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Summary

The ¾Ã²ÝÈȾòÝÊÓƵ of Missouri provides university students opportunities to gain valuable job experiences while pursuing their academic goals. This policy provides guidelines for units in which students work. It applies to all student workers whose primary association with the ¾Ã²ÝÈȾòÝÊÓƵ is related to the pursuit of an academic program, for example, resident hall advisors/assistants, peer advisors, camp counselors, and student employees in non-academic appointments listed in HR-204. This policy does not apply to students who are in academic appointments as described in CRR 310.020.

Departments may establish additional specific department rules with the approval of the ¾Ã²ÝÈȾòÝÊÓƵ, MU Health Care, or UM System Chief HR Officer or their delegate.

Policy

1. Hiring and Compensation
   
   1. Hiring units are responsible for ensuring effective recruitment, reference checks, and selection practices for student positions.
   2. Subject to authorization and approvals, hiring units are responsible for establishing compensation and, if applicable, raises for student positions.
   3. Students may be eligible to request exemption from FICA tax deductions and will be compensated in compliance with the FLSA when applicable to their positions. See HR-202 and HR-222.
2. Performance expectations and evaluation feedback
   
   1. Hiring units are responsible for establishing performance expectations that support the university's missions, promote professionalism and customer service, outline attendance expectations, and provide opportunities for students to learn skills for post-graduation success.
   2. Supervisors are responsible for ensuring department orientation and job training are provided and performance feedback is administered.
   3. Students are responsible and accountable for ensuring positive and effective job performance, including maintaining expected levels of attendance, following health and safety regulations, following instructions provided by their supervisor and the hiring unit, and presenting themselves in a professional and respectful manner.
   4. Students are responsible for positively representing the university in their work capacities,  adhering to the university's Code of Conduct expectations, following all applicable university policies, and supporting an inclusive environment.
   5. Some student employees (for example, student leaders, student supervisors, and those who interact with the community/public) typically experience increased opportunities to gain valuable skills. As such, a higher level of responsibility, accountability, and professionalism is essential.
3. Discipline and Termination
   
   1. Students may be subject to disciplinary action defined in HR-601, including discipline and summary termination.
   2. Examples of conduct that may result in termination without prior warnings include, but are not limited to, insubordination, refusal to perform expectations of the position, working under the influence, unauthorized absences from work, and demonstrating inappropriate behavior and acting in a manner inconsistent with the role.
   3. Disciplinary action is handled on a case-by-case basis and may vary depending on the circumstances.  If applicable, student employee conduct may also be referred to the appropriate campus student conduct office.
4. At-Will
   Nothing contained in this policy is intended, and no language contained herein shall be construed as establishing a "just cause" standard for imposing discipline, including but not limited to termination. Further, nothing contained in this policy is intended, and no language contained herein shall be construed to alter in any manner whatsoever a student’s at-will status.

See also

HR-202 FLSA status
HR-222 Payroll Deductions
HR-601 Discipline Guidelines

Collected Rules and Regulations, Section 310.020: Regulations Governing Application of Tenure

Date created: 01/20/2022