Appendix A: Dismissal/Grievance Procedures for Student Employees
If a student employee’s performance proves unsatisfactory, the supervisor will advise the student of the dissatisfaction and indicate what improvements are necessary. If the problem is not resolved, termination procedures may be initiated and the student employee notified of the release. Departments must notify the student of unsatisfactory performance due to inefficiency, inability to perform an assigned task, tardiness, etc. and provide a minimum of two weeks for the problem to be resolved before termination procedures are initiated. However, a student employee may be dismissed immediately from employment without prior notice for just cause including dishonesty, insubordination, gross negligence, or conduct unbecoming an employee in which the health, welfare, or safety of another employee/employer, person, or the workplace is negatively affected.
If a student employee feels they have been treated unfairly or has a justifiable complaint that could not be resolved through a discussion with the immediate supervisor, the student should contact the supervisor’s supervisor. The supervisor’s supervisor will attempt, through discussion with the student employee and/or the supervisor, to resolve the grievance and file documentation and their decision is final.
Informal Grievance Procedure
If a student employee feels they have been treated unfairly or has a justifiable complaint that could not be resolved through a frank discussion with the immediate supervisor, the student should contact the supervisor’s supervisor or the Student Financial Aid Office. The director of student financial aid or designee within the Student Financial Aid Office will attempt, through discussion with the student employee and/or the supervisor, to resolve the grievance and file documentation.
Formal Grievance Procedure
If, after these conversations, the aggrieved student is still not satisfied, the student may pursue the formal grievance procedure. The VPSAD or designee will act as a facilitator to assist in the grievance procedure. The student employee’s first step is to submit a written grievance to the VPSAD within five business days after the contact with the Student Financial Aid Office relative to the informal grievance discussion.
The VPSAD or designee will assemble the Student Employee Grievance Board within 10 business days of the receipt of the written grievance. The Board will be diversified and comprised of three members appointed by the VPSAD or designee and will consist of two staff and/or faculty members and one student.
All proceedings of the Student Employee Grievance Board will be administered by the VPSAD or designee. The Student Employee Grievance Board will meet with the persons concerned in the case. The Board meeting must be closed unless the aggrieved student employee requests an open meeting. The student employee and the department involved may be present and each may have one representative of their choosing present during the testimony. Each party may have other individuals provide information at the meeting. The names of those to present information must be submitted in writing to the VPSAD or designee at least two business days prior to the meeting and the relevance of each person should be stated.
Within five business days after the meeting, the Student Employee Grievance Board will forward written notification of its decision to the student employee, the department involved, and the VPSAD or designee.
If the student employee is not satisfied with the Student Employee Grievance Board’s decision, the student should, within five business days of the Grievance Board’s decision, submit a written appeal to the VPSAD. Within ten business days after receiving the appeal, a final decision by the VPSAD will be made. The VPSAD will announce the decision by a written communication to the student employee, the employing department, and the director of student financial aid.