On-Campus Student Employment Handbook - Career Services

Supervisors should engage in reasonable efforts to ensure that all student employees understand performance expectations and that students are treated appropriately should disciplinary issues arise.

Grounds for discipline, up to and including termination, could include, but are not limited to, unsatisfactory work performance or conduct, or other violations of University policies and regulations.  Supervisors should immediately document incidences of inappropriate behavior and the disciplinary action taken in order to maintain an accurate record of the reasons for discipline and/or dismissal.  

In the event of alleged violations of municipal, State and/or Federal laws, the Dean of Students and the Director of Public Safety and Police Services should be consulted.

The following categories may be used to determine the appropriate pay range for a student job description.  The following tables outline the student employment levels and pay rates that have been adopted:

In no case may a student be paid less than $10.33 (Michigan minimum wage as of 1/1/24). All student employees are considered hourly, and cannot be paid a stipend unless they meet the requirements of the teaching exemption as defined in the Fair Labor Standards Act (example, Graduate Teaching Assistants).

Exception requests to the student wage maximum of $15.50 must be sent to hr@nmu.edu to secure HR approval in advance. Exception requests must include documentation supporting the request. Paying less than the suggested pay range for a specific level as a result of budget, etc. does not require an exception. 

Recommended Schedule

 Effective 8/18/24

• Individual hiring departments are responsible for placing their student employees in the appropriate Employment Level.
• There may be some overlap in the hourly wage from one Employment Level to the next. For example, someone employed at Level 1 may be earning more than someone at Level 2.
  This is because the student employed at Level 1 may have been in their position longer, may be responsible for training new student staff, may possess very specialized skills and abilities, etc.

The four types of student employment programs are:

• Federal Work-Study: A federally-funded program where the government subsidizes a portion of the student's wages but not the fringe benefits.  A financial aid form must be submitted, and a student is then placed on the program as a part of their financial aid package.  Students must have a high need to be eligible and must accept their award.
• Regular Student Employment: Any student is eligible for these positions on-campus and the department pays all wages and fringes.
• Off-Campus:  Any student can be referred to off-campus employment.

Students working on-campus fall into one of two classifications:

• Student Labor: A Federal Work-Study (FWS) or Regular (non-work study) student employee who meets the following criteria:
  • Student is enrolled at least half-time (6 undergraduate credits/4 graduate credits) and maintains that enrollment during the semester in which the student is employed; or, during the summer semester, is enrolled at least half-time for the fall semester; and
  • Student is enrolled and is regularly attending classes towards completion of a degree, certificate, or diploma program.
• Temporary Labor: An employed student who drops below half-time enrollment or is a non-degree seeking student (not enrolled in a degree, certificate, or diploma program).  Departments hiring and/or employing individuals who fall under this classification must consult with Human Resources.

In accepting a campus position, students assume work responsibility for which they will be held accountable.  The following list describes the general work performance standards that should be discussed and reinforced with student employees.  Supervisors should also share more specific department requirements with their employees.

1. The student employee should always report to work on time and let the supervisor know when they report for work. The student employee should always contact their supervisor if it is impossible to show up for work or to report for work on time.
2. The student employee should request permission in advance to be absent from work if special circumstances arise (the student employee should ask the supervisor to define "special circumstances".)
3. A student employee should immediately bring to the supervisor's attention any problems or concerns that may pertain to the job.
4. A student gaining employment from more than one on-campus employer must notify each supervisor of all current on-campus employment.
5. Student employees should perform the duties assigned to the best of their ability.
6. A student employee should dress appropriately for the job as specified by the employer.
7. A student employee should respond positively to constructive criticism.
8. A student employee must give the supervisor at least a one-week notice when quitting a job.
9. Any student that does not meet departmental work expectations may face disciplinary action up to and including termination at the request of the employing department.
10. Students expected to handle all confidential information they encounter during the employment experience in an appropriate and professional manner. Supervisors should clarify what constitutes confidential information and reinforce if/how this information should be handled and discussed.

Regular evaluation of employees helps the supervisor to measure performance and also presents an ideal source of feedback for students.  One important method to assess and improve productivity involves the use of performance appraisals.  Supervisors should evaluate student performance once/semester or once/year by completing an appropriate appraisal form and meeting with the student employee to discuss his/her performance.  It is important that supervisors explain the content of the appraisal and obtain a signature verifying the student has read and understood the evaluation.  All completed performance appraisals should be maintained on file in the employing department.

The performance appraisal process provides documentation of student performance and also increases awareness of departmental standards and expectations.  In addition, performance appraisals can establish a favorable work record that students may want to utilize for future employment opportunities.  Students should be aware that their campus employment offers an excellent chance to establish a sound work history.

See an example of a sample performance appraisal.

The fiscal year is broken into the following segments for Federal Work-Study (FWS) students:

• Fall Semester
• Winter Semester
• Summer Session

Fall/Winter Semester - Students have a dollar limitation on their FWS earnings for the semester. The FWS period for the winter semester includes both semester break and spring break.

Summer Session - if funds are available, FWS students may be employed during this period even though they earned their total award during the academic year. The Financial Aid Office must determine the student's eligibility for this time period.

Earning Limitations

Employers can use the following calculation to determine the hours a FWS student can work per week so that they may work for the entire academic year using FWS funds.  The award amount divided by the number of weeks in hiring period equals the amount per week the student can earn.  Amount per week divided by the amount per hour (pay rate) equals the hours per week the student can work.

EXAMPLE:

Award amount         $4,000

Number of weeks     30

Pay rate                   $11.00

$4,000 / 30 weeks = $133.33 per week

$133.33 per week / $11.00 per hour = 12 hours per week

Per this example, the student can work approximately 12 hours per week for the entire academic year without exhausting FWS funding.  Students who have earned their entire FWS allocation may be allowed to continue working under regular student employment.  This will be at the discretion of the employing department.

Job Descriptions

The Federal Work-Study program requires that all FWS positions have current job descriptions.  Departments are therefore required to develop job descriptions for all FWS positions, and to keep these descriptions current by updating them as appropriate.  To assure consistency and fairness, departments should maintain job descriptions for all positions (regular and FWS).  Employers can also contact Career Services for assistance with writing student employee job descriptions.

Employing departments DO NOT pay fringe benefits, including FICA taxes, on Student Labor workers (as defined above) regardless of the number of hours worked in any given week or pay period, as long as the employed student maintains at least half-time enrollment status during the semesters they are employed. If you have a student employee working during the summer and not taking classes, your department will need to pay fringe benefits, including FICA taxes during that semester.

Temporary Labor: Employing departments DO pay fringe benefits, including FICA tax, on all student employees who fall into this category.

Student employees may experience problems related to their employment situation.  The Student Employment Grievance Procedure is designed to resolve such problems as quickly and fairly as possible.  Supervisors should ensure that student employees are familiar with this process.

1.      If a student has a grievance, the student should meet with their immediate supervisor/program coordinator and a good faith attempt should be made to reach a mutual agreement.  The immediate supervisor/program coordinator will give a verbal response to the student as soon as possible after their meeting. 

2.      If the student does not feel that the situation has been satisfactorily resolved, they should request a meeting with the department head, unit manager, or designated representative of the department in which the student is employed in a good faith attempt to resolve the issue.  The department head, unit manager or designated representative shall meet with the student employee as soon as possible to discuss the employee's concern.  The department head/unit supervisor's decision shall be final, exclusive and binding on the University and the student.

Career Services has no authority to change an employment-related decision by any University department, but is available to discuss a student employee's concerns once the student employee has met with their immediate supervisor.

Please follow the steps below for approval to hire a student into a GA position and/or post a GA job. 

To hire a GA where the job description is unchanged from a previously approved job description:

Fill out and submit the GA hiring form. In addition, you will also initiate the background check process.  *Please note all GA’s must have a background check once a year. *  The information from the form will be used to initiate their contract with Academic Affairs and GA benefits across the university, once the background checks have been started. 

To get approval to post a position or hire a GA into a newly created position or positions with an updated job description: 

(Keeping GA positions updated ensures that institutional and national labor practices are followed, and that GAs are aware of their responsibilities.)

1. Fill out the GA Job Description Approval Form 
2. The Graduate College will inform the department of whether the position is approved or needs revisions
3. Once the Graduate College approves a position, the department can post the position or update an ongoing student's job description.
4. When a department selects the student for that position, the department will inform the graduate office of their selection by completing the GA Hiring Form and initiate the background check. 
5. The information from the form will be used to initiate their contract with Academic Affairs and GA benefits across the university, once the background checks have been started. 

You can find more information about Graduate Assistantships and forms here.  You may also contact Sarah Amidon, Assistant Director of Graduate Student affairs by phone, 906-227-2405 or by email, scarson@nmu.edu

In no case may a university employee hire or supervise student employees who are members of his or her immediate family.  When hiring student employees, departments are encouraged to give hiring preference to NMU students in the following priority order:

1.         Students enrolled when employment occurs during the academic term. "Academic term" is defined as the time between the first scheduled day of classes and the scheduled Commencement date of Fall and Winter semesters or the final day of summer session examination periods.

2.         Continuing students enrolled the previous academic term and pre-registered for the upcoming term.

3.         Newly admitted students who have paid their Orientation Fee. (If these students have not yet registered for classes, they must be hired as temporary labor, not regular student employment or Federal Work-Study.  See the Employee Classifications Section for more information.)

4.         Newly admitted students who have been accepted by the University for enrollment but who have not paid their Orientation deposit.  (These individuals must also be hired as temporary labor).

To facilitate a student's academic success and to ensure compliance with specific regulations, students may not be scheduled to work:

• More than eight (8) hours per day during the academic year;
• During their regularly scheduled class periods;
• In positions that are, or have historically been, filled by full-time NMU employees; or
• More than 24 hours per week (exceptions during the summer - see 'Summer Employment and University Breaks')

Probation Students

It is the department's discretion to employ a student under academic (or other) probation. Federal Work-Study (FWS) eligible students on probation may be at risk of losing their FWS funding in subsequent terms, if they do not meet the SAP standards. 

Federal law requires all students who receive financial aid (including FWS) to make Satisfactory Academic Progress (SAP) toward their degree. NMU's Satisfactory Academic Progress Policy can be viewed at: www.nmu.edu/financialaid/progresspolicy. Undergraduate students need to maintain a 2.0 cumulative GPA and graduate students must maintain a 3.0 cumulative GPA to maintain eligibility through the Satisfactory Academic Progress (SAP) Policy. This is one of the standards reviewed after each semester. 

• If the student is above the cumulative GPA standard, the student can maintain eligibility for FWS.
• If the student is below the cumulative GPA standard, the student is given a one semester warning semester (still eligible for aid, including FWS during the warning semester). 
• If, after the warning semester, the student is still below the standard, the student will lose aid eligibility, including FWS.

International Students

*Per visa/immigration policy, international students remain limited to 20 hours of work each week or 40 hours per pay period during the academic year. International students can work up to 40 hours per week during break periods. For additional information, click here or contact International Programs at 227-2510.

There are four major steps in the student hiring process:

1. The appropriate staff should determine the level and pay rate of the position.
2. The position should be posted with Career Services.
3. Students should be interviewed and selected based on job-related qualifications.
4. The appropriate documentation must be processed once the student is hired. This includes entering the student into the UltraTime payroll system.

The staff in Career Services is available to assist departments with any aspect of this process.

For many students, interviews for on-campus positions are their first experience with employment searches.  By conducting effective interviews, employers not only increase the likelihood of placing the best person in the position, but can also provide an excellent educational opportunity for all applicants. 

Keep in mind that The Equal Employment Opportunity Act and the Americans with Disabilities Act prohibit employers from requesting specific information that could be used for discriminatory purposes.  Interviews should include only job-related questions and information.  Departments assigning a student to confidential areas may want to consider a reference check before hiring the student.

Click here to access on-campus employment applications and view sample illegal and legal interview questions to help you successfully plan your interview process. 

Don't wait until the performance evaluation to let the student know that they are doing a good job. Write a letter of appreciation, give regular verbal recognition, or feature the student in a department newsletter or e-mail. Here is an example of a letter you could give to your student employee:

Dear Stacy Student:

I just wanted to drop you a quick note to thank you for all your hard work during this year’s summer orientation program.  The banner you created for the department was extremely creative and will be put to good use for many years to come. (A great way to leave a legacy!)

I was also impressed by your incredibly high energy level, and was pleased to see you still smiling and providing a helping hand to the students and parents even at the end of a long day. 

The department staff truly appreciates your strong work ethic and dedication to serving our customers.  Keep up the good work!

Sincerely,

Sam Supervisor

Student employees who are seeking medical accommodations as result of a medical condition should be directed to Human Resources at 227-2330 or hr@nmu.edu for information on how to make an accommodation request. Supervisors should not discuss student employee's personal medical information with them.

National Student Employment week falls during the early part of April each year and provides an excellent opportunity for employers to recognize the hard work and effort put forth by our student employees.  During National Student Employment Week, employers are encouraged to honor their students by doing something creative or out of the ordinary to show their appreciation.  Some ideas to consider:

• Treat students to a pizza party, potluck lunch, or special breakfast.
• Give students a care package with cookies, candy, popcorn, a mug and hot chocolate packets.
• Share a decorated “Thank You” cake with all the students in your organization.
• Send your students flowers or give them a plant to remember your organization.

More ideas for Student Employment Week will be available from the Career Services' website during the weeks prior to the event. 

View NMU's Non-Discrimination Policy.

Wages received by student employees are subject to federal and state income tax deductions.  Social Security and Medicaid Tax are not withheld for students while they are enrolled at least half-time and are regularly attending classes towards completion of a degree, certificate, or diploma program.

All departmental Federal Work-Study and regular student labor openings can be posted through Career Services.  Departments interested in listing open positions should submit a job posting in Handshake (https://nmu.joinhandshake.com).  Once the position is filled, please notify Career Services to remove the posting to avoid further inquiries. 

Employers are also encouraged to provide written or verbal feedback to students who applied and were not selected for the position.   Feedback should definitely be provided to any student that interviewed for the job.  A rejection letter lets the student know to continue his/her job search and may help the employer to avoid additional inquiries. Click here to view sample appointment and rejection letters.

Once you've hired the best person for the job, the following processes will need to be completed:

1. The employing department will need to enter a student's information via the Electronic Personnel Action Forms (EPAF) in MyNMU which feeds the necessary data to the UltraTime Time Keeping System.  If you see the I-9 Form Indicator marked as Received and an I9 Date in the Current Value column when entering the EPAF, then all of the student's payroll paperwork is current and no other forms are necessary.  If the I-9 form indicator is blank and there is no received date, then the student must complete all of the payroll paperwork shown in the steps below. 

2. NMU utilizes the LawLogix/Guardian Electronic I-9 system for completion of Form I-9. The student employee will receive an email to complete Section 1 once the Electronic Personnel Action Form (EPAF) is entered for their hire. Section 1 must be completed on or before the first day of work. Once Section 1 is completed, the student employee will bring original documents (see acceptable documents here) to prove identity and authorization to work in the United States to their hiring department for verification and completion of Section 2 which the hiring manager will also complete in LawLogix. Section 2 must be completed on or before the third business day after the first day of work.  A student employee who has worked on campus within the last year does not need to complete Form I-9 or submit new paperwork.  If the student needs to complete an I-9 they will also need to complete the other employment-related documents (see steps 3 & 4). 

3. Each student must also complete the paper Federal W-4 and Michigan W-4 forms with the employing department. Completed W-4's MUST be sent to Human Resources. 

4. A direct deposit authorization form must be filled out and sent to Human Resources. Students must choose to have their check deposited into their bank account or loaded onto a VISA paycard.  Please always ask those who have worked on campus previously if they need to update their direct deposit information as they may have changed bank accounts.

In order to use the UltraTime payroll system, you will need access which must also be assigned by the Human Resources Department.  With the use of this system, a student's time can be input by 3 possible methods: the student clocks in and out by swiping their ID card or entering their NMU IN and validating it with their biometric data (for departments with time clocks); a student is given access to enter their hours worked; the student's supervisor may enter the hours worked. Every two weeks the supervisor will use UltraTime to approve and process student payroll.

Questions regarding the use of UltraTime should be forwarded to the NMU Payroll Department at 227-2330.

Sample Appointment Letter

August 15, 2022

Dear Nathan Needajob:

I am pleased to inform you that you have been selected for the Language Department’s Desk Clerk position. Your starting pay will be $11.00 per hour and you will be reporting to Dr. Angela French, Director of the Language Department. Based on your class schedule, we would like you to report to work on Tuesday, August 31 at 9:00 am for your initial training and orientation. You should report to the Language Department in 404 Cohodas Hall.

I have enclosed information regarding our department as well as a job description for your review. We will discuss this information in more depth when you begin your work assignment. Please contact me at ext. 5555 should you have any questions at this time. We are very excited to have you on board with our organization and look forward to seeing you on the 31st. Best of luck for the coming school year!

Sincerely,

Barbara English

Sample Rejection Letter

January 20, 2022

Dear Randy Rejected:

We have completed our interview process for the position of Store Cashier and have decided to hire another candidate for the job. We thank you for taking the time to interview with us and appreciate your interest in our organization.

If you are still looking for employment, I encourage you to contact Career Services at 227-2800 or visit Handshake (MyNMU > Student Services tab) for current openings. The Career Services staff may also be able to assist you with your job search process. I wish you the best of luck.

Sincerely,

Bill Badnews
Supervisor, Stop and Shop

Federal law requires all students who receive financial aid (including FWS) to make Satisfactory Academic Progress (SAP) toward their degree. NMU's Satisfactory Academic Progress Policy can be viewed at: www.nmu.edu/financialaid/progresspolicy. 

In addition to the services described throughout this handbook, the staff in Career Services is available to provide guidance regarding any student employment issues you encounter.   In addition, we can develop customized training programs for employers and student staff such as interviewing skills for supervisors, customer service for student employees, and legal issues in student employment.

Please note that we offer a number of different resources to students as well.  Please share the following information with your student employees:

• Handshake: Contains postings for all jobs. Upload your resume to apply for jobs online and for employers to view. View the list of employers that are visiting campus and sign up for information sessions and on-campus interviews. Sign up to attend job fairs, workshops and other career-related events.
• On-Campus Interviews:
  Employers visit campus throughout the year to interview NMU students for a variety of positions.
• Scheduled Workshops:
  Workshops addressing the following topics are offered throughout the year:
  • Resume preparation
  • Interviewing skills
  • Professional presence
  • Internships and summer employment
  • Each workshop also contains information on how to use technology to enhance your job search strategies.
• Job Fairs: many job fairs are offered throughout the academic year - some are major-specific, while others are open to all majors and all employment levels. 

NMU Career Services is open from 8:00 am to 5:00 pm, Monday through Friday during the regular school year, and from 7:30 am to 4:00 pm, Monday through Friday, during the summer. 

View NMU's Relationship Violence, Sexual Misconduct and Stalking Policy.

Please contact Career Services at x2800 or the Equal Opportunity office at x2420 for more information.

Stay in touch with your returning student employees during the summer by sending them a card or letter letting them know you are looking forward to their return. Here is a sample of a letter you could send them:

Dear Employee Name:

Another school year is fast approaching and I know you had an interest in returning to the Computer Lab as a Lab Assistant. You did a great job during your first year with us, and we would be happy to have you join our team again this fall.  Please complete the enclosed schedule indicating the hours you are not available to work (based on classes, special activities, etc)., and return it to me in the enclosed envelope.  I will put together a work schedule for you and send it to you within the next two weeks.

We have an orientation planned for returning students on August 31 at 4:00 p.m. in the Main Lounge. Please make sure you attend the meeting to learn about the new resources available in the lab. If you cannot make this meeting, please contact me immediately to make alternate arrangements.

I hope that you have enjoyed your summer and are looking forward to another exciting school year. I look forward to seeing you on the 31st.

Sincerely,

Supervisor Name
Computer Lab Supervisor

University faculty and staff who hire, train, supervise, and evaluate part-time student employees are bound by the tenants contained below:

1. Individuals hired as student employees must be enrolled at NMU for six (6) or more credit hours, or four (4) or more graduate credit hours, during the time they are working and must be making satisfactory progress towards a degree, certification, or diploma. This applies for the fall and winter semesters, semester breaks and holidays, and summers as well. 
2. During the fall and winter semesters, student employees can work no more than twenty four (24) hours of work per week/forty (40) hours of work per pay period - regardless if the student requests to work more hours. 
3. Students working during Thanksgiving Recess, the Holiday Break, and Mid-semester Recess will be restricted to twenty four (24) hours of work per week. (NOTE: Students working over the Holiday Break must be pre-registered for the winter semester.)
4. In the summer, student employees will be restricted to twenty four (24) hours of work per week/forty (40) hours of work per pay period while they are enrolled in classes six (6) or more undergraduate credit hours or four (4) or more graduate credit hours. Students who are not enrolled in summer classes, but are pre-registered for the following fall semester, may work up to forty (40) hours of work per week/eighty (80) hours of work per pay period.
5. The number of hours worked by an individual student on campus will be cumulative; that is, if a student works more than one job, the total hours worked must meet the requirements listed above. This includes Graduate Assistants. Supervisors "sharing" student employees must work together to ensure that requirements are met. 

While we expect there may be times when exceptions to this policy are needed based on temporary increases in work (such as at the beginning of the academic year), these issues should truly be temporary. You are no longer required to receive approvals for exceptions to this policy, however, it is important to note that student employment hours will be reviewed at the end of each semester, and a charge of up to $3,000 may be assessed to departments for each student whose work hours regularly exceed 24 hours per week. This charge is intended to offset costs we may incur to ensure compliance with the Affordable Care Act. In situations where the student is employed by multiple departments, the charge will be split across the relevant departments. 

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For an individual employed in August (after the last summer session but before the start of the fall semester), their status during their August employment would match that of their summer status as noted above. For example, if they were employed during the summer session as a Student Employee, they'd be employed in August as a Student Employee (as long as they were pre-enrolled for the fall). If they were employed as a Temporary Labor Student (not enrolled in classes in the summer, but were pre-registered for the fall), they would be employed in August as a Temporary Labor Student.

If an individual initially enrolls for four credits during the summer, they would be considered Temporary Labor Student.  If they then add a two credit class sometime during the summer (bringing their total to six credit hours), their hiring department must notify NMU Human Resources in order for the student's employment status to change from Temporary Labor Student to Student Employee.

Please note: Supervisors must keep track of student hours worked. Students may not work over 29 hours/week on average during NMU’s Measurement Period (mid-October through mid-October).

Supervisors can ensure a more positive work experience for both the student and the employer by setting expectations, creating a climate of open communication and on-going feedback, and recognizing and rewarding excellent student work/effort.

Setting Expectations:  Employers should orient new students by familiarizing them with their specific duties and responsibilities.  Students should receive copies of job descriptions, payroll information, expectations of the employing department, and potential reasons for disciplinary action up to, and including, termination.  Setting expectations helps to encourage responsible behavior and ensures accountability (see “Establishing Work Performance Standards”).  Supervisors should also use this opportunity to discuss how and when performance appraisals are conducted, and to what extent these appraisals may affect raises and promotions.

Creating a climate of open communication:  Sharing relevant university information, encouraging students to share thoughts and ideas, and providing on-going feedback will help students see the importance of their roles to your organization and the university.  It will also increase the likelihood of students returning to your organization year after year.

Having open communication regarding credit hours with your students is also important. If, at any time during their employment, a student withdraws from the university or falls below half-time (6 undergraduate credits & 4 graduate credits), the student is no longer eligible to work under student employment. Please check your student's registered hours in Banner periodically.

Reward/Recognition:  Providing on-going positive feedback can increase student productivity and also maintains higher levels of morale. Departments are also likely to retain more student employees, and therefore reduce costs associated with training new hires.

Outstanding work can be recognized by creating an "Employee of the Month" or other recognition program. Employers can also participate in “National Student Employment Week” during the second full week in April by developing visible and creative ways to recognize and reward their student employees.  (See the National Student Employment Week section of this handbook for more information and ideas). 

Public Safety must be immediately notified of all personal injury accidents involving faculty, staff, students, or visitors, resulting in injuries requiring treatment other than self-administered first aid.  The injured individual must notify his/her immediate supervisor, responsible faculty member, or Public Safety.  A University Incident Report must be prepared within 24 hours by the supervisor, responsible faculty member, or Public Safety.

A personal injury accident is an accident other than a motor vehicle accident. Motor vehicle accidents involving injuries are required to be reported by the Motor Vehicle Code.

Time spent by a student employee waiting for and receiving medical attention at the direction of the employer during the employee's working hours is considered work time.

In accepting a campus position, students assume work responsibility for which they will be held accountable.  The following list describes the general work performance standards that should be discussed and reinforced with student employees.  Supervisors should also share more specific department requirements with their employees.

1. The student employee should always report to work on time and let the supervisor know when they report for work. The student employee should always contact their supervisor if it is impossible to show up for work or to report for work on time.
2. The student employee should request permission in advance to be absent from work if special circumstances arise (the student employee should ask the supervisor to define "special circumstances".)
3. A student employee should immediately bring to the supervisor's attention any problems or concerns that may pertain to the job.
4. A student gaining employment from more than one on-campus employer must notify each supervisor of all current on-campus employment.
5. Student employees should perform the duties assigned to the best of their ability.
6. A student employee should dress appropriately for the job as specified by the employer.
7. A student employee should respond positively to constructive criticism.
8. A student employee must give the supervisor at least a one-week notice when quitting a job.
9. Any student that does not meet departmental work expectations may face disciplinary action up to and including termination at the request of the employing department.
10. Students expected to handle all confidential information they encounter during the employment experience in an appropriate and professional manner. Supervisors should clarify what constitutes confidential information and reinforce if/how this information should be handled and discussed.

Individuals hired as student employees for the fall or winter semester must be enrolled at NMU for 6 or more credit hours (4 or more graduate credit hours) during the semester they are working, work no more than 24 hours per week (including break periods), and be making satisfactory progress towards a degree, certification, or diploma.

Note: The number of hours worked by an individual student on campus will be cumulative; that is, if a student works more than one job, the total hours worked must meet the requirements listed above.  Supervisors “sharing” student employees must work together to ensure that requirements are met.

The supervisor and the student should work together to develop an appropriate work schedule. In the case of an approved exception, any students working overtime (over 40 hours per week) will be paid time and one-half.

University staff who supervise student employees are responsible for monitoring the number of hours each student works. Working more than 24 hours per week can be detrimental to both the academic and social life of the student, so it is expected that supervisors will strictly adhere to the Student Employment Policy. The intent of this policy is to ensure NMU students can successfully balance school and work and to encourage maximum student employment on-campus.

Supervisors must also keep track of total student hours worked. Students may not work over 29 hours/week on average during NMU’s Measurement Period (mid-October through mid-October).