|
|
|
 |
 |
|
|
 |
||||
|
 |
 |
||
|
||||
|
Student Employment Policies at UNLV
Student employees must notify the supervisor no later than the beginning of the scheduled work period when he/she is unable to work. In the case of an extended absence, the anticipated duration should be reported to the supervisor as soon as possible. The supervisor is responsible for authorizing all absences. Breaks A student working a consecutive four-hour work period is entitled to a 15-minute break with pay. A student working a full eight-hour day is entitled to two 15-minute breaks with pay and no less than a 30-minute lunch break without pay. Paid breaks may not be taken at the beginning or end of a work period and are not cumulative. The breaks should be taken when they will not place an undue burden on the department. Concurrent Employment It is suggested that work study or regular student employees not work at two or more jobs concurrently. However, if a work study student should be employed concurrently, it is imperative that each employment area be aware of the other and that hours are monitored closely. The balance of hours remaining to work reflects the total number of hours the student has remaining rather than the number of hours the student has remaining for each specific department. A student may NOT work under the America Reads and Federal work study programs at the same time. A Student holding two concurrent on-campus positions may not work more than 40 hours per week when both positions' hours are combined. Employee Benefits Every student employee is covered during his/her working hours by Worker’s Compensation against work-related injury/illness. The coverage provides an incapacitated student employee the means of support and medical care when unable to work because of a job-related disability. An employee must report immediately any job-related accident or illness to his/her supervisor and to the Student Health Center. Additional information regarding Worker’s Compensation is available from the Human Resources Department (895-3504). All registered students with current student identification can be treated in the Student Health Center free of charge. A student employee is NOT eligible to receive other employment benefits such as overtime pay, shift differential, paid holidays, vacation leave, sick leave, retirement benefits, unemployment insurance, or permanent status. The Family and Medical Leave Act of 1993 (FMLA) applies to student employees who meet the eligibility criteria. If a student has worked for the University or another state of Nevada entity for a total of 12 months and has worked at least 1250 hours for a State of Nevada entity within the 12 month period prior to the leave, they are entitled to job protection and restoration rights. Employee/Employer Conflicts Both the employee and employer share the responsibility of addressing problems which may occur during the course of the student’s employment. There should be realistic expectations of both the employer as supervisor and the student as employee. The following have proven successful in dealing with employee/employer conflicts. Address problems as they arise, not after they accumulate. Deal with minor concerns before they become major problems. Review job responsibilities, duties, and expectations openly. Avoid personalizing critical comments. Discussions regarding performance should occur in privacy. Evaluation of Work Performance Routine, periodic appraisals should be made of the student employee’s performance. These should be conducted on both informal and formal basis. The evaluation process is a means to identify the student’s employment strengths and weaknesses, to establish objective goals, and the review performance expectations. An evaluation form is provided in the forms section of this web page for your use. It is suggested that all new employees be evaluated at the end of three months and at least annually thereafter. More frequent evaluations may be made at the employer’s discretion. Overtime Overtime is defined as work in excess of 40 hours per week or 8 hours per day. A student employee shall not be scheduled or worked overtime. It is strongly advised that students not work over 20 hours per week. Supervision The supervisor/employer is responsible for providing advice and direction to the Student Employee. Remember, this is a learning experience for the employee. Supervisor’s objectives should include working toward a mutually beneficial work relationship. Should obstacles occur: Be fair but firm. Close supervision may be required at first. Retain objectivity in assessing the situation. Assume a positive approach in handling employment problems. Be a good listener. It may help to hear the situation explained from the employee’s perspective. Do not make assumptions. Discuss the matter with the student employee to accurately identify and assess the problem. Exercise restraint. The supervisor’s purpose is to educate and assist in forming acceptable work behavior and habits. Bear in mind this may be the student’s first career-related work experience. Establish a specified time period for improvement in areas of weak performance. After completing the written evaluation, discuss the situation and identify a target date at which time the student’s performance will be re-evaluated. Two weeks is a reasonable length of time. Follow up. If the student’s performance improves, an evaluation indicating the improvement can be a morale booster. For the student who fails to improve, termination from the position may be the only solution. Work Related Injuries - Providing a Safe Work Environment All student employees are covered by worker’s compensation insurance. If a work related injury occurs, the student employee must be referred to an approved health care provider. All injuries, no matter how minor, must be reported within 24 hours of the incident. All student employees who lift and/or carry items over 40 pounds, work in laboratories, studios or any area where hazardous materials (chemicals, paints, inks, solvents, etc.) are used or stored, or operate electrical equipment or fork lifts must receive training from the UNLV Department of Environmental Health and Safety(EHS). Please call EHS at 895-4226 for information or to arrange for training. Supervisors are responsible for ensuring that all student employees receive the necessary training. Termination If the student is a work study employee, employment must be terminated when the student’s total award is earned (and increase in award is not possible). The department may transfer the employee to regular student status (STU), or in the case of off-campus work study employers, the employer may choose to place the student employee on their internal payroll. A student’s employment may be terminated at any time. Item P on the reverse side of the UNLV Employment Document, states "Hourly employees are temporarily appointed, therefore, termination of employment may be given at any time." When hiring a new student employee, the following statement should be included under the remarks section:" Contract contingent upon item P as listed on the reverse side of this document. If a student employee is terminated for misconduct and misconduct warrents referral, please contact the judicial affairs officer, Phillip Burns, at (702) 895-4076, to file a report. A student’s employment may be terminated by the student employee. If a student drops below the 6 credit hour minimum requirement for student status, their employment under student status must be terminated immediately. If the department wishes to continue employment, they may do so under the Temporary appointment provision (NRS 284.325) for a period not to exceed 160 hours. A graduating student may retain his/her student status until the end of the payroll term, i.e. a student graduating in December will retain his/her student status until January 11. A student graduating in May will retain his/her student status until August 26. At the time of termination, a completed employment document terminating the student must be submitted to Student Employment Services. The employer is responsible for ensuring that the student has completed his/her timesheet, including signature, for the hours worked during the pay period. Work Hour Limitations When classes are in session it is recommended that a student
employee not work in excess of 20 hours per week. When classes are not
in session (due to final exam week, semester break etc), a student employee
may work up to a maximum of 40 hours per week (see Overtime). Attention
should be given to the student’s academic workload and ability when
developing the student’s work schedule. Remember, Federal work study
awards are based on a 20 hour work week. |
Also check out:
|
|||
 |
 |
|||
© 2002 University of Nevada, Las Vegas
