General
Student Employment Policies
All campus-wide student employment policies pertaining to wages, hours worked, hiring procedures, and utilization of student labor at UW-Stevens Point have been established by the Student Employment Advisory Committee (formerly COFAPP/Committee on Financial Aid Policies and Programs) and are to be implemented by the Student Involvement and Employment Office. University policy provides equal employment
opportunities for all students regardless of age, race, creed, color,
handicap, sex, national origin, or ancestry.
Moreover, all University of Wisconsin - Stevens Point students are
subject to the same basic conditions of employment, regardless of the
department/agency for which they work. Every job has unique characteristics that cannot be
detailed in a general policy statement.
Therefore, it is the responsibility of the employer---at the time
of hiring---to outline the specific conditions of employment to which the
student will be subject. Those conditions should include: Job
Description/duties, number of hours/specific hours of work, wage rate,
responsibilities, rights, and any additional departmental personnel
policies. BENEFITS: Students are not eligible for benefits such as sick leave, holiday pay, vacation, or retirement, but they are eligible for Worker's Compensation under provisions of Wisconsin Law. COMPLAINTS/GRIEVANCES: If a student believes treatment during the employment period was unfair, he or she may follow the procedures set forth in the GRIEVANCE PROCEDURES section of the Student Employment Handbook (p. 11). DISCRIMINATION:
UW-Stevens
Point is an affirmative action/equal opportunity employer.
The Student Involvement and Employment Office affirms its
commitment to the "public policy of the state to encourage and
foster, to the fullest extent practicable, the employment of properly
qualified persons regardless of their age, race, creed, color, handicap,
sex, national origin or ancestry." [Wisconsin Statutes 111.31]
Discrimination in establishment of wage rates is also prohibited. DUAL POSITIONS: Students may be employed at more than one location on campus. Employers are encouraged to discuss with student employees the possible ramifications of holding more than one job. The Work Study employee who needs more than one job to reach an earning limitation (Control Figure) needs coordination of work by supervisors so that neither earnings nor hours of work limits are exceeded. Departments may have conditions or terms of employment that prohibit dual jobs provided that those departments offer students reasonable capability of reaching their earnings needs. EMPLOYMENT OF RELATIVES: The University System nepotism policy allows the hiring of two members of the same family, even within a single department.* The policy requires that an open position be offered to the "best qualified...available" candidate, without regard to relationship. However, decisions on hiring, wages, and retention are not to be made about any employee by a related person. This policy applies also to student employment. *[See UNIVERSITY HANDBOOK, IV, 12.] EXCEPTIONS TO RULES: Exceptions to wage rates and the 20-hour maximum work week are made by the Personnel Director. Student status is determined by the Registrar. Student aid exceptions are determined by the Financial Aid Office staff. HOURS: The weekly average hours of employment may not exceed 20. Payrolls are monitored for excessive hours. Departments wanting to exceed the "reasonable expectation" of 20 hours a week averaged over the period of enrollment must seek approval from the Personnel Director. During summer and vacation periods, students may work a 40-hour week. On
the Job INJURIES:
Students who are performing work for the University
and are on the University payroll are covered under Worker’s
Compensation for work related injuries. If
an individual is injured on the job: 1)
The
employee should inform their supervisor of the accident immediately.
In the event of a medical emergency, 911 or Protective Services
(x3456) should be contacted 2)
The injured employee and area supervisor must complete an injury
report and submit it to the office of Safety and Loss Control within 24
hours (call x2618 if additional forms are needed). A copy of the injury report forms can be given to the
department supervisor. 3)
If medical treatment is necessary, the employee has the choice of
any physician, chiropractor, psychologist or podiatrist licensed in the
State of Wisconsin. Saint
Michael’s Hospital and Rice Medical Center are the closest treatment
facilities. 4)
Inform the place of treatment that the injury is work related.
All bills and a report from the doctor need to be sent to the
office of Safety and Loss Control for processing.
If medication needs to be purchased, all receipts must also be sent
to the office of Safety and Loss Control. 5) When a work related injury results in work restrictions, or an absence from work, a medical report giving the reason and dates is required. The office of Safety and Loss Control must be contacted for any lost time or restrictions involving work related injuries. The University of Wisconsin System has an Early Return to Work Policy. The supervisor of the injured employee should contact Safety and Loss Control to discuss whether modified duty is available within given work restrictions. LAYOFFS: If a student should be laid off for reasons other than unsatisfactory performance or behavior on the job*, at least one week's notice, in writing, must be given by the employing department. * [Example: funding shortfall.] OVERTIME: Students
working more than a 40-hour week are to be paid at time-and-one-half for hours over 40 on the Regular Payroll.
Work Study students working over 40 hours will have their hours
charged to the employing department at time-and-one-half and will be paid
from “regular” funds. PAY RATES: All students will be paid an hourly wage rate in accordance with the "Student Employment Classification and Wage Rate Schedule." (Appendix B). REST PERIODS: Student employees should be given a 15-minute rest period during each continuous four hours of work. The rest period is to be preceded and followed by a work period. It should not be used to cover student's late arrival or early departure. Rest periods are scheduled by the supervisor and cannot be accumulated. TERMINATION OTHER THAN LAYOFFS: If performance or behavior on the job is unsatisfactory, the immediate supervisor should discuss the action with the student. When improvement is not sufficient, the supervisor should give a written evaluation of the employee's performance, stating the deficiencies and the time frame for improvement. If performance or behavior continues to be unsatisfactory, the supervisor may consider termination. The procedure to follow, then, is listed under Employee Conduct Issues (p. 16 – 19) in the Employer Section of the Handbook. UNEMPLOYMENT COMPENSATION: Student employees of UW-Stevens Point who work less than full time generally are excluded from coverage. Questions on specific cases should be addressed to: Wisconsin State Job Service, 1650 Briggs Street, Stevens Point, WI 54481 (715-345-5330). [Sec. 108.02 (5) (G) 20.] VOLUNTEER WORKERS: The Fair Labor Standards Act of 1983, as amended, prohibits institutions from accepting voluntary service from any employee without prior agreement between employer and employee. Moreover, voluntary activity may not be the same as the job for which the employee has been paid. [See WISCONSIN PERSONNEL MANUAL, Chapter 516, pp 19 and 20, 4/6/87 edition.] WAGE
INCREASES: Students who
have performed their jobs well should be given wage increases at
appropriate intervals for seniority, merit, or increase in
responsibilities. Participation in any of the following behaviors may result in immediate dismissal from a student position. Students may also be referred to the Student Conduct system for further sanctions. Other behaviors that result in harm to another or misuse of University property/funds may also be grounds for removal from a position.
Hourly Student Employee Grievance ProcedureOccasionally, student employees may
encounter a situation in the workplace that is difficult to resolve.
The UWSP Hourly Student Employee Grievance Procedure is designed to
resolve the conflict as quickly and equitably as possible for all
undergraduate students and graduate students paid on an hourly basis. At the onset of a problem, the student employee is encouraged to informally discuss his or her concerns with the immediate supervisor to help resolve the situation (whether the situation involves the employer or not). If the result of the meeting is not met satisfactorily, the student employee can follow the formal process of filing a grievance. Confidentiality is a key component in resolving a
grievance and it is expected that employers and employees would keep
information related to a given situation only to those involved in the
process. Filing a Grievance: LEVEL I. The student completes the Student Employee Grievance Form (Appendix E) within 30 days of the incident. The student provides one copy of the form to the immediate supervisor and one copy to the Student Involvement & Employment manager. The supervisor has seven business days to respond to the grievance. The supervisor will provide the student with a written copy of their decision. LEVEL II. If the student disagrees with the outcome of the grievance decision, he/she can appeal the decision to the supervisor's superior within three business days of receiving the written response from the supervisor. To appeal, the student will re-submit the original grievance form with the supervisor’s decision to the supervisor’s superior. This person will have seven business days to respond to the student’s appeal (to include meeting with the student personally) and the student will be provided with a written copy of his/her decision. A copy of the decision will also be forwarded to the Student Involvement and Employment Manager. LEVEL III. If the student disagrees with the outcome of the first appeal, he/she may submit a final appeal to the Student Employment and Involvement Office within three business days from the date of the last decision. The grievance will be reviewed by a three person panel comprised of a representative selected by the student, a representative selected by the supervisor, and an impartial member selected by the Assistant Chancellor for Student Affairs. The student filing the grievance will be asked to submit the name of a representative to the Student Involvement and Employment Office within five business days of submitting the final grievance as will the supervisor and Assistant Chancellor. The panel will review the previous grievances, meet with the persons involved, and make a recommendation(s) for resolution to the Assistant Chancellor for Student Affairs. The Assistant Chancellor has fourteen business days to issue a decision on the final appeal. In instances of sexual
harassment or discrimination issues, students may choose to follow the
UWSP Hourly Student Employee Grievance process or contact the Affirmative
Action Office for assistance. If
students choose the Hourly Student Employee Grievance process, the
Affirmative Action Office will be notified of the complaint. Graduate Assistantship Grievance Procedure
Occasionally, graduate assistants may
encounter a situation in the workplace that is difficult to resolve.
The UWSP Graduate Assistant Grievance Procedure is designed to
resolve the conflict as quickly and equitably as possible for all graduate
assistants paid on a salaried basis. At the onset of a problem, the graduate assistant is encouraged to informally discuss his or her concerns with the immediate supervisor to help resolve the situation (whether the situation involves the employer or not). If the result of the meeting is not met satisfactorily, the graduate assistant can follow the formal process of filing a grievance. Confidentiality is a key component in resolving a
grievance and it is expected that employers and employees would keep
information related to a given situation only to those involved in the
process. Filing a Grievance: LEVEL I. The graduate assistant completes the Graduate Assistant Grievance Form (Appendix E) within 30 days of the incident. The student provides one copy of the form to the immediate supervisor and one copy to the Student Involvement and Employment Manager. The supervisor has seven business days to respond to the grievance. The supervisor will provide the student with a written copy of their decision. LEVEL II. If the student disagrees with the outcome of the grievance decision, he/she can appeal the decision to the supervisor's superior within three business days of receiving the written response from the supervisor. To appeal, the student will re-submit the original grievance form with the supervisor’s decision to the supervisor’s superior. This person will have seven business days to respond to the student’s appeal (to include meeting with the student personally). The student will be provided with a written copy of his/her decision as will the Student Involvement and Employment Manager. LEVEL III. If the student disagrees with the outcome of the first appeal, he/she may submit a final appeal to the Vice Chancellor for Academic Affairs within three business days from the date of the last decision. The grievance will be reviewed by a three person panel comprised of a representative selected by the student, a representative selected by the supervisor, and an impartial member selected by the Vice Chancellor for Academic Affairs. The student filing the grievance will be asked to submit the name of a representative to the Vice Chancellor for Academic Affairs within five business days of submitting the final grievance as will the supervisor. The panel will review the previous grievances, meet with the persons involved, and make a recommendation(s) for resolution to the Vice Chancellor for Academic Affairs. The Vice Chancellor has fourteen business days to issue a decision on the final appeal. In instances of sexual harassment or discrimination issues, students may choose to follow the Graduate Assistant Grievance process or contact the Affirmative Action Office for assistance. If students choose the Graduate Assistant Grievance process, the Affirmative Action Office will be notified of the complaint. |