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.
The designated or immediate supervisor is responsible for monitoring the work progress of the 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.
In the event that a student employee demonstrates unsatisfactory work, a supervisor, prior to the termination of the student must follow the procedures outlined below.
The Director of Career Services 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 Services decision to the Associate Provost for Student Affairs. Upon review, the decision of the Associate Provost 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: attendance, 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.