Human Resources | Auburn University

Employing departments are encouraged to conduct effective evaluations of work performance. This process gives the employing department the opportunity to aid in the skill development of a student and will enhance the student’s overall work experience.
Proper evaluations can provide a student employee with an understanding of work priorities, expectations, and insight into areas of needed improvement.
These evaluations can also better prepare student employees for work beyond Auburn University.

It is a student’s responsibility to report to work on time for each scheduled shift.
If a student cannot work because of an illness or an emergency or will be late to work, he/she should notify his/her supervisor as soon as possible before the shift begins.
Occasionally, situations arise in which a student employee must miss work for reasons other than illness – the most common such reason is an academic conflict. Student employees should make every effort to plan academic, personal, and work schedules that do not conflict.
Supervisors should address potential conflicts well in advance. Tardiness and failure to provide adequate notice of absence (as determined by the supervisor) are grounds for disciplinary action and/or dismissal by the department.

Requirements for proper attire and clothing are determined at the discretion of the employing department and should be communicated at the time of the job offer.
While there is no formal dress code for student employees, they are representatives of Auburn University. Every student employee should dress in a manner that reflects the professional standards of the department.

During work hours, student employees are required to perform their work assignments. Homework, reading, and other personal work is not permitted during work hours unless specifically allowed by the employing department.

All employing departments are responsible for ensuring student employees fully understand any hazards associated with their jobs and properly training students on the safety procedures that are necessary to prevent injury or illness.
Departments are responsible for providing all necessary personal protective equipment and training student employees on proper use.
Auburn University is exempt from State of Alabama Worker’s Compensation laws (25-5-50). However, Auburn’s On-the-Job Injury program (OJI) provides financial assistance to injured employees. The program’s goal is to help protect employees from financial hardship caused from on-the-job injuries or illnesses. The office of Risk Management and Safety administers the OJI Program.
Student employees are eligible for the OJI program in the event an injury or illness occurs in the course and scope of duties as an Auburn University employee.
All on-the-job injuries or illnesses, regardless of their severity, should be reported immediately to the student employee’s supervisor. The supervisor should assist the student employee with reporting the incident to Risk Management and Safety within 72 hours of the incident.

Departments are encouraged to nominate their outstanding student employees for On-Campus Student Employee of the Year. Facilitated by the office of Career Services & Cooperative Education, this annual program allows hiring departments to recognize outstanding contributions and achievements made by students who work while attending college.
To be eligible for nomination, students must have worked on-campus for a minimum of six months. All nominated student employees are recognized at a luncheon, and the winner receives special recognition and a nomination to the regional Student Employee of the Year program sponsored by the Southern Association of Student Employment Administrators (SASEA).

Student employees must comply with all applicable Federal, State, and local laws and regulations and, Auburn University policies and practices. Failure to follow the law, the hiring department’s and/or the University’s established policies, procedures, and practices may result in the ending of the student employment assignment.
Student employment is at-will and may terminate at any time, with or without cause, or without prior notice. However, in the event of disciplinary problems, employing departments are encouraged to pursue progressive discipline instead of immediate dismissal.
Progressive discipline is an opportunity for student employees to learn and grow from their actions. Discipline should be given fairly across the department, progressively, in proportion to the offense, and consistent over time.
Follow the steps below for progressive disciplinary action due to unsatisfactory work performance, attendance, and/or minor misconduct.
- Oral discussion and warning: Such action is encouraged before a formal, written disciplinary notice is prepared.
- A formal, written disciplinary notice should detail the extent of the problem, suggest courses of corrective action (where appropriate), the period for resolution, and the repercussions If the behavior is not corrected.
- Discharge is the final disciplinary step if the student employee fails to make immediate corrective action.

Immediate dismissal may be appropriate in the event of major offenses such as assault, theft, or repeated insubordination. In these instances, departments should consult the Student Employment Office prior to dismissing the student employee.

Last updated: 02/17/2023