Termination and Resignation

Introduction

Student employment can be a valuable learning experience for students. However student employees are expected to perform and meet the standards outlined by the employer and remain productive.

Student employees are employed at the discretion of the hiring department. Due to a department's operational needs, staffing requirements, and/or funding limitations, a student's employment may be discontinued at any time notwithstanding the term for which the student was hired.

A student employee shall give ten (10) days notice of resignation, unless otherwise agreed with the hiring department.

Termination Procedure

If termination is the result of unsatisfactory job performance, the student employee may be given an opportunity to improve his/her performance prior to termination. A student employee may be informally counseled relative to substandard job performance. If performance does not improve, a written warning letter should be issued to the student employee. The warning letter shall include a complete explanation of unsatisfactory performance and the acceptable standard of performance. A copy of the letter shall be sent to Human Resource Services.

Personnel Policy 250.0 Section V last paragraph states "Notice of termination should be issued in writing (use the Student Exit Assessment Form) and a copy sent to Human Resource Services."

Click here to access the "Student Exit Assessment" form.

Appeal Procedure

A student shall have the opportunity to appeal a termination due to poor job performance. Terminations resulting from funding constraints and/or revised operational or staffing needs of a department cannot be appealed.

The purpose of this procedure is to promote the prompt and efficient resolution of student complaints concerning employment with the University. The parties agree that problems, which might ultimately be a cause of complaint, should be resolved wherever possible without resorting to this procedure.

The student employee should, but is not required to, consult with the ASUM Student Complaint Officer prior to initiating a complaint or appeal.

Student employees alleging discriminatory treatment may file a complaint in accordance with the University's Discrimination Grievance Personnel Policy and Procedure. Complaints regarding terminations due to unsatisfactory job performance may be filed as follows:

Step 1: The student shall, within ten (10) working days after the act or omission that caused the complaint, discuss the complaint with his/her immediate supervisor. The supervisor shall have five (5) working days to resolve the complaint. If the student believes the matter is unresolved after Step 1, the student may appeal the complaint to Step 2 within three (3) working days of the Step 1 response.

Step 2: The student may file a written appeal with the Director or Dean of the employing department. The Dean or Director shall have five (5) working days from receipt of the complaint to reach a satisfactory resolution. If a student believes the matter is unresolved after Step 2, the student may appeal the complaint to Step 3 within five (5) working days of the Step 2 response.

Step 3: The student may file a written appeal with the Director of Human Resource Services. Within ten (10) working days of receipt, the Director of Human Resource Services shall conduct a hearing. Members of the hearing board shall include: the Director or his/her designee, a student representative appointed by ASUM, and a representative from Student Affairs appointed by the Dean of Students. A written response shall be completed within five (5) working days of the hearing. The decision of the board shall be final and binding. Legal counsel for the University and the grievant shall be excluded from the hearing.

Failure to comply with the time limits by the student, in the absence of written agreement, shall be construed as satisfactory resolution of the complaint. If the supervisor or Dean/Director fails to comply with the time limits, in the absence of a written agreement, the student may proceed immediately to the next step.

In calculating time limits in this section, Monday through Friday, excluding legal holidays, shall be counted. The date of occurrence or receipt shall not be included.