A. All available student
employment positions will be listed with the Financial Aid Office to ensure
that all students interested in on-campus student employment will have equal
opportunity to apply for these jobs. These positions do not include any
B. To be eligible for
employment, the student must be enrolled in at least six credits at the College
during the term that he/she will work, and must be in good academic standing.
Student workers hired for the winter or summer must either be enrolled for at
least three billable hours in the session in which they will work or must be
preregistered for at least six billable hours for the following term. As part
of the college’s commitment to maintaining a campus free of sexual
discrimination and harassment, including sexual violence, Carroll Community
College has scheduled mandatory Title IX awareness training for all Federal
Work-Study students. This training must be completed before students can begin
working as a Work-Study student.
C. The financial need
(as evidenced by the Free Application for Federal Student Aid) of the student
will be a consideration for employment and will determine the student’s
eligibility for Federal Work-Study.
D. Student employees
may work no more than 20 hours per week during periods of instruction. During
winter and summer terms, a student may be eligible to work more than 20 (but no
more than 29) hours per week. Approval to work more than 20 hours per week will
be determined by the Director of Financial Aid.
E. When interviewing a
student for a position, the potential supervisor should communicate to the
student the duties of the position and the hours per week that the student
would be expected to work. Students may not work during their scheduled class
session times, unless there is documentation that the session did not meet as
F. Student employees
are appointed for a specified period of time, as indicated on the Student
Employee Agreement, but for no longer than six months at a time. Re-appointment
to a subsequent period is not automatic and is at the discretion of the
G. If the student is
terminated before the end of the agreement period for a reason other than gross
misconduct, he/she will be given one week’s notice. Similarly, if the student
wishes to resign, he/she should give one week’s notice to the supervisor. A
student who wishes to appeal his/her dismissal may discuss the issue with the
Director of Human Resources.
H. A student who is
terminated for gross misconduct is not normally considered for re-hire into any
subsequent position at the College.
of January 31, 2015, the current rate of pay per hour for student employees is