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- Student Employment
- Student Employment, Discipline
- Student Employment, Discipline Appeals
- Student Employment, Summer
Student Employment
Student employment positions at Carroll fall into two categories: work- study and regular. Work-study positions are funded 75 percent by the federal government and 25 percent by the college. Work-study is a part of a total financial aid award that is based on financial need. Work-study awards are based upon either a ten- or fifteen- hour workweek. Regular college positions are part-time student jobs funded entirely by Carroll and may be available if a student does not qualify for work-study funds.
Student employment positions are available with nearly every academic and administrative department on campus. A number of off-campus positions with various community service organizations are also available to work-study eligible students. The wage for all positions is the higher of the state or federal minimum wage. Listings of open positions and their supervisors are available at the beginning of each semester and 2-3 weeks before the end of the Spring semester for the summer at the Office of Human Resources, O’Connell Hall Rm 212, and on the Carroll College website (www.carroll.edu). Supervisors must give preference to work-study eligible students in hiring considerations. If you are unsure whether or not you qualify for work-study, contact the Financial Aid Office.
Carroll College also has a limited number of summer employment opportunities. The same work-study preference applies during the summer as it would during the academic year. To be considered for summer work-study employment, the student must meet the following requirements:
- The student must intend to stay at Carroll the following semester; and
- The student must have applied for federal student assistance for the upcoming academic year and have sufficient need to quality for a federal work-study award as determined by federal guidelines. Some regular positions are available, subject to the same restrictions as during the regular academic year.
Student Employment, Discipline
It is the policy of Carroll College that students may be disciplined for job-related reasons, up to and including termination. “Job-related reasons” means grounds for taking disciplinary action based on failure to satisfactorily perform job duties; disruption of the College’s operations; failure to meet the expectations or the goals of a plan of improvement; violation of the College’s procedures, policies, rules, or performance standards; or other legitimate business reasons.
Discipline shall be commensurate with the seriousness of the offense. For example, the College, at its discretion, may use corrective counseling or an oral warning before more severe disciplinary action is taken for routine performance deficiencies and lesser offenses. More severe disciplinary action, up to and including termination, will be taken for more serious offenses (which may include, but not limited to theft, illegal use of alcohol or other drugs, failure to report for work, contract violation, or inappropriate use of technology), and repeated lesser offenses (which may include, but not limited to paperwork errors, arriving late or leaving work early or inappropriate behaviors that compromise the integrity of the employee in the position).
Student Employment, Discipline Appeals
In keeping with the Mission Statement of Carroll College, an individual who believes he/she has been disciplined or terminated beyond job-related reasons, every effort should be made to resolve problems, whenever possible, on an informal basis outside the formal grievance procedure. For advice on how to resolve the situation informally, the individual may contact the Dean of Students and Retention, the Director of Human Resources, or the Counseling Center.
If the student is unable to resolve the grievance informally, the student may file a grievance with the offending party’s supervisor (if a Carroll employee), or the appropriate vice president. The grievance should be in writing and describe the nature of the problem, the specific reasons for the student’s dissatisfaction, and the student’s desired solution. In addition, the student should submit a list of names of the person(s) who have knowledge about the grievance and copies of any relevant documents. The grievance should be filed as soon as possible after the incident or action occurs. Early reporting is encouraged because the college’s ability to investigate an act or report diminishes with time.
All grievances must be forwarded to the Director of Human Resources who will consult with the offending party’s supervisor or vice president regarding the appropriateness of the discipline/termination decision. The final decision regarding the outcome of the grievance lies with the direct supervisor or appropriate vice president.
The direct supervisor/vice president’s decision will be communicated to the parties involved. If determined necessary, the college will then take a prompt and effective remedial action. The action must be commensurate with the severity of the offense and be made known to the student.
Student Employment, Summer
In most instances, summer student positions at Carroll College are available to students regardless of work-study eligibility. In the event a student is employed under Work-Study during a period of non-enrollment, such as summer, the student must contact the Financial Aid Office.
The Office of Human Resources will assist departments and students in successfully filling summer positions. New student employment authorization forms are required for summer jobs.