Students are expected to conduct themselves in accordance with local laws and regulations and to comply with policies and procedures prescribed by the College and their employing department.

Disciplinary action shall be considered constructive action for the purpose of salvaging basically satisfactory employees and should consist of the least severe action deemed necessary to accomplish this purpose. Each offense must be judged on its own seriousness with consideration given to the student's past record as well as the job description of the individual involved.

Level One: Oral Reprimand

It is encouraged that the supervisor speaks privately with the student and discusses the following:

• What is expected of the student while working with the department?
  
  
• Explain to the student how they have not met the requirements and give examples of unacceptable behavior.
  
  
• Let the student speak in their defense for their action or failure of action.
  
  
• Keep a written account of the conversation and put it in the student's employment file. Ask the student to read over and initial to make sure all points are clear.

Level Two: Written Reprimand

It is encouraged that the supervisor and director/department head consult with each other at this stage.

• Draft a letter to the student reviewing the points covered during the oral reprimand that needed to be corrected and serve a strong warning that a change must be made within a given time.
  
  
• Meet with the student to discuss options and set goals.
  
  
• Put a copy of the letter in the student's employment file as well as any notes taken from a discussion with the student.
  
  

• Speak with the student directly or draft a second letter notifying the student of the department's intentions for termination.
  
  
• b. Submit a termination SEAF to the Student Employment Programs Coordinator in the Career Center. Have the timesheet signed and ready for delivery to Payroll as of the specified date of termination.