On-the-Job Expectations

Attendance

Student employees are expected to be reliable, punctual, and dependable in attendance and should notify their supervisor if circumstances cause them to be late.

When absence from work cannot be avoided, the supervisor should be notified as soon as possible.  Some departments may require the employee to find a replacement if unable to work scheduled hours.

Excessive absenteeism and tardiness may be reason for disciplinary action, up to and including termination.

Student workers should talk with supervisors to make arrangements for work schedules that conflict with exams.  Work hours must be scheduled around classes and reevaluated each semester.

Hours of Work

It is strongly recommended that students do not work more than 20 hours per week during the academic year.  Working 40 hours or more will forfeit a student's social security exempt status.

It is mandated that students may NOT work more than 40 hours per week between ALL student employment positions.  If a student is employed by more than one department, the student and his/her supervisors must work together to ensure the student's hours do not exceed the maximum number of hours.

Due to differing treaties,  international students should check with International Student Services to learn of requirements and restrictions for on-campus employment.

Breaks and Lunches

An optional fifteen (15) minute paid break is allowed during each four (4) hour work period.  Each break is to be preceded and followed by an extended period of work.  Example: If you work 4 hours you are entitled to a 15 minute break after approximately 2 hours of work.  Break times may not be saved to be used at another time and are to be taken in the middle of the shift.  Employees cannot use the 15 minute break to come to work late or leave early and be paid.

A meal break of ½ hour (without pay) is added to each eight-hour work period.  Example: If you work from 8:00am to 4:30pm, ½ hour of this time is for a lunch break.  You will be paid for 8 hours of work.  Unpaid meal breaks may not be waived and added on as additional payable hours.  Meal breaks should be taken near the middle of the shift.

Holidays and Vacations

Students are not required to work on holidays or during student vacations.

Students are not compensated for holidays, vacations, or shutdown periods unless they work.

If a student chooses to work a holiday, they may not be compensated for holiday or vacation pay of any kind.  Students will be compensated for time worked, at their regular rate of pay.

Behavior Expectations

It is important for all employees to work together and behave in a manner that promotes the efficient operation of the University of St. Thomas and ensures a pleasant working environment.  Behavior which supports this philosophy includes, but is not limited to:

  • Being ready to work at the start of the scheduled shift.
  • Notifying the supervisor when you are going to be absent from work or are unable to be at work on time.
  • Following all university safety and health regulations; smoking only during rest and meal breaks, and only in “smoking permitted” areas.
  • Wearing appropriate clothes for the job.
  • Performing assigned tasks efficiently.
  • Maintaining a clean and orderly workstation.
  • Treating everyone with a pleasant, service-oriented attitude.
  • Refraining from offensive or undesirable behavior.

Behavior that does not promote an efficient, pleasant work environment is prohibited and may result in disciplinary action.  Any conduct deemed inappropriate to a good work environment may subject an employee to disciplinary action up to and including termination.  Inappropriate behavior includes, but is not limited to:

  • Unauthorized manufacture, distribution, possession or use of controlled substances including alcoholic beverages, illegal drugs, or narcotics while working.
  • Reporting to work while under the influence of controlled substances including alcohol, illegal drugs, or narcotics.
  • Theft or misuse of university property or of another employee’s property.
  • Gambling on university property.
  • Sabotaging physical or computerized records.
  • Falsification of any university record or report, including employment application and time records.
  • Clocking in for other employees.
  • Harassment or injury to others.

Drugs and Narcotics

The University of St. Thomas complies with both the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act of 1989.  Drug and alcohol abuse affects the health, safety and well-being of employees and students, and restricts the university’s ability to carry out its mission. Therefore, the University of St. Thomas:

  • Prohibits the unlawful possession, use or distribution of alcohol and illegal drugs by students and employees on all campuses and at all facilities of the university, or as part of the university’s activities.
  • Prohibits the unlawful manufacture, distribution, dispensation, possession, or use of controlled substances in the workplace.

Student workers found in violation of the prohibitions stated above will be subject to disciplinary action via the Dean of Student Life’s Office.

Student workers reporting to work under the influence of drugs or alcohol are not allowed to remain on the university’s property, and will be escorted off.  Student workers experiencing problems resulting from drug or alcohol abuse are encouraged to seek help.  See the Counseling and Psychological Services website for more information.

Confidentiality

All student employees may deal with some level of confidential information in the performance of their required job duties.  This information cannot be discussed or made available to anyone without the proper approval of your supervisor.  Unauthorized sharing of confidential information may lead to disciplinary action, including possible termination.

Termination of Student Employees

Termination of student employees may occur for the following reasons:

  • Resignation
  • Student becomes ineligible for financial aid or withdraws from classes
  • Department budget can no longer support student employee
  • Position no longer exists
  • Discharged due to poor performance