(A)       Definition of Terms.

(1)       Student Employment. The on-campus employment of students is based on an hourly rate of pay. It will include, to a limited extent, certain non-hourly employees and some off-campus employment through the job location and development program and the off-campus federal work-study program. Student employment also includes the undergraduate assistantship program (UAP) but does not encompass graduate assistantships, teaching fellowships or research assistantships.

(2)       Student Employee. A student employee is a part-time employee (university funded, federal work-study or off-campus federal work-study) who is enrolled at Kent state university with the primary goal of achieving a degree. Therefore, the employment is temporary in nature and is incidental to the pursuit of an academic program. The undergraduate student must be enrolled at the university for at least six credit hours during the employment period and the graduate student must be enrolled for at least four credit hours, except for university scheduled breaks (including summer).

(3)       University Funded Student Appointment. A student employed by  which the employing department will be charged one hundred per cent of the wages to its budget.

(4)       Federal Work-Study Program Student Appointment. A student employee who has applied for financial aid and has been determined to be eligible for employment under the federal work-study program (FWSP). The employing department or university approved, off-campus organization is charged twenty-five per cent of the student’s wage, and seventy-five per cent is charged to the student’s FWSP allocation.

(5)       Employing Department. The department (or office) actually employing the student and paying for all or part of that employment from its budget.

(6)       Off-Campus Organization. A federal, state or local public agency or private non-profit organization that provides work to students eligible to participate in the FWSP. An off-campus organization can also be for-profit if it is part of the job location and development program for off-campus part-time employment.

(7)       Appointing authority: The director of the career services Center is the appointing authority for all student employees paid on an hourly and non-hourly basis throughout the Kent state university system and is responsible for supervision of the entire student employment program at the university including university funded, federal work-study on- and off-campus, the job location and development program, and the undergraduate assistantship program.

(8)       Next Level Supervisor. A department head, dean, director or other university officer.

(9)       Nepotism. The direct supervision of a near relative including sons, daughters, spouse, brothers or sisters. A student employee being treated differently than other students because a relative is employed in the same department. This treatment may be to the benefit or detriment of the student.

(10)     Minor. Any person less than eighteen years of age.

(B)       Student Employment Programs.

(1)       Federal Work-Study Program (FWSP). Student employees who are employed under the FWSP are awarded a federal work-study allocation as a part of their total financial aid package. The student financial aid (SFA) office will determine the total amount of the FWSP award for the academic year and summer sessions. The career services center estimates the average number of hours a FWSP student employee can work per week by dividing the total FWSP award for the term by the number of weeks in the term by the hourly minimum wage pay rate.

(a)       The SFA office is responsible for monitoring each student’s work-study award including the earnings of each student employee to ensure that wages earned do not exceed the student’s FWSP award. The SFA office is also responsible for communicating all work-study activity to the Career Services Center that must be recorded on the Human Resource System (HRS). In instances of a student employee over-earning a FWSP award, the employing departments will be notified by the Career Services Center of the need for termination of employment or other action required. The career services center will record on HRS any student’s new work-study award, or increase/decrease in a work-study award. The career services center will also make any necessary corrections to the student’s assignment on HRS. The financial affairs office is responsible for updating labor account changes and earning codes on HRS for all work-study adjustments.

(2)       University Funded Employment (UFE): Students who are employed under UFE are permitted to work no more than thirty hours per week while enrolled during the academic year. The employing department will be charged one hundred per cent of the wages to its budget.

(3)       Job Location and Development Program (JLD). The JLD Program seeks to bring off-campus employers and Kent state university students together by locating part-time employment opportunities and developing relationships with employers. The career services center facilitates the posting of position openings utilizing the world wide web. Employers can post jobs and students can access position openings at the career services center’s web site at www.kent.edu/career. The career services center also sponsors the summer job & internship fair as a forum for employers to promote job opportunities to students and for students to locate jobs. Students are paid one hundred per cent by the off-campus employer and abide by the off-campus employer’s hiring and employment practices.

(4)       Federal Work-Study Off-Campus Employment Program. The FWSP off-campus employment program provides work-study eligible students to university approved, off-campus organizations. Approved off-campus organizations are required to sign the “Federal Work-Study Program Off-Campus Agreement” and are responsible for adhering to all of the requirements set forth in this document. The student receives a salary equal to or in excess of the minimum wage. Off-campus organizations are responsible for all employment documents required for hiring. The off-campus organization pays the student directly. The organization receives reimbursement from Kent state university to cover the federal share of the student’s wages only after the career services center receives the appropriate documents in accordance with procedures outlined in the Agreement.

(5)       Undergraduate Assistantship Program (UAP). The UAP is a recruitment and retention program supervised by the director of the career services center. Students can receive an up-front award amount when they enter the university as part of their award package. In return, students will complete an undergraduate assistantship work experience in a university department. The up-front award amounts range from a minimum of one thousand dollars to an appropriate amount set by the department. The up-front awards are funded by department budgeted university funded student employment dollars. Students may also be employed on an hourly basis in an undergraduate assistantship work experience utilizing federal work-study or university funded student employment dollars. These students will be paid on a bi-weekly basis. All students in the UAP operate under a learning plan. The employing department and student develop the learning plan using guidelines established by the career services center.

(6)       The High School Student Employment Program.

(a)       The high school student employment program is designed to supplement the labor pool in the following instances:

(i)         To provide further experience to potential Kent state university students in a particular area.

(ii)        To supplement the labor pool in order to fill positions that historically have generated little interest among the college student population or where qualified candidates have not been found.

(iii)       To provide employment for particular groups of high school students, for example, students with disabilities.

(b)       High school students employed by Kent state university are not required to meet the enrollment guidelines contained in paragraph (D) of this rule. The procedures for hiring high school students are the same as those contained in paragraph (E) of this rule with the additional exceptions as outlined in the following section 4109.08 (A) of the Revised Code regarding the state of Ohio’s minor labor laws. During the academic year, all high school students under the age of eighteen must provide an original age and schooling certificate furnished by the superintendent of the student’s school district or that person’s designee. Students under the age of sixteen must also provide this document for summer employment.

(c)        The high school student employment program must conform to all of the requirements of the state of Ohio’s minor labor laws including the following requirements.

(i)         A student must be at least fourteen years old to work on campus.

(ii)        Working Permits. Every minor fourteen to seventeen years of age must have a working permit unless otherwise stated in chapter 4109 of the Revised Code.

(iii)       Wage Agreement. No employer shall give employment to a minor without agreeing with him/her as to the wages or compensation he/she shall receive for each day, week, month, year or per piece for work performed.

(iv)       Rest Period. No employer shall employ a minor more than five consecutive hours without a rest period of at least thirty minutes.

(v)        List of Minors Employed. Employer shall keep a list of minors employed at each establishment and a list must be posted in a conspicuous place to which all minor employees have access.

(vi)       Time Records. Every employer shall keep a time book or other written record showing actual starting and stopping time of each work and rest period. These records must be kept for two years.

(vii)      The following conditions apply to those under sixteen years of age. No person under sixteen shall be employed:

(1)       during school hours except where specifically permitted by chapter 4109 of the Revised Code;

(2)       before seven a.m. or after nine p.m. from June to September first or during any school holiday of five school days or more; or after seven p.m. at any other time;

(3)       for more than three hours a day in any school day;

(4)       for more than eighteen hours in any school week;

(5)       for more than eight hours in any day when school is not in session;

(6)       for more than forty hours in any week that school is not in session nor during school hours unless employment is incidental to bona fide programs of vocational cooperative training, work-study, or other work-oriented programs with the purpose of educating students, and the program meets standards established by the state board of education.

(viii)     The following conditions apply to those sixteen and seventeen years of age. No person sixteen or seventeen who is required to attend school shall be employed:

(1)       before seven a.m. on any day that school is in session or six a.m. if the person was not employed after eight p.m. the previous night;

(2)       after eleven p.m. on any night proceeding a day that school is in session.

(d)       No high school student may drive a motorized vehicle (gas powered or electric) or travel off-campus on behalf of the university or employment department as part of their work.

(e)       Prohibited occupations for minors under the age of sixteen:

(i)         all manufacturing; mining; processing; public messenger service;

(ii)        work in freezers; meat coolers and all preparation of meats for sale (except wrapping, sealing, labeling, weighing, pricing and stocking);

(iii)       transportation; storage; communications; public utilities; construction; repair;

(iv)       work in boiler or engine rooms; maintenance or repair of machinery;

(v)        outside window washing from window sills or scaffolding and/or ladders;

(vi)       cooking and baking; operating, setting up, adjusting, cleaning, oiling or;

(vii)      repairing power-driven food slicers, grinders, food choppers, cutter, bakery type mixers;

(viii)     loading or unloading goods to and from trucks;

(ix)       all warehouse work except office and clerical;

(x)        work in connection with cars and trucks involving the use of pits, racks or lifting apparatus or involving the inflation of any tire mounted on a rim equipped with a removable retaining ring.

(f)         Prohibited occupations for minors fourteen through seventeen years of age:

(i)         occupations involving slaughtering, meat-packing, processing or rendering;

(ii)        power-driven bakery machines;

(iii)       occupations involved in the manufacture of brick, tile and kindred products;

(iv)       occupations involved in the manufacture of chemicals;

(v)        manufacturing or storage occupations involving explosives;

(vi)       occupations involving exposure to radioactive substances and to ionizing radiations;

(vii)      power-driven paper products machines;

(viii)     power-driven metal forming, punching and shearing machines;

(ix)       occupations involved in the operation of power-driven circular saws, band saws and guillotine shears;

(x)        power-driven woodworking machines;

(xi)       coal mines;

(xii)      occupations in connection with mining, other than coal;

(xiii)     logging and saw milling;

(xiv)     motor vehicle occupations;

(xv)      maritime and longshoreman occupations;

(xvi)     railroads;

(xvii)    excavation operations;

(xviii)   power-driven and hoisting apparatus;

(xix)     roofing operations;

(xx)      wrecking, demolition, and shipbreaking.

(C)       Employer/Employee Responsibilities.

(1)       It is expected that those persons exercising supervision over student employees will provide the student with guidance, training, and instructions relative to the student employee's assigned responsibilities.

(2)       The student is expected to report to work as scheduled or notify the supervisor if unable to do so.

(3)       Student employees are required to comply with all applicable university and departmental procedures and policies pertaining to assigned responsibilities, to include the protection of the privacy of students and the authorized dissemination of any information according to university policy, and state or federal laws.

(D)       Enrollment Hour Minimum Required for Student Employees.

(1)       Students must be enrolled at the university for at least half-time (six credit hours for an undergraduate and four credit hours for a graduate student), except for university scheduled breaks (including summer). Audited classes are not considered degree granting credits and do not count towards the six or four credit hour minimum.

(2)       If a student drops below half-time credit hours during the semester, a retroactive contribution to the Public Employees Retirement System must occur and the student employment will be terminated.

(E)       Hiring of Student Employees.

(1)       All students seeking employment at the University must receive authorization to work through the career services center. Employing departments are not permitted to hire a student without proper authorization from the career services center.

(2)       Student Appointment Form.

(a)       After the appropriate employment forms are completed and authorization obtained from the career services center, the student will be given the student appointment form. Students contact campus employers directly to apply for position openings. The student appointment form should accompany the student to each individual interview. The ultimate decision as to whether or not a student is qualified for a specific position rests with the employing department.

(b)       The career services center does not administer tests to determine a student's level of skill or proficiency. If the student is hired, the employing department will complete section II, of the student appointment form: Accepted for Employment. If the student is not hired, the student appointment form must be returned to the student to continue his/her job search.

(c)        Once completed, the student appointment form should be returned immediately to the career services center by the student or a department representative. All career services center documents are date stamped. Time cards and subsequently paychecks cannot be generated without receipt of the student appointment form.

(d)       Payroll checks cannot be issued until all employment forms are completed and filed with the career services center. The student should not expect a paycheck for three to four weeks after completing all necessary paperwork and beginning employment. All regional campuses must forward the student appointment form and all required payroll forms for each student employee to the career services center before the student can begin work. The employing department must take responsibility to make sure all necessary forms are completed correctly for each of their student employees to avoid paycheck delays.

(F)       Employment in More Than One Department.

(1)       Student employees may be employed in more than one department but the student’s total work hours may not exceed 30 hours per week while school is in session.

(2)       Students may work in a FWSP and a UFE position at the same time. However, the employing departments must have an agreement, and notify the career services center in writing, that one position will be federal work-study funded and the other will be university funded.

(3)       Students cannot work as both a student employee and a university employee at the same time. Employees of Kent State University, full-time or part-time, are not eligible to participate in the student employment program.

(G)       Non-Hourly Student Employees. Some student employees will be categorized as non-hourly student employees since they are employed on the basis of a fixed dollar amount of compensation for their services during a specific time period, (i.e. two weeks, one month, one semester, two semesters). These students are not required to record hours worked on a student time card because of the irregularity of work hours and/or the uniqueness of job responsibilities.

(1)       The employing department will complete the non-hourly appointment form and return it to the career services center prior to the effective date of the appointment. The non-hourly appointment form is for a specific period of employment and needs to be submitted only at the beginning of the employment period.

(2)       The payroll office will process the non-hourly appointment forms to insure timely payment of the appointee in accordance with established pay day schedules and method of payment indicated on the non-hourly appointment form. Non-hourly appointments are generally paid on the twenty-fifth of each month. Any request for exception should be submitted to the career services Center in writing along with the student’s appointment form.

(H)       Payment of Hourly Student Employees.

(1)       Student Employment Pay Plan.

(a)       All student employees will be paid according to the approved pay plan. This pay plan gives guidelines for a minimum and maximum wage for student employees. No department shall pay less than the Federal minimum wage or more than the maximum wage approved by the career services center and the vice president of enrollment management and student affairs. This information can be found in the Student Employment Departmental Handbook.

(b)       New hourly employees should be informed by their employing department that the University uses a biweekly payroll system, thus a student may not receive a paycheck for approximately three to four weeks.

(2)       Pay Rate Changes.

(a)       A written request to the career services center from the department head or designated representative is required for all hourly wage increases for student employers. Rate changes become effective on the first day of the week for which a preprinted time card has not already been issued.

(I)         Timekeeping. The student payroll program, like that for other non-academic employees, incorporates computerized processes which place added importance on the correct handling of time reports by the employee and his or her supervisor. The employing department must insure that each individual student employee understands how the system works and follows administrative instructions carefully. Below are some of the basic provisions of the student payroll program.

(1)       Definition of Basic Work Week.

(a)       The student payroll system is based upon a standard work week, which begins at one minute past midnight Sunday morning and extends through a seven-day period ending at midnight Saturday night. All time worked will be reported on a one-week basis using the basic work week explained above. For purposes of clarification, normal work shifts that begin prior to midnight will be considered time worked for the day in which the shift began.

(2)       Hourly Method of Payment.

(a)       In accordance with the existing laws, student employees will be appointed on an hourly basis and gross pay for a pay period will be calculated using total number of hours worked during the pay period, multiplied by the designated hourly rate of the appointment.

(3)       Time Clocks.

(a)       The university payroll system utilizes time clocks which are adjusted to correspond to a seven-day work week period. Time clocks will record entries on the time card in terms of hours and hundredths of hours, rather than seconds. This continental form of time recording will require some familiarization on the part of employees.

(4)       Student Time Cards.

(a)       All student employees will report time worked on time cards which reflect the employee's name, social security number and various other payroll codes.

(b)       The career services center is responsible for requesting that student time cards be generated by university information systems (UIS). All student time cards will be mailed directly by UIS to the department in which the student is employed. Employing departments should not use or change time cards that might have been previously printed for another student employee. In the case of a missing or lost time card, a duplicate may be requested by contacting The Career Services Center for a specific student employee.

(c)        Employing departments must validate each student time card weekly and forward it directly to the Payroll Office prior to five p.m. Tuesday, following the week worked. It is strongly suggested that time cards be taken to the payroll office by the supervisor of student employees in each department.

(d)       Time cards found to be incorrect by the payroll office will be returned directly to the employing department. This could delay the payment of wages to the student. Student complaints resulting from the submission of incorrect time cards will be referred back to the employing department.

(5)       Recording Time.

(a)       Departments should have student employees maintain student time cards in locations related to student work stations and utilize time clock facilities whenever possible.

(b)       It is understood that certain student employees, by reason of their work location, will not find it practical to utilize time clock facilities. Those students will maintain a handwritten record of hours worked on their time cards.

(c)        Each student employee must record their beginning and ending time daily and see that his or her supervisor authenticate the time card on the last day of the work week.

(d)       Each student employee must obtain authorization from their supervisor for any overtime worked by securing the supervisor's initials on the time card as soon as possible.

(e)       Student employees must punch or otherwise record data on their own time card. The punching of another employee's time card is a serious violation of university policy and could lead to disciplinary action.

(f)         The time card is considered an allied payroll document and must be treated with the same regard as any other fiscal record. Willful falsification of entries on time cards, willful destruction of time cards, or any malicious handling of time cards or time clocks, constitutes grounds for immediate dismissal.

(J)        Meal and Rest Periods. It is recognized and customary for supervisors to grant student employees meal and rest periods. Rest periods are provided to increase productivity and reduce fatigue and the risk of injury. Rest periods are generally fifteen minutes in length and are paid as time worked. Meal periods are generally thirty minutes in length and are unpaid and not counted as time worked. Employees must be relieved of all duties and be free to leave their assigned work area during meal and rest periods. Supervisors may schedule meal and rest periods so as not to interfere with the department’s normal work routine. Supervisors should make certain that staffing patterns are such that all eligible students are afforded meal and rest periods. Supervisors are encouraged to schedule rest periods as frequently as necessary. Employees who work under excessively strenuous, hot, or cold conditions may require more frequent breaks. The following recommendations are made in an attempt to standardize meal and rest periods among employing departments.

(1)       Student employees who work a shift of four or five consecutive hours should be permitted one, fifteen minute paid rest period during that shift. Rest periods should not be taken at the beginning or end of a shift and are not cumulative.

(2)       Student employees who work a shift of six or seven consecutive hours should be permitted one, thirty minute unpaid meal period and one fifteen minute paid rest period during that shift.

(3)       Students who work an eight consecutive hour shift should be provided no less than two fifteen minute paid rest periods and one thirty minute unpaid meal period.

(K)       Benefits.

(1)       Public Employees Retirement System (PERS). Students are required as employees of a public university to contribute to the public employees retirement system. Students who meet the criteria established by the university and state of Ohio for eligibility for exemption from contribution may file a request to waive contributions at the career services center. Students will be required by the university to contribute to PERS at any time if the student fails or ceases to meet the criteria required for exemption.

(2)       Student employees cannot earn annual longevity step increases, do not receive sick-leave, vacation, or holiday pay, and are not eligible to apply for leave of absence.

(L)       Permissible Work Hours.

(1)       Student employees (either FWSP or UFE) will not be permitted to work more than thirty hours per week while school is in session. Students may work up to forty hours per week during breaks when school is not in session (also see paragraph M of this rule).

(2)       FWSP Student Employees.

(a)       For students who have received an FWSP award, the career services center will estimate the average number of hours per week that a student may work in order that employment can be continued throughout the entire period of eligibility. This will be monitored by the Student Financial Aid office. Increasing the number of hours that a student is recommended to work will result in the student earning the amount allocated prior to the end of the student’s period of eligibility.

(3)       Overtime.

(a)       Students may be permitted to work in excess of forty hours only during university scheduled break periods (including summer). If a student employee is requested to work overtime by his or her supervisor, the overtime should be recorded on the time card in the normal manner. Unless student employees have specifically been requested to work after their normal work schedule, they should leave their workstation at the end of their normal shift.

(b)       Any overtime registered on a time card must be initialed by the supervisor in order to be authorized for payment. By initialing this entry, the supervisor acknowledges that the time worked was authorized and necessary to the operation of the department.

(c)        Students employed by a single department will be paid at a rate of one and one-half times their basic hourly rate for all hours over the basic forty hour week.

(M)      Summer and Break Period Employment.

(1)       A student who has been enrolled at the university during a term preceding a scheduled break (summer or during the academic year) and who has indicated returning for the following term, unless graduating at the end of summer session, may be employed up to the maximum of forty hours per week, during the break or vacation period.

(2)       Admitted incoming freshmen or transfer students may be employed during the summer or break period preceding the semester of enrollment.

(3)       A student must apply for and obtain separate authorization from the SFA office to work under the FWSP during the summer sessions.

(N)       Termination of Student Employees.

(1)       A student employee can be terminated by a department supervisor, providing that good cause for the termination exists and can be documented. See paragraph (I)(5)(f) for grounds for immediate dismissal.

(2)       A departmental supervisor should communicate disciplinary procedures early. A student should first be given a verbal warning regarding the complaints and the appropriate behavior expected, followed by a written warning for similar or more severe behavior. A third complaint may result in terminating the student’s employment. The employing office will inform the student of the reasons for termination, supported by documentation, and the effective date of termination. The department may also advise a student employed under the FWSP to have the SFA office re-evaluate his/her financial aid package.

(3)       If a student is terminated, a letter explaining the reason for the termination signed by the department supervisor should be forwarded to the career services center explaining the reason for the termination. The letter should include the student’s full name and social security number, the employing department, assignment number, timekeeping location (indicated on the timecard), and the date termination should become effective.

(O)       Grievance Procedures for Student Employees. Each employing department must inform all student employees of the student employee grievance procedures.

(1)       General Guidelines.

(a)       Generally, it is expected that a complaint can be resolved at the point at which it arises. This means that the student employee(s) and the immediate supervisor should attempt to settle the problem, with the right to appeal to a higher level exercised only after it is determined that mutual satisfaction cannot be reached. Consequently, every effort should be made to settle the grievance on the spot, on its merits, and with minimal delay.

(b)       In initiating a complaint, and throughout the formal appeals process, students may seek the counsel of the office of the Student Ombudsman. The Student Ombudsman will provide information, clarify procedures, and facilitate communication as requested.

(c)        It is understood that some issues may involve one or more policies which, because of either the nature of the complaint or the status of the complaint, may be related to university offices which have separate responsibilities for such policies. For example, an allegation of discrimination or sexual harassment could be reviewed separately by the office of affirmative action.

(d)       There shall be no retaliation or abridgement of a student’s rights resulting from the use of this policy.

(e)       As necessary, a student may submit a written request for a reasonable amount of time off work to attend hearings or meetings established as part of the grievance process during business hours. This request must be approved in writing by the immediate supervisor to be acted upon.

(f)         It is recommended that a student maintain copies of any correspondence generated in pursuing the grievance process.

(g)       To facilitate an efficient grievance and appeals process, it is expected that a grievance be reviewed at the department level in a two-step process (maximum), by an immediate and next level supervisor (or designee), before being referred to The Career Services Center for a final decision. The next level supervisor may be defined as a department head, dean, director, or other university officer.

(h)        Regional campus student employee complaints filed at a regional campus are covered by rule 3342-8-01.4 of the Administrative Code.

(2)       Student Employee Grievance Procedures within Employing Department.

(a)       Any student employee of the University who has a complaint relative to employment shall discuss the complaint with the immediate supervisor within three working days (excluding weekend days and holidays) from the date of the incident. Should a group of student employees within a department have a grievance that crosses supervisory lines, but is confined to a single department, the department head or designee will assume the role of the immediate supervisor in the first step of the grievance procedure.

(b)       The student employee, if the complaint is not resolved orally, must prepare a signed written statement outlining the nature of the grievance as well as a suggested solution, and present it to the immediate supervisor. This statement must be delivered within three working days of the attempted oral resolution.

(c)        The immediate supervisor, within three working days after receiving the written complaint, shall review the complaint and submit a signed, written response to the student employee proposing a resolution, along with information regarding the next level of appeal. The immediate supervisor shall forward copies of all documentation to the next level supervisor (or designee).

(d)       The student, if the resolution is unsatisfactory, will inform the next level supervisor (or designee) in writing within three working days.

(e)       The next level supervisor (or designee), within three working days, shall review the grievance and the recommendation of the immediate supervisor and provide a written decision to the student with copies to the immediate supervisor and to the career services center, grievance review staff. The written decision will also advise the student of the right to appeal, the time period allowed for submitting an appeal (within three working days), and the appeal procedure.

(3)       Student Employee Grievance Procedures to Appeal Employing Department Decision

(a)       The student, within three working days of the receipt of the departmental decision, may submit a written appeal to the career services center, grievance review staff. The written appeal must outline the nature of the incident, any attempts to resolve the matter with the supervisor, and provide all additional supporting documentation pertinent to the issue.

(b)       The career services center, grievance review staff shall review all of the information for completeness and request any additional information from the student or employing department to ensure a thorough review of the facts and clarity of the issue. Within three working days of the receipt of the written appeal, a final decision concerning the grievance will be submitted in writing to the student. The decision by the career services center, grievance review staff is final.

(P)       Nepotism. There is no objection to the appointment of multiple members of families to university positions regardless of relationship so long as one family member is not in a position to influence a decision in favor of or against another. Any decisions involving possible direct benefit or detriment to the student employee shall be made by the director of the career services center, the appointing authority for student employment. Refer to rule 3342-6-04.2 of the Administrative Code.

(Q)       Posting and Viewing Student Employment Positions on the Internet.

(1)       All student jobs for the Kent state university system must be listed with the career services center. Employing departments will post their available positions via the Internet on the career services center’s web page at www.kent.edu/career. The career services center will edit or decline any inappropriate position submissions. Employing departments must post positions as early as possible prior to each semester to access more qualified candidates. All acceptable positions, as determined by the career services center, will be transmitted to the career services center’s web page for employment seekers’ viewing. The hourly pay rate, hours of employment, job qualifications and starting and ending date of employment are required. Normally, the starting and ending dates of employment will not exceed an academic year (fall and spring semesters) but could be for a shorter period of time (one semester, summer term, etc.).

(2)       Departments are required to post all positions through the career services center regardless of whether the position is UFE or FWSP to ensure equal access under the law. Each position must be approved by the director of the career services center, the appointing authority for Kent state university. Departments employing the same student year after year within the same job description need not post the position until the student resigns or is terminated. Students reviewing available job vacancies contact employers directly to apply for positions after completing the required forms at the career services center. The career services center does not offer placement service for on- or off-campus positions.

(3)       Employing departments may begin posting position vacancies April 1 for the following fall semester. This will permit the hiring of student employees whose services are required prior to or immediately at the beginning of the academic year.

Effective: June 1, 2007
Prior Effective Dates: April 5, 1982; October 18, 1982; June 19, 2000