Student Employee
Basic Training
- Start
- Forms
- Retirement
- Timesheets
- False Timesheets
- Tracking $
- Evaluation
- On the job
- Confidentiality
- Midterm Exam
- Phones
- Policies
- Final Exam
Career Services
SUNY College at Brockport
350 New Campus Drive
Brockport, NY 14420-2974
rkincaid@brockport.edu
(585) 395 2468
101 Rakov Center
Division of Enrollment Management & Student Affairs
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The following policies are designed to protect your rights as an employee, and to ensure that you fulfill your responsibilities as an employee. Sections underlined link to further information that you should review.
Equal Opportunity and Discrimination
Computer Use:
640.07 CODE OF ETHICS (from Faculty Staff Handbook)
(Based on the Dartmouth College and SUNY College at Potsdam Computing Code of Ethics)
1. Every user of The College at Brockport's computing facilities has the fundamental right of privacy and is entitled to a fair share of resources. It is unethical for any user to violate these principles.
2. Each usercode and associated password belongs to an individual. All use should be in accordance with The College at Brockport's policy on computer use set forth in this document. Owners accept the burden of the responsible use of their usercodes.
3. Electronically-stored files are presumed to be private and confidential unless the owner has explicitly made them available to the public.
4. Use of the network and/or electronic mail facilities for transmitting anonymous, rude, abusive, harassing, or malicious messages is unethical.
5. The unauthorized copying of any software that is licensed or protected by copyright is theft and thus unethical.
6. Although The College at Brockport's computing systems and network are not invulnerable, the deliberate abuse, knowledge of a special password, or any weaknesses in the established security system should not be used to deliberately degrade The College at Brockport's computing system, its network, or personal computers, or deprive other use of the resources of any The College at Brockport- or individually-owned computer.
7. When necessary for the maintenance of a system or network, The College at Brockport computer center personnel may restrict availability of shared resources. It may also be necessary to look at a user's files to follow-up on reported problems.
8. Computer resources are a privilege, not a right, and they are granted with restrictions and responsibilities for their use. Misuse of College computer resources can result in their revocation.
Violation of the Computing Code of Ethics may subject a user to disciplinary action.
Drug
and Illegal Alcohol Use in the Workplace
Benefits
As a part-time employment program, student employment provides
for payment on an hourly basis. Students may not be compensated
under a commission or fee arrangement. Under WS and TS, students
are not eligible for fringe benefits such as paid sick leave,
vacation pay and holiday pay. However, departments should pay
of students for brief interruptions in their daily schedules such
as rest or coffee breaks if it is the employer's policy and practice
to permit those interruptions for its regular hourly employees.
Breaks
According to NYS Labor Law an employee is required to take a one
half-hour break for every span of six hours worked.
Thus, brief breaks taken with other employees are paid; lunch
breaks or breaks not granted to regular employees are not paid.
There should be one half-hour unpaid break after six hours of
work, and this must be reported on the timesheet.
Work Schedules
Overtime is not paid to student employees. Students
may not work more than 40 hours in one week, or should not work
more than eight hours in one day. If a student has other
jobs on campus, please coordinate schedules with other supervisor(s)
to ensure compliance with this provision.
It is also advisable for you to give a copy of the semester's class schedule to the supervisor. This will prevent inadvertently scheduling work hours during scheduled class time.
Students working on Temporary Service or WS may normally not work more than 20 hours per week while classes are in session. However, there are some exceptions permissible:
All student employees may work more than 20 hours per week during the first full week of a semester, and during finals week. This recognizes the fact that many offices have peak workload in the first or last week, full student staffs are not available, and available students may have minimal academic commitments. No special permission or endorsement is necessary.
During the remainder of each semester, only students with the permission of the supervisor, and the endorsement of the coordinator of student employment would be permitted to work more than 20 hours per week.
Students may not, under any circumstances, work more than 40 hours in a week, and students who have withdrawn or graduated from school must be immediately terminated.
Students may work up to 40 hours during periods when classes are not in session.
It is generally advisable to schedule less than fifteen hours per week. Considerable research shows that academic performance generally declines if a student regularly works more than fifteen or twenty hours per week.
Dual or Concurrent
Appointments
Students are allowed to work on more than one payroll concurrently.
Thus, a student may have a WS and a TS job or two or more TS jobs.
Students may not have more than a single WS job at a time. Coordinate
with other supervisors to ensure you are scheduled within the
hour limitations described above.
Injuries
If a student employee is injured in the performance of his or her duties, Student Health Services in Hazen Hall will provide initial treatment and refer the student for appropriate follow-up care.
Student employees of the College (WS, Temp. Service) are covered by the College's Worker's Compensation Policy. The physician or hospital providing follow-up care can assist the student in initiating a claim. This is also the procedure for BASC employees; they are covered by that organization's Worker's Compensation policies.
In the event of an injury, the supervisor should notify Personnel (for WS, TS), or BASC Personnel Department (for BASC).Forms and further information for TS and WS employees are available from Human Resources at:
WORKERS' COMPENSATION/ACCIDENT REPORTING PROCEDURES:
http://www.brockport.edu/hr/forms/documents/workers_comp_procedure.doc
Voluntary Services
The Fair Labor Standards Act of 1938, as amended, prohibits employers
(including schools) from accepting voluntary services from any
paid employee. Any student employed under WS or TS must be paid
for all hours worked. They may not "volunteer" if a
WS award is exhausted or the academic period ends.
Grievance Procedures* (WS,TS)
We hope that minor disagreements between student employees and their employers can be worked out without resorting to the formal grievance procedures described below. However, these procedures should be followed if there is a serious problem associated with part-time employment.
Normal review requires students with employment problems to bring
them to the attention of their immediate supervisors in order
to seek mutually satisfactory solutions. When problems cannot
be resolved in this manner, students should discuss their problems
with the heads of the employing departments. If this also fails,
students should bring their grievances to the Student Employment
Office.
Depending on the nature of grievances, the Student Employment
Office may refer students to other persons for counsel.
Resignation and Termination Information for Students* (WS,TS)
Once a student has been selected for a job, continued employment
is contingent upon satisfactory performance. If the employer decides
performance is not satisfactory, the student may be terminated.
NYS employment law endorses the concept of "employment at
will." This means that the College reserves the right to
terminate an employee at any time for any or no cause and that
the College is under no obligation to specify a cause of termination.
(This does not supercede federal and state discrimination statutes,
or existing labor contracts). If a student is terminated, the
employer must then notify the Student Employment Office, and eligibility
for future employment on campus will depend on the reason for
dismissal.
If a student should wish to terminate employment, the student
should give at least two weeks notice to the employer. In addition,
the student should discuss the reason for termination with the
supervisor. You may also wish to contact the Student Employment
Office, since continued employment cannot be guaranteed to students
who are released from or voluntarily terminate their employment.
