Student Supervisor Handbook

HIRING STUDENT EMPLOYEES

It is important to maintain current job descriptions for student positions.  The job description should also be on file with the Student Employment Office.  The CSB/SJU Student Employment Office utilizes a variable wage structure to determine hourly wages for positions based on the job description on file in the Student Employment Office.

All job descriptions are reviewed by the CSB/SJU Student Employment Variable Wage Committee, which is comprised of supervisors from various departments.  The Committee meets quarterly to review new job descriptions and to discuss issues relative to student wages.

Specific criteria are used in determining the wage level for each position.  Job descriptions must include the following information:

• Job Title
• Department/Agency Name
• Function/Description of the Position (include skills and experience student employee will gain from the position; equipment used; level of responsibility within the department)
• Duties & Responsibilities (include percentage of time for each responsibility; operation of equipment; use of chemicals; lifting, supervisory duties; training/evaluating co-workers or students)
• Minimum qualifications to perform the duties of the position (general and specific; experience; education; submit to background check; licensure)
• Work Schedule
• Contact Person

Job openings on either campus and at approved community service agencies are listed with the Student Employment Offices on the student employment jobs website, www.csbsju.edu/sejobs.  A user name and password, which are changed annually, are required to access job postings.  To ensure equal opportunity for all eligible students to apply, all open positions must be posted on the homepage for a minimum of one week.  Summer and off-campus positions are available for all CSB and SJU students to review and do not require a username or password.

The application provides a consistent method for the supervisor to review all interested applicants and for the student to provide an initial overview of her/his skills and abilities.  Applications should include:

• Basic information (name, address, phone number, work award they currently hold, availability to work)
• Skill-based questions to determine suitability for position.  These should be based on skills/qualities needed to complete duties of the job and indicate the applicant’s motivation and interest in the position.
• Prior work history (employer, dates of employment, supervisor’s name & phone number, job title and responsibilities).  This may also include volunteer positions or involvement.
• Disclaimer and Applicant Signature

Many departments utilize applications specific to their area.   Some departments request a resume and cover letter from student applicants.  The resume allows the supervisor to review the applicant’s strengths, relevant skills/activities, and is a good format to use for positions that require substantial responsibility.  Departments are also encouraged to develop and utilize on-line application forms.  (Training to develop on-line applications is available from the CSB/SJU IT Services Department.)  Whether the department uses an application or resume format, the application procedure must be consistent for all applicants.

Applications may only include information as it pertains to the job description.  Applications may not include questions pertaining to age, gender, religious affiliation, ethnicity, sexual orientation, marital status, transportation, GPA, class status, or extra curricular activities. 

Interviews are a significant part of a hiring decision.  The interview is used to determine if the applicant’s skills, abilities and interests are a good match for the position.  It is also an opportunity for the supervisor to gain information not provided in the application or resume.

Interview questions should be open-ended (questions which require more than a "yes" or "no" answer) and will provide the applicant an opportunity to talk about her/himself.  A good interview will be approximately 80/20, with the applicant talking about 80% of the time and the interviewer talking approximately 20% of the time.  All interviewing questions must relate to the job description and cannot pertain to age, gender, religious affiliation, ethnicity, sexual orientation, marital status, transportation, GPA, class status, or extra curricular activities.   

Eligible returning CSB and SJU students are authorized to look for jobs during spring semester for the following academic year.  An eligible student is one who has worked during the academic term (and is employed as of March 1^st) prior to the subsequent fall.  Students are generally eligible for the same number of hours for the next academic term as they were eligible for during the qualifying academic term.

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

When hiring an eligible student, sign her/his NOH form and have the student return it to the Student Employment Office on either campus.  Because the student’s wage is determined by the position and job description, it is important to accurately list the position in which the student is hired under "Job Title" on the NOH form.

• Spring -Students planning on studying abroad spring semester will be sent NOH forms for the subsequent year prior to the spring departure date.
• Fall - 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. 

Students 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 her/his total work award.  Example: If the student’s work award is 10-12 hours per week, he/she may work two positions at 5-6 hours per week.  Students should coordinate their work schedules with both supervisors to ensure they do not exceed their overall work award.

Resident Assistants

If a student is hired as a Resident Assistant at the College of St. Benedict, St. John’s University, St. John’s Preparatory School or the School of Theology, he/she is not eligible for additional student employment during periods of enrollment for that academic year.  (This includes any positions at the College of St. Benedict, St. John’s University, the School of Theology, the Liturgical Press, St. John’s Abbey, and St. John’s Preparatory School.)

Students who earn their total work award are not allowed to volunteer in a position that normally receives monetary compensation.

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, stepparent, stepchild, mother in-law, father in-law, son in-law, daughter in-law, brother in-law and sister in-law.

The student employment office does not recommend the hiring of students in a department or agency where a parent or close relative is employed. 

International students on an F-1 visa enrolled at CSB/SJU for a full course of study and making satisfactory academic progress are eligible to work on campus. 

F-1 Visa Restrictions:

Students may only work

• in campus positions
• 20 hours per week during periods of enrollment (CSB/SJU limit academic positions to 10-12 hours per week)
• 40 hours per week during periods of non-enrollment (summer and academic breaks)

Failure to comply with F-1 visa restrictions and CSB/SJU institutional policies could result in immediate dismissal from campus positions or more seriously, sanctions by the United States Citizenship and Immigrations Services (USCIS).  Additional information concerning F-1 employment regulations may be obtained by contacting the International Student Office. 

International students who do not possess a valid U.S. social security number must apply for and receive a social security card.

Personnel Forms

Criminal Background Checks

Timecards

Recording Hours:

• 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).  Padding of hours on a student’s time cards will result in immediate dismissal of the student and could result in loss of student employment funding for the department.
• Hours should be rounded to the nearest quarter hour and entered in decimal form on the time card.
• Examples:  One hour and 15 minutes = 1.25 hours, 1½ hours =1.50, and 1¾ hours =1.75.
• If a student works one hour and ten minutes, record as 1.25 hours; if a student works one hour and five minutes, record as 1.0 hour.
• At the end of the pay period, the monthly hours should be totaled.  If the Student Employment Office discovers an error in the monthly totals, the daily totals will be assumed to be correct.

Time cards are due on the 1st of each month, and students will be paid on or around the 13^th of the month.  It is the students’ responsibility to turn the time card in by the due date to the student employment office, however some departments take this responsibility for the student employees.  All personnel forms and employment contracts must be signed before any payment of earnings will be released.

Supervisors are encouraged to keep copies of the completed monthly time cards in order to verify the hours on the monthly payroll report.  Payroll reports are sent to the supervisor approximately 2-5 days after the pay date.

Late time cards will not be processed until the following month.

Most campus positions are paid at a base rate, which is reviewed annually.  Wage increases are determined by the percentage of increase provided to main payroll staff members.  Student pay statements can be viewed on Banner Web Self Service.  Earnings are directly deposited into the students’ off-campus bank accounts and/or students’ billing accounts.

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 FICA/Medicare (Social Security) taxes.*  During the academic year, gross earnings are applied to the student’s work award.  The maximum gross amount a student may earn for the academic year is based on the work award.

*Exception: Students hired under the Community Service program may be subject to the Social Security tax year round and the department is charged the employer share.

Summer earnings are subject to FICA/Medicare tax.  The student will pay the employee share of 7.65% and the department is charged the employer share of 7.65%.  International students are not subject to FICA/Medicare taxes. 

Though not generally permitted, it is recognized that there may be circumstances that call for overtime. Overtime is paid at time and one half of employees’ regular rate of pay.  The weekly pay period is Sunday through Saturday.  Overtime is calculated when a student works more than forty (40) hours in one week.  If a student is working in two departments, the department causing the overtime will be charged for the overtime expense.  

Advances generally are not approved during the academic year, except in emergency situations.  If a student has a financial emergency, s/he should contact the student employment office.  Students may request a payroll advance in the summer months by completing a mid-month payroll advance form.  These forms are available online or in either student employment office.

Payroll reports are sent to supervisors each month, approximately 2-5 days after the pay date.  Information includes:

• Department Name
• Student Name
• Monthly hours
• Monthly earnings
• Academic hours
• Academic earnings
• Department work award 
• Department work award remaining

Student employment budgets for non-auxiliary departments are determined by the CSB/SJU Student Employment Office.  Budgets are based on:

• Previous department spending levels
• Utilization percentage of approved student positions
• Available funds each fiscal year
• Number of positions approved for each department

Problems with students’ job performance should be discussed with students.  If the situation cannot be resolved at this level, contact the CSB/SJU Student Employment Office.

All injuries and accidents must be reported to the supervisor.  Failure to follow this procedure could jeopardize the student’s rights to Worker's Compensation.   Supervisors will need to complete an "OSB/CSB 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.  Accident report forms may also be accessed at the Human Resources Office web site: www.csbsju.edu/humanresources.  Select:  Forms/Miscellaneous /OSB/CSB Accident Report.

Students are expected to be appropriately attired for the position they hold.  Some departments (Dining Service, O’Connell’s, Abbey Housekeeping, McGlynn’s) may have a specific dress code to follow.  The institutions have some established guidelines for student dress code.  They are as follows:

• Shoes must be worn at all times.
• Everyone must where shirts (including those working in Grounds, Maintenance and on Paint crews).
• If your department allows students to wear shorts, the shorts should be of appropriate length.
• Bathing suits, tube tops and halter-tops are not allowed.

A fifteen-minute break is allowed during each four-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.  If a student declines a 15-minute break, s/he may not "save" it and add it to the total hours worked to be paid an additional 15 minutes.  An unpaid meal break of ½ hour is added to each eight-hour work period.

Students are required to maintain the CSB/SJU confidentiality policy.  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, including:

• Student’s Class Schedule
• On-track Reports
• Academic Transcripts
• Grade/GPA Information
• Student ID number (SSN) – may not be given out or posted in any manner

Confidential information should only be given to students in person, with proper identification, or via their individual e-mail 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.

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 (i.e., babysitting).

Use of office equipment and supplies (i.e., 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 the student’s position.

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.

The College of Saint Benedict and Saint John’s University support student civic involvement.  If a student is summoned for jury duty and is required to report for duty, a leave of absence will be provided for the time actually served during the regularly scheduled hours.  The student’s schedule may be altered at the supervisor’s discretion to accommodate the conflict between jury duty and the student’s regular work shift.

During the summer, if a student is hired to work full-time (40 hours per week), the student will receive his/her regular hourly rate of pay minus the amount of money received for jury duty.  At the end of the jury duty, the student must obtain a copy of the days served from the county.  The monetary compensation from the county must be submitted to the CSB/SJU Student Employment Office.  Hours served should be recorded as "Jury Duty" on the student’s time card.  If a student is hired to work less than full-time (less than 40 hours per week) in the summer, s/he does not receive her/his regular hourly rate of pay to serve on jury duty.  Work schedules may be altered to accommodate the student’s absence and the time missed to serve on jury.

During the academic year, students hired to work part-time (less than 40 hours per week) do not receive their regular hourly rate of pay to serve on jury duty.  Work schedules may be altered to accommodate the student’s absence and to assist him/her in fulfilling his work award hours for the time missed to serve on jury.

Declining a Work Award

Earning Complete Work Award

Calculation and Renewal of Work Awards

Extension of Work Awards

TRAINING, EVALUATION & TERMINATION

Departments are expected to have training and orientation opportunities for all student employees.  The orientation session should include departmental policies, staff introductions, departmental tours, safety information, scheduling, and specific training for the particular job (i.e. telephone etiquette for a position where the employee will be answering the telephone.)

The CSB/SJU Student Employment Program promotes professional development opportunities through the Student Employment Leadership Team (SELT).  The mission of the Student Employment Leadership Team is to promote a rich student employment environment that supports lifelong learning.

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

Supervisors and Student Supervisors/Managers: A variety of professional development opportunities are provided to supervisors throughout the year to assist them in their supervision of student employees.

The performance evaluation is an integral part of every employment position.  When thoughtful time is invested in the process, evaluations are a valuable tool: 1) in developing the student employee, 2) for the supervisor to provide and receive feedback, and 3) to assist in strengthening the employment environment.

Each student’s job performance will be evaluated at least once per year; many departments evaluate students each semester.  The evaluation will be based on dependability, completion of job expectations, attitude, initiative/leadership, quality of work, and other areas.  The student employee and supervisor should meet to discuss the student’s job performance.  A written evaluation, completed by both the student and supervisor should be forwarded to the Student Employment Office.  The evaluation becomes a part of the student’s employment file.

Key Points to a Good Evaluation Session

• Set up a date and time to meet in advance. 
• Give student the paper work to be filled out and give any specific directions needed.
• Meet with student in a private and confidential location.
• Meet in a relaxed atmosphere with no barriers in the room between the two of you.
• Keep the evaluation relaxed and let the student do 80% of the talking.

Student employment may be terminated for the following reasons:

• The maximum work award has been earned.  The award indicated in the student’s financial aid package represents the maximum amount he/she may earn.  Only the CSB/SJU Student Employment Office may increase work awards.
• The student decides to quit his/her job.  Students are expected to provide a two (2) week notice to their supervisor.  If a two (2) week notice is not given, future employment may be jeopardized.
• If 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, excessive absenteeism, or excessive tardiness.  Sufficient warning must be 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, and a copy will be put in the student’s employment file.  Dismissal from jobs may jeopardize future student employment.
• Immediate dismissal may occur if continuation of employment would be damaging to the operation of the department or agency.  Examples:  insubordination, failure to follow departmental policies, inappropriate conduct, or refusal to comply with directives of superiors or violation of known and acknowledged company rules.  Dismissal requires written notice to the student with a copy for the student’s student employment file. 
• Immediate dismissal will occur for gross misconduct.  Examples of gross misconduct include: assault and battery, an immoral act, malicious destruction of property, theft of money or property, falsification of records or drinking on the job.  Dismissal for gross misconduct will have a minimum penalty of the loss of student employment eligibility for one semester.  Dismissal requires written notice to the student with a copy for the student’s student employment file. 

If the student feels his/her dismissal is unjustified, he/she should contact the CSB/SJU Student Employment Office to discuss the situation.

Off campus job opportunities for all CSB and SJU students are posted on the CSB/SJU Student Employment Jobs Website in the "off campus" job section.  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 CSB/SJU Student Employment Office is unable to research the integrity of each organization that lists job openings with the office.  Therefore, students are urged to undertake this responsibility for themselves.  Students should exercise caution and discretion when contacting or applying for a position with off-campus employers.  They should not go to a residential address to apply for a job by themselves or put themselves in a vulnerable situation.  Even the best job opportunity is not worth jeopardizing personal safety.

The CSB/SJU Student Employment Office does not endorse nor is responsible for off-campus employment postings.

To be considered for an on-campus summer job, a student must be enrolled as a full time student (or planning to enroll) in the fall at CSB or SJU.  Students in the School of Theology must either be attending summer session or be enrolled as a student in the subsequent fall.  A limited number of positions are available.  Summer employment does not guarantee academic year employment as students working during the academic year must have a work award. 

• 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 early May.
• Summer Housing: Both campuses have very reasonably priced summer housing for students.  Contact the Housing Office at each institution for more information regarding summer housing.  (CSB: 320-363-5580 or SJU: 320-363-2735).
• If a student is hired in the summer, s/he is not automatically eligible for academic hiring.  Only returning students or first year/transfer students with work awards are eligible to be hired for the next fall semester.

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 the Associate Human Resources Director at the CSB Human Resources Office at (320) 363-5071.

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 the appropriate Human Rights Officer.

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 the appropriate Human Rights Officer.

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 members 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.

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.

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, 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 employers to 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.