SUPERVISOR'S RESPONSIBILITIES

Supervisor's responsibilities to student employees are:

• to explain the departmental budget allocated to the student and to pre-determine the hours of work permitted by the department regardless of the federal work-study award amount allocated by the Financial Aid office or departmental student aide budget;

• to explain clearly and carefully all tasks assigned to students in your department;

• to provide an orientation to office/department functions and procedures, and to personally introduce the new student to all staff with whom he/she will be working or interacting;

• to tolerate reasonable adjustments to weekly work schedules at the time of mid-term and final examinations;

• to discuss with the student any instances of inadequate performance, misconduct, lack of decorum, etc. Such discussion should be held as soon as possible after the observed inadequacy, so that the student is given an opportunity to improve;

• to terminate a student employee only after careful explanation of inadequacies, misconduct, etc., with reasonable notice of at least one week;

• to provide training for students whose skills need developing.

Students will be required to observe the following regulations:

• Each employee is expected to be on time and work a sixty minute hour - not a fifty minute hour.

• No student employee is allowed a break unless the student expects to work over three hours.

• Students are expected to work alone. Student employees are not to keep company with friends while they are working.

• If student employees do not have something to do, they should find something that needs to be done or ask for additional work. It is good to have routine work that could be done when they have spare time. Students are paid for work performed and no student is hired to study on the job.

• If a student employee cannot be on time or is sick, the student is expected to report this to the work supervisor.

• Proper respect should be shown to other employees of the University.

• If student employees are in a position where they must meet the public (such as a receptionist) or answer the telephone, it is important that they be courteous and as helpful as possible. Remember, that student employees represent the University in dealing with the public or other students.

• Any and all information acquired by a student employee while on the job is confidential and should not be discussed with friends or relatives.

• Students are expected to dress appropriately for their position as defined by their supervisor.

GRIEVANCE PROCEDURES

As in any employment situation, problems sometimes arise between the employer and employee. An employee who has a problem with his/her work assignment is advised to discuss the problem with his/her supervisor. If the problem is not eliminated, the student or supervisor should contact the Student Employment office.

Employers are advised to work closely with their student employees, be sure they understand their job responsibilities, and to contact the Student Employment office immediately if problems develop concerning student employees.

Employees who quit an assigned job, or who want a different placement should contact the Student Employment office with the understanding that placement is not assured. Employees should not wait until the problem becomes insurmountable to address it.
 

INAPPROPRIATE WORK ASSIGNMENT

Occasionally complaints reach the Student Employment concerning students being required to perform tasks perceived as demeaning or servile.

Such tasks might include the following:

• student is required to get food or drinks for supervisor (staff, faculty, administrator);

• student is required to run personal errands for supervisor;

• student is required to clean cups, trays, utensils, etc, for supervisor or others.

• inform the student applicant in advance (at the time of the hiring interview) that the task is required, so that the student may accept or reject the job on that basis, or;

• arrange for such tasks to be shared by all members of the office or department.

All employees of the University are protected by the provisions of the Worker's Compensation Law of Illinois. This law provides for expenses for medical care, as well as certain benefits for loss of pay because of any injuries and subsequent disability received during the regular performance of official duties. If students are injured on the job, send them to Health Services immediately.
 

SEXUAL HARASSMENT:

Northeastern Illinois University affirms its commitment to ensuring an environment for all employees and students which is fair, humane, and respectful; an environment which supports and rewards employee and student performance on the basis of relevant considerations such as ability and effort. Behaviors which inappropriately assert sexuality as relevant to employee or student performance are damaging to this environment.

Such behaviors are prohibited by federal regulations, which say: "Harassment on the basis of sex is a violation of Sec. 703 of Title VII. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment."

Northeastern Illinois University deplores such conduct as an abuse of authority and thus it is an official University policy that sexual harassment of either employees or students will not be tolerated. The University accepts the proposition that sexual harassment, like any civil rights violation, generates a harmful atmosphere. Alleged harassment will be investigated and remedied when an allegation is determined to be valid.
 

EMPLOYMENT REFERENCES

All employment references should be forwarded to the Student Employment.

If an employee's supervisor, wishes to complete parts of a reference that relate to a student employee's performance, the reference should be sent to the Student Employment office who will:

• Check to verify that a release is either attached to the request for reference or on file. If not, we will contact the employee for a release.

• Enter the correct dates of employment.

• Copy the reference and release for Student Employment's records.