Almost all student employees will, after some training and/or guidance, become valuable team members who can add appreciably to the departments in which they work. In a few cases though, difficulties may arise, and supervisors may be unsure how to proceed. Specific questions should be addressed to Student Employment at email@example.com
or at 315-228-6442.
As a basic blueprint, we provide a (slightly modified) excerpt from Colgate’s Personnel Policies and Benefits Handbook for Administrators, Technicians, and Support Staff, the original of which can be found on the Human Resources
area of the Colgate website. The excerpt noted below outlines the usual disciplinary action to be taken if an employee — in this case, a student employee — is failing to meet expectations and/or appropriate standards of behavior: Involuntary Terminations
The university may terminate the employment of an individual at any time in accordance with the provisions of this handbook.
Colgate may take disciplinary action, up to and including termination, against any employee for failing, in Colgate’s sole discretion, to adhere to certain standards of behavior. Such failure is frequently reflected in certain actions by the employee, like some of those mentioned earlier in this handbook, and including, but not limited to, the examples found here
If there is a problem with the performance of a regular [student] employee, the following procedures should normally be followed to ensure fairness and due process. Although these procedures are generally applied, [where student employees are involved] the... [procedures] may be disregarded for appropriate reasons upon approval of [Student Employment].
A supervisor is responsible for providing, on a regular basis, accurate and objective evaluation of an employee's performance. The employee should understand the standards that are established for competent performance of the job. A supervisor should discuss any performance deficiencies with the employee. If improvement does not occur, the [student] employee should receive a written communication from the supervisor that states the problem, outlines need for improvement, and indicates acceptable performance levels. A copy of this notice must be sent to [Student Employment] for inclusion in the [student’s] record.
If improvement is not observed after a reasonable time, the supervisor should inform the [student] employee in writing of goals to be achieved within a specific period of time and that employment may be terminated if satisfactory performance is not achieved. A copy should be given to [Student Employment]. Any recommendations for termination of [a student’s] employment must be reviewed by [Student Employment]....