Contact

University Workforce Operations

Phone
Fax
319-353-2234
Campus Address
120 USB
Mailing Address

120 University Services Building
Iowa City, IA 52242-1911
United States

The following factors may cause student positions to be terminated before their expected end dates.

Work-Study Limit Reached

The Office of Student Financial Aid will alert a Work-Study student's employer when the student has reached the limit of their Work-Study award. The employer can assume full responsibility for the student's wages or terminate the appointment.

Since Work-Study positions have end dates, it's not necessary to terminate a Work-Study appointment unless the student leaves the job a month or more before the end date.

Change in Enrollment

Biweekly continuous appointments will be terminated if a student withdraws from the university.

Biweekly Work-Study appointments will be terminated if a student withdraws from the university or drops below half-time enrollment (academic year: 6 hours undergraduate or 5 hours graduate; summer: 3 hours undergraduate and graduate).

Voluntary Termination

The student may request termination of employment.

Termination for Other Reasons

An employer may terminate a student appointment due to inadequate job performance, budget constraints, or other factors using the Termination Report option available through Employee Self Service and the HR Transaction system. 

When termination is necessary due to performance issues, it should be the end result of a series of progressive penalties. When discipline becomes necessary, a fair and well-communicated policy of progressive penalties might include the following:

  1. Simple oral warning
  2. Written warning noted in student's file
  3. Termination.

There may be cases when immediate termination without progressive discipline is appropriate, but this is limited to cases of severe misbehavior, such as physical or verbal abuse, theft, or falsification of work hours.

Student employees have a right to know their supervisor's expectations for job performance and whether or not their performance is substandard. They should be given an opportunity to improve their performance.

Students have a right to use the Student Employee Grievance Procedure for a difference, complaint, or dispute regarding the interpretation or application of established policies or procedures governing the terms of employment, working conditions, hours of work, or compensation.

Students have the right to seek the advice of staff in the Office of the Ombudsperson for employment concerns such as perceived unfair working conditions, inappropriate discipline, or termination procedures.