financial
Aid |
Angela
Hensley
Financial Aid Office
102 Administration Building
803/641-3476
http://www.usca.edu/financialaid/ |
| NCAA
Compliance |
Tim
Hall
NCAA Compliance Office
Student Activities Office
803/641-3331
http://www.usca.edu/athletics/ |
Student
Employment &
Job Posting and
Training |
Allison
Brown-Owens
Career Services
108-E Administration Building
803/641-3440
http://www.usca.edu/careers |
| Timecard
and Payroll |
JoAnn
Davis
Human Resources Office
116 Administration Building
803/641-3317
http://www.usca.du/hr |
|
