Progressive Discipline
The following due process procedures are intended to ensure fair treatment of SVSU student employees. They will be maintained in accordance with State and Federal regulations.
General Supervision
The designated or immediate supervisor is responsible for monitoring the work progress of the student employee. This involves a periodic evaluation with each student employee. Deficiencies must be brought to the student's attention at the earliest possible time with suggestions for improvement, and the student must be afforded a reasonable opportunity to correct the deficiency.
Unsatisfactory Performance
In the event that a student employee demonstrates unsatisfactory work or attendance, a supervisor, prior to the termination of the student must follow the procedures outlined below.
- Verbal Warning
Upon demonstration of unsatisfactory performance or attendance, the supervisor should immediately advise the student employee of this fact, provide training or corrective suggestions, and allow a reasonable period of time (for example, two weeks) for the student to improve his/her performance. If satisfactory performance does not occur, the next step is probation.
- Probation
Continued unsatisfactory performance or attendance may result in probation. The supervisor may place the student on probation for the balance of the academic semester or for one additional academic semester with the understanding that, unless the student's work performance or attendance improves, employment may be terminated. The Career Planning and Placement Office must be notified in writing prior to the start of any probationary period with a copy of the letter signed by both the student and the immediate supervisor outlining the terms of the probation.
The probation letter must include the following information:
a. Clearly describe the improper behavior and reference the verbal supervisory warning that was previously given (step 1).
b. Describe what the student must do to improve their behavior and how long the probationary period will last.
c. State what the potential consequences may be if the student does not correct the behavior in question (for example: "If you do not correct this behavior we will need to take further disciplinary action up to and including termination").
- Termination
The supervisor must consult with the Director of Career Planning and Placement before a student is notified of any involuntary termination. The Director of Career Planning and Placement must approve any termination of a student employee during or following a probationary period.
The Director of Career Planning and Placement may suspend without pay or discharge without any prior warning, and without utilization of the immediate due process defined in this section if it is determined, based upon the preponderance of reasonable evidence, to charge that a student employee is guilty of gross misconduct, insubordination, sabotage, theft, assault upon another student, student employee or staff member or a supervisor, or the commission of any act or acts which constitute a felony under State or Federal law. The student retains the right to appeal the Director of Career Planning & Placement's decision to the Vice President of Student Services and Enrollment Management. Upon review, the decision of the Vice President will be binding upon both the student employee and SVSU.
In addition to termination for cause previously specified, a student employee may be terminated for the following reasons: budget constraints, completion of the project, or other such valid reasons unrelated to job performance. In such cases, a minimum of two weeks in advance of the termination date, the employer must provide a copy of the written termination notice stating reason(s) for termination to the Student Employment Coordinator.