[Mic Brunner]

We have a grid for offences that list the consequences of certain behaviors that need to be corrected and the process to correct them. Most are: 1-verbal warning, 2-written warning, 3-work contract, and 4- possible termination. There are some behaviors that are immediate termination. At the beginning of each year (or start of employment for mid-year hires), I have each student fill out an employee expectation sheet, that way they know the clear expectations for their position. If I have to give a warning, I reference this expectation document saying:

This message serves as the official written warning for missing your assigned work shift(s). At the beginning of the school year, you signed the Atwood Memorial Center Student Employee Expectations document which included agreeing to the following statement:

“I will be on time for all of my shifts. This includes being ready to work at the beginning of my shift.”

and

“I will be responsible for all shifts assigned to me. If I am unable to work a shift, I understand that it is my responsibility to find a replacement for the shift.”

Now is the time to correct the behavior. If this behavior continues, an additional offense will result in a written work contract signed by you and your supervisor (me) outlining the behavior that needs to be corrected. An additional offense after that could result in termination of employment. My hope is that we are able to correct this behavior moving forward. Let me know if you have any questions.

I’ve attached all three documents for your reference. Feel free to copy/modify as you see fit.

Thanks,?

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Mic Brunner M.S. Ed.
Associate Director, Atwood Memorial Center
St. Cloud State University | St. Cloud, MN | 320.308.3977
Strategic ? Futuristic ? Woo ? Communication ? Positivity
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Original Message:
Sent: 04-23-2024 19:10
From: Chrissie King
Subject: Small infractions of student employees

Hi everyone!  I wanted to reach out and ask how everyone handles smaller type infractions for your student employees.  I know that some friends have shared point disciplinary systems with me in the past, but as an office of one, I haven’t figured out how to manage that just quite yet.  I have some of my staff that are not having radios on them, or more often not clocking in or out.  Other than these infractions, the staff are great employees!  Any thoughts would be appreciated!!!

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Chrissie King
Assistant Director
Rutgers University Camden
Camden NJ
(856) 225-6449
chrissie.king@rutgers.edu
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Employee Discipline Process.pdf 136 KB PDF - Click to view

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EMPLOYMENT CONTRACT.docx 20 KB Word Document - Click to view

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Atwood Memorial Center Student Employee Expectations.docx 23 KB Word Document - Click to view

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