REGISTRATION REQUIREMENTS
All student employees must be registered at least half-time (6 credit hours) with RRCC. Non-registered students may work during the summer semester, provided they are registered for at least six credit hours with RRCC for the upcoming fall semester. Summer-semester student employees who are registered for less than six credit hours (during the summer semester) are required to enroll in the TIAA Supplemental Retirement Annuity. An active student employee who drops below the six credit hour minimum requirement (not including students who withdraw) will no longer be eligible for student employment and will be terminated at the conclusion of the pay period during which they drop below eligibility. If an active student employee withdraws from a course (leaving them below the six credit hour minimum) within two pay periods of the end of the semester, their work eligibility remains active. Continuation of employment for an under-enrolled student during a spring or fall semester will be considered on a case by case bases and would require TIAA contributions.

ASSIGNED WORK RESPONSIBILITIES AND PAY RATES
All student employees will be employed and paid based upon the level of responsibilities assigned to them. RRCC has established four levels of student employment, as described in Attachment A.

HOURS OF WORK
During periods of regularly scheduled classes, student employees may work a maximum of 20 hours per week, based on availability of funds. Student employees may be eligible for 28 working hour per week during certain breaks from the normal academic schedule and/or between semesters. These changes are to be determined, coordinated and announced by the Human Resources Office. In all situations (including the event that a student accidently works more than the permitted 20 hours in a week), student employees should report their worked hours exactly as they occurred. No ‘banking’ of hours for future payment will be permitted. Intentional over/under reporting of hours is a terminable offence. Time reports that have been submitted by an employee and approved by a supervisor are presumed to be wholly accurate and will not be subject to future assessment or payment.

COORDINATION OF STUDENT EMPLOYMENT
RRCC Student Employment Services and its Coordinator (a part of the Human Resources Office) is responsible for coordinating all student employment.

INTERVIEW
The department representative who is responsible for supervision of a student employee interviews student applicants, makes a selection for employment and completes a requisition for the prospective student employee. The prospective student employee is then directed to the Human Resources Office with the signed requisition to receive new hire paperwork. Non-selected candidates are notified by the department representative and referred back to the Human Resources Office or the online job listings for other potential positions.

REQUISITIONS
Departments wishing to employ student employees as the result of an interview are required to submit a completed Student Hourly requisition form (found here) to the Coordinator of Student Employment Services. All student employees are encouraged to apply for Financial Aid work-study awards.

EMPLOYMENT PROCESS
New student employees are required to complete all new-hire paperwork prior to beginning employment. New-hire paperwork must be procured electronically or in hardcopy from Student Employment Services in the Human Resources Office and returned to that same office. Former student employees who have been inactive for one year or more must resubmit new-hire paperwork. Former student employees who have been inactive for less than one year will be required to complete a reduced portion of the new hire paperwork. No student employee will be eligible to begin work until the entirety of the necessary documentation has been received by the Human Resources Office and the employee has received a permission-to-work email from the Human Resources Office.

BACKGROUND CHECKS
All student jobs will require a background check as a condition of employment. Background checks are facilitated through the Human Resources Office and are included in the New-hire paperwork. Results of background checks are kept strictly confidential.

STUDENT EMPLOYEE SUPERVISION
Individual departments are responsible for the supervision of their student employee(s). A review of department procedures and expectations should be completed by the supervisor within the first day of a new student employee’s employment. Resources for this process are available through Student Employment Services in the Human Resources Office. Department representatives should consult with the Coordinator of Student Employment Services for appropriate expectations of student employee responsibilities. No student employee may be responsible for the full supervision of another student employee. Part-time (Variable-Hour) employee may lead and advise student employees, but may not supplant the role of a full-time supervisor in terms of hiring, supervision, time-sheet approval, corrective action or termination. All student employees have the right to a committed, available, full-time supervisor.

PERFORMANCE MANAGEMENT
All performance related conversation/action should be documented by the supervisor. Performance issues should first be addressed by the supervisor in conversational manner to allow the student employee the opportunity to improve. Continued performance issues should be addressed with a corrective action memo, or ‘write-up.’ Severe performance issues should be discussed with the Coordinator of Student Employment or the Executive Director of Human Resources to determine the appropriate course of action.

NATURAL TERMINATION OF STUDENT EMPLOYMENT
All student employment will be set to terminate at the end of each academic semester. Student employees who will be continuing on in their positions to the next semester will need to have their employment renewed via requisition by their supervisor and their eligibility confirmed by the Human Resources Office.

DISCIPLINARY TERMINATION OF STUDENT EMPLOYMENT
Prior to conducting a disciplinary termination, supervisors should make every effort to inform the student employee of pertinent performance issues and their potential to result in termination. Department supervisors who find it necessary to terminate a student employee during the semester should consult with the Coordinator of Student Employment prior to terminating the student’s employment. The Student Employment Office will notify the Payroll Office (and Financial Aid Office, if student is Work Study) within seven working days to inform them of the official termination date. If a student employee is terminated for reasons that render him/her ineligible for any future employment with RRCC, they will receive their final paycheck within three days of their termination.