The mission of the College of Saint Benedict and Saint John’s University Student Employment Programs* is to provide financial assistance to students of the colleges through employment opportunities. The programs foster leadership development, substantive employment opportunities, transferable life skills, and personal and career development of student employees.

Because the programs are designed for students who need employment to assist in financing their college costs, preference is given to students with the greatest financial need. Students must be enrolled as a degree-seeking student at the College of Saint Benedict (CSB), Saint John's University (SJU) or Saint John's School of Theology (SOT) in order to be eligible for student employment.

The Student Employment Programs have the following objectives:

To provide a broad range of job opportunities, which will provide leadership, transferable life skills and personal growth for student employees.
To provide student employees with employment opportunities in jobs that are vital to the operation of the colleges.
To foster student career development through a variety of employment experiences.

The CSB/SJU Student Employment Programs are coordinated by:

College of Saint Benedict
Barb Fahnhorst
Financial Aid Office
Main 244
37 South College Avenue
College of Saint Benedict
Saint Joseph, MN 56374
(320) 363-5049

Saint John's University
Valerie Knopp
Financial Aid Office
Quad 154
P.O. Box 5000
Saint John's University
Collegeville, MN 56321
(320) 363-2186

*References to Saint John’s University and SJU are inclusive of the Saint John’s School of Theology (SOT).

Working in a Campus Position

How do I secure a job?

There are many different job opportunities in a variety of departments. All job openings on either campus and at approved community service agencies are listed with the Student Employment Offices on the student employment homepage, http://www.csbsju.edu/sejobs. A user name and password, which are changed annually, are required to access job postings.

Eligible returning CSB and SJU/SOT students are authorized to look for jobs during spring semester. An eligible student is one who has worked during the academic term and is working as of February 15th prior to the subsequent fall (i.e., employed during 2001-00 and seeking employment for academic term 2002-03).

Students are eligible for the same number of hours for the next academic term as they were eligible during the qualifying academic term (i.e., if your work award for 2001-02 was 5-6 hours per week, you are eligible for a 5-6 hour per week position for 2002-03).

CSB and SJU first year and transfer students with work awards are mailed employment information in June and may apply and interview for positions throughout the summer prior to the fall semester and also during the first few weeks of fall semester.

May I work more than one job?

You may work more than one job through the CSB/SJU Student Employment Program provided that the total number of hours between the positions does not exceed your total work award. Example: If you have a work award of 10-12 hours per week, you may work two positions at 5-6 hours per week.

May I volunteer in a department?

Students are not eligible to volunteer in a position that would normally receive monetary compensation. This includes those students not eligible for a work award or those students who have reached their work award limit.

What if I’ll be studying abroad?

Students planning on studying abroad fall semester are encouraged to complete and return a Notification of Hiring (NOH) form for spring semester prior to the fall departure date.

What if I am a Resident Assistant?

If you are hired as a Resident Assistant at the College of Saint Benedict, Saint John’s University, Saint John’s Preparatory School or the School of Theology, you are not eligible for an additional student employment position. (This includes any positions at the College of Saint Benedict, Saint John’s University, the School of Theology, the Liturgical Press, Saint John’s Abbey, and Saint John’s Preparatory School.)

INTERNATIONAL STUDENTS

A student on an F-1 visa may accept employment at the college/s without prior approval from the Bureau of Citizenship and Immigration Services (BCIS). This is not to say that employment is guaranteed, as eligibility for campus employment is determined based on availability of campus positions, prior work performance (if applicable), and financial aid eligibility.

International students on an F-1 visa must be enrolled for a full course of study and be making satisfactory academic progress. Students must be enrolled in the subsequent fall term in order to be employed during the summer.

Employment is limited to on-campus positions. On-campus employment is limited to 20 hours per week during periods of enrollment and 40 hours per week during periods of non-enrollment (summers or academic breaks). A work week is Sunday through Saturday. NOTE: Though an international student is permitted to work 20 hours per week during periods of enrollment and up to 40 hours per week during periods of non-enrollment, CSB/SJU limit academic positions to 10-12 hours per week. There is also no guarantee of the availability of 40 hours per week work during periods of non-enrollment.

Failure to comply with BCIS regulations and CSB/SJU institutional policies could result in immediate dismissal from your campus position or more seriously, sanctions by the BCIS.

Additional information concerning INS employment regulations may be obtained by contacting the International Student Program Office at (320) 363-5294.

Getting Paid

What payroll forms do I need to complete in order to be paid?

Notification of Hiring (NOH) Form
Student Employment Contract
I-9 Employment Eligibility Form and supporting documents *
W-4 Form (Internal Revenue Service)
Direct Deposit of Earnings Form
Criminal Background Check (for applicable positions)

All forms must be completed and returned to the Student Employment Office within three (3) days of hire. No payment of earnings will be released until all payroll forms are complete and returned to the Student Employment Office.

Student employees must possess a valid United States Social Security card in order to be paid.International students, who do not possess a valid U.S. social security number must apply for and receive a social security card prior to any earnings being paid. International students’ social security cards must state, "Valid for work only with BCIS authorization".

* NOTE: BCIS regulations require the I-9 to be completed within three (3) days of hire in order for the employee to continue working.

Criminal Background Checks

Positions that require you to provide care, treatment, education, training, instruction, or recreation to children or vulnerable adults or if you have been issued master keys, will require the completion of a criminal background check prior to the beginning of your employment. The cost will be paid by the hiring department.

How Am I Paid?

Your supervisor will receive a timecard for you each month. Timecards are to be completed in ink and according to the instructions written on the back of the time card.
They are as follows:

Record the exact number of hours you worked on each day. Overtime is not permitted. Students working in some departments are required to punch in and out on a time clock. The department provides time clock timecards.
Hours should be rounded to the nearest quarter hour and entered in decimal form. Examples:
1 hour and 10 minutes = 1.25 hours
2 hours and 5 minutes = 2.0 hours
3 hours and 50 minutes = 3.75 hour

At the end of the pay period, total your monthly hours. If the Student Employment Office discovers an error in the monthly totals, the daily totals will be assumed to be correct.

Both you and your supervisor must sign your timecard in ink. Timecards will not be processed without signatures. Students may not authorize payment nor sign for the supervisor. Any forgery of supervisor signatures will result in immediate dismissal. (See "Can I be Terminated?").

The exact number of hours the student worked for the day should be recorded on the time card. Students should not "lump" hours together (i.e., if a time card is late, total hours for the previous month should not be listed on one day).
It is your responsibility to turn your timecard in by the due date to the appropriate Financial Aid Office, however, some departments take this responsibility for their students.
Late timecards will not be processed until the following month. Timecards are due the 10th of the month unless otherwise indicated on the payroll schedule. If the 10th falls on a weekend, time cards are due on the Friday prior to the weekend.
CSB students turn their time cards in at CSB. Payroll is received at CSB. SJU/SOT students turn their time cards in at SJU. Payroll is received at SJU.

Original time cards with signature will be used for payment of earnings. Earnings will not be paid from a fax.

The base rate for students on both campuses is $7.26 per hour. All positions are paid according to the CSB/SJU variable wage scale based on criteria in job descriptions. Please ask your supervisor for information on your particular wage rate.

The weekly pay period is Sunday through Saturday.

All earnings are subject to statutory state and federal income tax regulations. Students enrolled at least half-time during the academic year are exempt from Social Security (Medicare/FICA) taxes. *

*Exception: Students hired under the Community Service program may be subject to the Social Security tax year round.

Academic Year: Gross earnings are applied to your work award; net earnings are paid to you or your tuition account (based on how your earnings are set up to apply). The maximum gross amount you may earn for the academic year is based on your work award.

You are paid approximately 7 days after the monthly timecard due date provided all required employment forms are completed and on file in the appropriate Student Employment Office.

Your pay statement will be sent to your campus e-mail account after payroll is processed.

May I work overtime?

Overtime pay is not allowed unless there are circumstances which demand that you work overtime. If you are working in two departments, the secondary department will be responsible for the overtime pay. You should discuss this with the supervisor of the secondary department prior to working overtime. All pay over 40 hours per week will be paid at time and one half.

May I receive a payroll advance?

SJU/SOT students may request one payroll advance per pay period. The advance, which is not to exceed 80% of the amount that has been earned to date, may be arranged through the SJU Student Employment Office. If the student employee is paid hourly, the student must produce a time card initialed or signed by the supervisor verifying the hours worked to date. Advances taken against the current month's payroll must be requested on or before one week prior to the time card due date (i.e., time card is due on 10th of month; 3rd of month is final day to request an advance).

CSB students may request a payroll advance in the summer months by completing a mid-month payroll advance form. See mid-month advance form for dates and procedures.

No advances will be allowed between December 17-31.

What if I serve on jury duty?

If you are summoned for jury duty and are required to report for duty, a leave of absence will be provided for the time actually served during the regularly scheduled hours. Your schedule may be altered at the discretion of your supervisor to accommodate the conflict between jury duty and your regular work shift. You will receive your regular hourly rate of pay minus the amount of money received for jury duty. At the end of your jury duty, you must obtain a copy of the days served from the county. The monetary compensation from the county must be submitted to the appropriate Student Employment Office. Record your hours served on your time card as “Jury Duty”.

On the Job

What are my job responsibilities as a student employee?

1) Attendance

You are expected to be reliable, punctual, and dependable in attendance. Each department has a policy regarding absences. Some departments require you to find a replacement if you are unable to work your scheduled hours. Notify your supervisor in advance if it is necessary to be absent from your job. Unexcused absences may jeopardize your job and future campus employment.

2) Fulfillment of Job Requirements

You have a responsibility to perform the job according to the job description provided by your supervisor. If you do not receive a written job description, ask your supervisor for a copy. Failure to meet expectations could result in the loss of your job.

3) Contract Obligations

Your work contract is for the entire academic year, unless otherwise arranged. The award indicated on your contract represents the maximum amount you may earn and includes compensation from clubs or other incidental payments during the academic year from either the Order of Saint Benedict or the College of Saint Benedict. Only the Financial Aid/Student Employment Office is authorized to increase the amount of the student’s work award, rate of pay, or extend the student's employment contract.

Because of the time and resources invested in training employees, students are asked to remain in their position minimally for one semester. This also provides the student an opportunity to develop meaningful relationships with co-workers, develop a reference for future positions and also provides adequate time to determine if the position is a "match" for the student’s interests, skills and abilities.

You are responsible to work with your supervisor to monitor your earnings to be sure you are on schedule in completing your work award. Fulfillment of your work award depends on your willingness and availability to work.

Note: Your work award reflects the potential earnings and only hours actually worked will be paid. A reduction in hours worked will reduce the earned amount of your work award.

How do I handle job problems?

If you are having problems with your job (e.g., work schedule, job expectations, not enough hours to fulfill your work award, conflicts with supervisor) discuss them with your supervisor. If you are not able to resolve your problem with your supervisor, contact the student employment administrator on your campus.

What if I am injured on the job?

All injuries and accidents must be immediately reported to your supervisor. Failure to follow this procedure could jeopardize your rights to Worker's Compensation.

Your supervisor will need to complete an “Accident Report” form, available in either Human Resource Office. The accident report must be returned to the Human Resource Office within 24 hours of reported injury.

Supervisors of CSB students will need to complete an "Accident Report", available in the Human Resources Office. This report must be returned to the Human Resource Office within 24 hours of reported injury. If medical care is necessary, the Human Resource Office will refer you to the network provider that has been selected for an initial evaluation.

Supervisors of SJU students must complete a "Supervisor's Report of Injury or Accident" form, provided by the Human Resources Office, within 24 hours of reported injury.

Accident report form may also be accessed at the Human Resources Office web site: www.csbsju.edu/humanresources. Select: Forms/Miscellaneous Forms/OSB/CSB Accident Report

Is my work environment safe?

The colleges have made efforts for you to remain injury free during your employment. All supervisors have been directed to instruct you in safe work practices. Safety on the job is not an option - it is required of all of our employees.

More complete information on mandatory safety training may be found under "Safety Training" this employment handbook.

What do I do in the event of severe weather?

Seek safe shelter immediately. Any outdoor activity should stop when lightening is visible. When conditions are visible for severe weather or warning sirens are heard, go to the lowest interior areas of college buildings. The garages do not provide safe shelter. You must get to another building on campus.

Campus security will monitor potential weather emergencies and provide the campus with the most up to date information on any existing conditions. Your cooperation in following directions is very important for your safety.

Am I authorized to drive institutional vehicles?

Only those employees who are authorized by their supervisors and have completed the CSB/OSB defensive driving course may operate college vehicles. To register for the defensive driving course, contact:

CSB: John Deuhs, (320) 363-5979, or Bill Storkamp, (320) 363-5101

OSB: Jay Bohan, Fire Chief, (320) 363-2742

As a driver, you may be required to check the vehicle out from the physical plant office. You must have in your possession a valid driver's license and you will be required to complete authorization forms. Vehicles are to be operated in a safe manner and in accordance with the laws of the State of Minnesota at all times. This includes the use of seat belts. Also, at no time should any passenger be allowed to extend his/her body outside of the confines of the vehicle. The safe operation of an institutional vehicle is the responsibility of the driver.

Is there a dress code for student employees?

Students are expected to be appropriately attired for the position they hold. Some departments (Dining Service, O’Connell’s, Custodial and Food Services, Abbey Housekeeping, McGlynn's) may have a specific dress code to follow. Your supervisor should inform you of the department dress code standards that it expects you to follow. During the summer there are some established guidelines that student employees should follow:

shoes must be worn at all times
men must wear shirts (including those working in Grounds Crew, Paint Shop, and Physical Plant)
No bathing suits, tube tops, or halter tops
If the department allows shorts, they should be of appropriate length and not cut-offs

Am I entitled to a meal break or other breaks?

A fifteen (15) minute break is allowed during each four (4) hour work period. Each break is to be preceded and followed by an extended period of work. Break times may not be saved to be used at another time. Example: If you work 4 hours, you are entitled to a 15 minute break after approximately 2 hours of work.

A meal break of ½ hour (without pay) is added to each eight hour work period. Example: If you work from 8:00 A.M. to 4:30 P.M., ½ hour of this time is for a lunch break. You will be paid for 8 hours of work. Unpaid lunch periods may not be waived and added on as additional payable hours.

Is confidentiality a concern in my position?

All student employees must deal with some level of confidential information in the performance of their duties. This information cannot be discussed or made available to anyone without the proper approval of your supervisor. If you share confidential information with any unauthorized person you will be immediately dismissed from your job. (See "Can I be Terminated?".)

May I work in the same department as a member of my family?

A student employee is not allowed to be directly or effectively supervised by a member of her/his immediate family.

An immediate family member is defined, inclusively, as: spouse, parent, child, grandchild, grandparent, brother, sister, step-parent, step-child, mother in-law, father in-law, son in-law, daughter in-law, brother in-law and sister in-law.

Work Awards

What If I Decline My Work Award?

If you decline your work award for the year in which it is offered as a part of your financial aid package, it may not be offered to you in subsequent years. You may request to be placed on the work waiting list. At the end of September, those students on the mailing/waiting list will be notified of their eligibility for student employment and of any open positions.

What If I Do Not Earn My Full Work Award?

Fulfillment of your work award depends on your willingness and availability to work. Your work award reflects the potential earnings and only hours actually worked will be paid. A reduction in hours worked will reduce the earned amount of your work award.

How Do I Renew My Work Award?

All students who are employed in student employment positions during the current academic year and by February 15th are eligible to look for employment for the following academic year beginning in March (or earlier for students who will be off campus during spring semester). All positions will be listed on the Student Employment Homepage. Students must turn in a completed Notification of Hiring (NOH) form to their respective campus Student Employment Office in the spring of the year in order to have their work award renewed for the following academic term.

Work awards are calculated on the number of hours per week x rate of pay x number of hours per week the student has been hired to work. If a student does not select a position in the spring of the year, her/his work award will not be included in the financial aid award letter mailed in the spring or summer.

Work awards are not automatically renewed for subsequent years, as eligibility is based on continued financial eligibility, past job performance at CSB and SJU, and based on the student submitting a Notification of Hiring (NOH) form to the appropriate Financial Aid Office.

You must be working in a regular position as of February 15th of each year to be eligible to look for employment in the subsequent fall term.

What if I do not have a work award?

Students without a work award and who desire campus-based employment may request to be placed on the Work Waiting List. At the end of September, those students on the Work Waiting List will be notified via their campus e-mail accounts of any open positions. Note: The Work Waiting List is comprised of any student without a current work award and who has expressed an interest in student employment. Employment of these students is based on 1) the student's own initiative to apply and interview for a position, and 2) the student's financial aid eligibility.

Training, Evaluation, Termination

Are training opportunities available to me?

All students employed for the first time at CSB/SJU are required to participate in the WISE Leader Training (WLT) Program. WLT is designed to increase student job satisfaction and performance within the context of career development, in addition to assist students in viewing their student employment as having leadership opportunities. Training time is paid.

Other professional development programs, sponsored by the CSB/SJU Student Employment Leadership Team (SELT), are available throughout the academic year.

Will I be evaluated in my position?

Nearly every position in the job market has some form of employee performance evaluation, therefore, it is crucial that an understanding of this process is started early in your employment career. By utilizing evaluation forms, you will gain an understanding of and an exposure to what will be expected in the work place after college.

In addition, the Student Employment Offices receive many requests for background checks and employment verifications from future employers, mortgage lenders, and/or rental agencies. With written consent, the agencies often ask for information pertaining to a student's campus employment performance.

You will be evaluated at least once each year or during the summer. Many departments evaluate students each semester (academic year only). The evaluation will be based on your dependability, completion of job expectations, attitude, initiative/leadership, quality of work, and other areas. You are expected to meet with your supervisor to discuss your performance. A written evaluation, completed by you and your supervisor, will be forwarded to the Student Employment Office. The evaluation is an important part of your employment experience and becomes a part of your employment file.

Can my employment be terminated?

Yes, your employment may be terminated for the following reasons:

You have earned the maximum amount of your work award. The award indicated on your contract represents the maximum amount you may earn. Only the Financial Aid Office may increase the amount of your work award. (Academic year only.)
You decide to quit your job. You are expected to provide a two (2) week notice to your supervisor, unless other arrangements have been made. You must also notify the Student Employment Office if you decide to quit your job. If you do not give a two (2) week notice, you may not be eligible to find another campus position. There is also no guarantee of future student employment.
If your job performance is not satisfactory. Unsatisfactory job performance may include, but is not limited to: failure to report for scheduled hours, failure to follow supervisory or departmental procedures, inability to complete job expectations or insubordination. Your supervisor may dismiss you after sufficient warning is given. One (1) meeting or written notice is required stating that dismissal is probable. If no improvement is shown within a reasonable time (minimum of one week), official termination will be made in writing, with a copy for your student employment file. Dismissal from your job may result in termination of future student employment.
Continuation of employment would be damaging to the operation of the department or agency. Immediate dismissal may occur for gross misconduct or when, in the judgment of your supervisor, continuation of employment would be damaging to the operation of the department or agency.

"Misconduct" is defined as a willful action involving assault and battery, an immoral act, the malicious destruction of property, the theft of money or property, or other conduct which markedly interferes with and adversely affects the individual's employment. The following also constitutes misconduct:

A. excessive absenteeism;
B. excessive tardiness;
C. refusal to comply with directives of superiors;
D. violation of known and acknowledged company rules;
E. falsification of records;
F. drinking on the job; and
G. sleeping on the job.

Examples of gross misconduct include, but are not limited to: theft, falsification of time card hours, breach of confidentiality, or forgery of your supervisor’s signature. Incidents of gross misconduct will result in immediate dismissal. Dismissal for gross misconduct will have a minimum penalty of the loss of student employment eligibility for the subsequent fall term. Dismissal requires written notice to you with a copy for your student employment file.

If you feel your dismissal is unjustified, contact the Student Employment Office on your campus within one week of termination to discuss the situation.

Off-Campus and Community Service Positions

A variety of community service positions are available, on and off campus, through the Federal and Minnesota Student Employment Community Service Programs. Students must be eligible for federal or state funds to be employed in this program. A list of available positions (ranging from teaching assistants to youth services) is available on the student employment homepage.

Each campus has a bulletin board located outside the Financial Aid Office with off-campus job postings. Employers in the local area are encouraged to list their job openings with the colleges. These positions are open to all CSB and SJU students. Students may contact potential employers directly and are hired directly by the off-campus employer.

The Student Employment Office is unable to research the integrity of each organization that lists job openings with the offices. Therefore, you are urged to undertake this responsibility for yourself. Students should exercise caution and discretion when contacting or applying for a position with off-campus employers. Do not go on your own to a residential address to apply for a job or put yourself in a vulnerable situation. Even the best job opportunity is not worth jeopardizing your personal safety.

The CSB and SJU Student Employment Offices do not endorse nor are responsible for off-campus employment postings.

Summer Student Employment Policies

The Summer Student Employment Program at the College of Saint Benedict and Saint John's University is designed for students intending to enroll at CSB or SJU who need employment to help finance their education. The Summer Student Employment Program has the following objectives:

To provide student employees with a broad range of work opportunities in jobs that are vital to the operation of the University and the College.
To provide a work environment that will teach students life long skills, including leadership, communication, teamwork and career development.

Hospitality & Benedictine Values

All students employed at the College of Saint Benedict or Saint John's University are expected to contribute to the atmosphere of "welcome" which is promoted all year long, but in a special way during the summer. The two campuses play host to thousands of summer campers, conference attendees and tourists. Summer student employees are asked to be helpful and friendly to our summer guests and extend the Benedictine hospitality for which the colleges are known.

Benedictine values, from the Rule of Saint Benedict, are defined as:

Awareness of God: to look for God not in the abstract but in the ordinary events of every day
Community Living: to become who we are by our relationships with others
Dignity of Work: to appreciate the dignity of work in God’s creation
Hospitality: to offer warmth, acceptance, and joy in welcoming others
Justice: to work toward a just order in our immediate environment and in the larger society
Listening: to hear keenly and sensitively the voices or persons and all created beings
Moderation: to be content with living simply and finding balance in work, prayer, and leisure
Peace: to strive for peace on all levels: with self, others, and God
Respect for Persons: to respect each person regardless of class, background, or professional skill
Stability: to cultivate rootedness and a shared sense of mission
Stewardship: to appreciate and to care lovingly for all the goods of this place

Am I eligible to work on campus in the summer?

In order to be considered for an on-campus summer job, you must be enrolled as a full time student in the fall at CSB or SJU/SOT. SOT students enrolled for the summer term may be eligible to work during the summer. A limited number of positions are available.

Summer employment does not guarantee that a student will be employed during the following academic year.

Employment contracts are for 12 weeks in the summer, unless otherwise arranged.

Summer positions are posted on the CSB/SJU student employment homepage at http://www.csbsju.edu/sejobs under CSB Summer or SJU Summer. Positions are usually filled by earlyApril.

May I live on campus during the summer?

Both campuses have very reasonably priced summer housing for students. Students wishing to live at SJU must be employed for a minimum of 20 hours per week at the SJU campus.

Contact the Housing Office at each institution for more information regarding summer housing. (CSB: 320-363-5580 or SJU: 320-363-2735).

Where do I park my car if I am working on campus in the summer?

All "No Parking", “Handicapped Parking” and "15 Minute Parking" areas are enforced. For your protection, lock your car and place any items of value in the trunk or keep them out of view.

CSB ‑ You may park your car in any authorized parking area. Student parking stickers do not apply during summer months.

SJU ‑ Students must register their vehicles with Life Safety Services. There is no fee for summer registration. Parking for student employees includes Flynntown, Mary Hall, Watab and Science Hall #2 lot.

GENERAL STUDENT EMPLOYMENT POLICY STATEMENTS

REPORTING AND AUTHORIZATION OF HOURS

Federal and state financial aid and payroll regulations governing the monitoring, reporting, authorization, and disbursement of student employment earnings are very explicit. The policies of the CSB/SJU Student Employment Programs must operate under these regulations. Violations could result in financial penalties and/or the loss of Title IV financial aid for both institutions. Students can only be paid for hours actually worked and may not be paid for sick leave, vacation pay or holiday pay. All time cards need to be verified and signed by the supervisor.

WORKING FOR RELATIVES

A student employee is not allowed to be directly or effectively supervised by a member of her/his immediate family. An immediate family member is defined, inclusively, as: spouse, parent, child, grandchild, grandparent, brother, sister, step-parent, step-child, mother in-law, father in-law, son in-law, daughter in-law, brother in-law and sister in-law.

PERFORMING DUTIES UNRELATED TO JOB DESCRIPTION

Student employees may not perform work unrelated to their job description. Examples include: typing personal correspondence; working on projects for a supervisor’s non-college business; running personal errands; babysitting; checking personal e-mail, conducting personal Internet searches. This policy does not include the hiring of student services outside of the work environment and paid for with personal funds (e.g., babysitting).

USE OF OFFICE EQUIPMENT ON THE JOB

Use of office equipment and supplies (e.g., computers, telephone, paper, stamps, envelopes, etc.) is not allowed during work time or after hours. Office supplies and equipment are to be used for the sole purpose of completing the assigned tasks of your position and those of your supervisor.

USE OF ELECTRONIC MAIL (E-MAIL)

Students may not access their personal e-mail accounts while on paid work time. Use of department e-mail accounts is limited to work related duties. Additional information on institutional use of e-mail may be found at http://www.csbsju.edu/itservices/policies/termsandconditions.htm.

GIFTS TO EMPLOYEES

Gifts provided to an employee (including student employees) purchased with institutional funds may be subject to payroll withholding taxes.

All gifts provided in an effort to recognize a high level of performance or extraordinary service are considered taxable compensation. The value of such gifts (if purchased with institutional funds) must be communicated to the appropriate payroll department. Cash and gift certificates are never excludable from withholding tax regardless of the value.

Confidentiality Statement - Student Records

All employees of the College of Saint Benedict and Saint John's University (administrative, academic faculty, staff, and student employees) are required to abide by the policies governing review and release of student education records. The Family Education Rights and Privacy Act (FERPA) of 1974 mandates that information contained in a student's education records must be kept confidential.

Please be aware that Confidential Information includes:

Student's Class Schedule
Ontrack Reports
Academic Transcripts
Grade/GPA Information
Student ID number (SSN) - may not be given out or posted in any manner

Confidential Information should be given to students in person, with proper identification, or via their individual email accounts. Confidential information should not be given over the phone.

Confidential Information should not be given to the parents of any student unless you verify with the Registrar's Office that they claim the son or daughter as a dependent according to the IRS tax laws. This includes the student's schedule of classes.

A complete policy statement on the CSB/SJU implementation of FERPA guidelines can be found in the Registrar's Office. In part, the policy states that officials of the University may be given access to student education records on a "need to know" basis and that such access must be limited to job-related, legitimate educational interests. The information contained in a student's education record may not be released to a third party without the written consent of the student. The only exception would be directory information defined by FERPA as the student's name, address, telephone number, dates of attendance, class, date of birth, major field of study, participation in officially-recognized activities and sports, degrees conferred, and the most recent previous educational institution attended.

Inappropriate use of misuse of student records is a violation of CSB/SJU Statutes and could result in civil and/or criminal prosecution.

Contact the Registrar's Office if you have any questions.

NEW HIRE REPORTING

The Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA) requires information on all newly hired employees to be reported to a designated state agency. Minnesota statute 256.998 requires all Minnesota employers to report all new hires to the Minnesota New Hire Reporting Center (MNHRC). Student employees' name, permanent address, social security number, and date of birth will be provided to the MNHRC as required by law. Failure to agree to the terms of the Act and statute could result in revocation of the student's offer of employment.

College/University Policy Statements

Affirmative Action/Equal Employment Opportunity Statement

The College of Saint Benedict & Order of Saint Benedict

Affirmative Action means not only to be free of discrimination in employment practices, but also to make a good faith effort to employ qualified women and minorities, and based on this, the College of Saint Benedict and the Order of Saint Benedict are committed to providing equal opportunity to all employees and applicants for employment in accordance with all applicable Equal Employment Opportunity/Affirmative Action laws, directives and regulations of federal, state and local governing bodies or agencies and specifically with Minnesota Statutes Section 363.

For specific information regarding the affirmative action/equal employment opportunity policy for the Order of Saint Benedict, contact the Joint Human Resources Director at the OSB Human Resources Office at (320) 363-3393. For specific information regarding the affirmative action/equal employment opportunity policy for the College of Saint Benedict, contact:

For information regarding the Joint Human Rights Office or for assistance in handling grievances, contact the appropriate Human Rights Officer:

Staff/Faculty: Judy Bednar (320) 363-5071
Students: Sherry Smolik Day (320) 363-5485

Joint Human Rights Policy

The College of Saint Benedict & Order of Saint Benedict

The College of Saint Benedict and the Order of Saint Benedict, Inc., Collegeville, are committed to creating and maintaining an environment in which all members of the community are aware of and respect the rights and human dignity of every other member. Therefore, we will investigate and promptly seek the equitable resolution of allegations of discrimination relating to race, religion, color, national origin/ethnicity, sex, sexual orientation, age, marital status, or disability.

Sexual harassment or other forms of harassment based on race, religion, color, national origin/ethnicity, sex, sexual orientation, age, marital status, or disability are reprehensible, are antithetical to the mission of these institutions, and will not be tolerated. In institutions such as ours, which espouse Catholic and Benedictine values, every community member's awareness of and respect for the rights and human dignity of every other member undergird community life. Attitudes of condescension, hostility, stereotyping, and other forms of bigotry and intolerance weaken the health of the community. Furthermore, discrimination and harassment compromise the integrity of a liberal arts education because they make the learning, residential, and working environments hostile, intimidating, and offensive; they destroy opportunities to develop strong positive self-concepts and the sense of self-confidence which is essential to living out the ideals of a liberal education. In addition, persons who harass others compromise their own integrity and credibility. Consequently, neither the College of Saint Benedict nor the Order of Saint Benedict, Inc., Collegeville, will knowingly permit the violation of this policy.

For information regarding the Joint Human Rights Office or for assistance in handling grievances, contact:

Judy Bednar, Joint Human Rights for Staff and Faculty
(320) 363-5071.

Sherry Smolik Day, JointStudent Human Rights and Diversity
(320) 363-5485

Joint Sexual Assault Policy

The College of Saint Benedict & Order of Saint Benedict

The College of Saint Benedict and the Order of Saint Benedict, Inc., Collegeville, are committed to maintaining an environment, which is free from the physical and emotional threat of sexual assault. For purposes of this policy, sexual assault is defined as sexual contact or penetration without consent. These institutions will investigate and promptly seek the equitable resolution of all allegations of sexual assault.

In institutions such as ours, which espouse Catholic and Benedictine values, every community member's awareness of and respect for the rights and human dignity of every other member undergirds community life. These values demand that we strive to create an environment where the sacredness of each person is honored. Sexually assaultive conduct violates the sacredness of the person, weakens the health of the community, and is antithetical to the mission of these institutions. Therefore, we will not tolerate sexual assault in any form.

For information regarding the Joint Sexual Assault Policy or to obtain a complete copy of the complaint procedures, contact:

Judy Bednar, Joint Human Rights for Staff and Faculty
(320) 363-5071.

Sherry Smolik Day, Joint Student Human Rights and Diversity
(320) 363-5485

DRUG FREE WORKPLACE POLICIES

THE ORDER OF SAINT BENEDICT

The Order of Saint Benedict will comply with the Drug Free Workplace Act. This compliance requires that the Order maintain a drug free work environment. To maintain this environment, the Order prohibits the unlawful manufacture, distribution, dispensation, possession or use of a controlled substance in the workplace or while acting as representatives of the Order while off-campus.

COLLEGE OF SAINT BENEDICT

As a member of the College of Saint Benedict community, all must take an active stance in the prevention and elimination of unlawful use of illicit drugs and abuse of alcohol. As employees, a condition of employment includes reporting to work in an appropriate mental and physical condition.

It is the intent and obligation to provide a drug-free, healthful, safe and secure campus environment. The College recognizes chemical dependency as an illness and major health problem. The College also recognizes abusers of illicit drugs and alcohol to be potential health, safety and security problems. Employees needing help in dealing with such problems are encouraged to use the Employee Assistance Program or health insurance plan, as appropriate.

SAFETY TRAINING

COLLEGE OF ST. BENEDICT/ST. JOHN’S UNIVERSITY

The Occupational Safety and Health Administration (OSHA) requires employers to conduct safety training in a number of areas in an effort to ensure a safe environment for all employees (including part-time and student employees). In order to comply with OSHA regulations and the College of St. Benedict and St. John’s University safety policies, a employees must receive orientation training before being assigned to a task that would put them at risk. The following is a list of required training:

Employee Right-To-Know (MN Chapter 5206): For employees who are routinely exposed to hazardous substances, harmful physical agents, and infectious agents. Orientation and annual refresher training required.

Definitions:

Hazardous substance - a chemical or substance, or mixture of chemicals or substances which is either toxic or highly toxic, an irritant, corrosive, a strong oxidizer, a strong sensitizer, combustible, flammable or otherwise may cause substantial acute or chronic personal injury or illness during or as a direct result of any reasonable exposure. Does NOT include products intended for personal consumption by employees in the workplace or consumer products packaged for distribution to, and used by, the general public, including any product used by an employer or the employer’s employees in the same form.
Harmful physical agent - heat, noise, ionizing radiation, and non-ionizing radiation.
Infectious agent - a communicable bacterium, rickettsia, parasites, virus, or fungus that is determined to cause substantial acute or chronic illness or permanent disability as a foreseeable and direct result or any routine exposure to the infectious agent. Infectious agents that are present in human blood and can cause disease are also called bloodborne pathogens and are also addressed by CSB and SJU Bloodborne Pathogens Policy.

Bloodborne Pathogens (1910.130): for employees whose jobs require tasks which routinely involve a potential for mucous membrane or skin contact with blood, body fluids or tissues (class 1) and whose jobs normally do not involve exposure to blood, body fluids or tissues, but may require performing unplanned class 1 tasks (class 2). Class 1 and class 2 employees are defined in the Bloodborne Pathogens Exposure Control Manual (located in your department or the Safety Office). Orientation and annual refresher training required. (Please note that orientation training for class 1 employees is conducted by the health education office at CSB and therefore departments are responsible to conduct the class 2 orientation training).

Lockout/Tagout (1910.147): for authorized and affected employees who are involved in the service or maintenance on equipment or machinery. Orientation training required. Refresher training only required in specific instances - see the Lockout/Tagout Policy.

Confined Space Entry (1910.146): for employees who are assigned to work in confined spaces as defined by OSHA. Training must occur before an employee begins work in a confined space.

Respiratory Protection (1910.134): for employees who are required to wear a respirator to protect their health on the job. Orientation and annual refresher training required.

Emergency Procedures: all employees need to know what steps to take in an emergency (fire, tornado etc.) and what the evacuation plan is. Orientation and annual refresher training required.

OSHA also requires that employers conduct training for recognized hazards under the "General Duty Clause." Therefore, CSB and SJU may require training in the areas of back safety, ergonomics, and other areas deemed necessary.

CSB/SJU Student Employment Handbook

Academic Year 2004-05

Table of Contents

MISSION STATEMENT