Can students work more than one job on campus? When do I get paid? Can I get overtime? When do I get a raise? Do I have to do new hiring paperwork every semester?
What happens if I drop below 6 units? Can I be fired? Can I take a break during my scheduled hours? What is Cooperative Work Experience? Why do I have to fill out the criminal history inquiry form and be fingerprinted? I currently work off campus. Can I use my Work-Study or Fast Track award in that job? How am I supervised? What should I do if I am injured on the job? Can I study while working? My supervisor occasionally needs to leave campus while I am working. In anemergency, whom do I report to?
I work in two different jobs that occasionally need me to work a combined work-day of over 8 hours total, or more than 19 1/2 hours a week. I don't understand why I can't do this if I am needed. How do I know how much money I have earned?
In recognizing the financial needs of students seeking a higher education, the Governing Board of the Cabrillo Community College District has established a student employment program. This program will provide temporary hourly job opportunities for students to help meet their financial needs while they attend Cabrillo College. This program will support and enhance compliance efforts with the California Educational Code.
Because this program is designed to assist students by providing temporary job opportunities, it will incorporate the Work-Study and Fast Track To Work programs. However, it should be remembered that the Work-Study and Fast Track To Work programs use state and federal funds, which are strictly limited as to application and amount. (Please see the Work-Study / Fast Track To Work section for specific details.)
The following policies and procedures comply with the California Educational Code requirements regarding positions that are not part of the classified service. They also serve as the employment guidelines for the program and provide direction to divisions and departments in their effort to provide temporary hourly work assignments to students.
The Student Employment Coordinator is responsible for program implementation and maintenance.
Ed Code Section 88003 allows employment into certain positions, appropriate to this program, which are exempt from the classified service. These positions are:
Employment of either full or part-time students shall not result in the displacement of classified personnel or impair existing contracts for services.
Student Workers ( Student Employment):
Temporary Hourly employees - paid off Classified Salary Schedule ( Human Resources):
Temporary Hourly employees - paid off the Temp Hourly Salary Schedule ( Human Resources):
(including Work-Study and Fast Track To Work State and Federally Funded Assignments) (From the Supervisors Standpoint)
This program allows for all Work-Study and Fast Track students, and all other student hires (WHERE THE STUDENT IS ENROLLED IN SIX OR MORE UNITS) to fall under the student salary schedule. This schedule is a four tiered scale, based on the requirements of the position to be filled. Students must meet the minimum qualifications listed to be hired for the position, but are not "promoted" to a higher pay rate because they exceed the minimum qualification or have been in the job for an extended time period. You may have more than one level of position in your office, with different requirements to successfully qualify.
If you are hiring a non-work study student, please complete all required hiring paperwork with the student and refer them directly to the Student Employment office. The Student Employment Office will send you a Student Employee Authorization To Begin Employment form prior to the student beginning to work. Please indicate the Cabrillo College Student Job # on all hiring paperwork. This number should be written next in the Position section of part II on the Temporary / Hourly hiring paperwork (i.e.: Position: Student Assistant II #C-7).
If you are hiring a Work-Study or Fast Track student, the Student Employment Office must complete all hiring paperwork and will send you a Student Employee Authorization To Begin Employment form prior to the student beginning to work. Note: NO STUDENTS MAY BEGIN TO WORK UNTIL THEY HAVE COMPLETED ALL NECESSARY I-9 DOCUMENTATION AND RELATED HIRING PAPERWORK FOR EACH JOB WITH THE STUDENT EMPLOYMENT OFFICE. Hours worked prior to paperwork being completed or after the award amount has been earned will be charged to the department.
If you are hiring a Work-Study or Fast Track student please also check to be sure that:
No matter who is funding the position, a completed Student Hourly Application form must be submitted with hiring paperwork to the Student Employment office which demonstrates that the students meets the minimum qualifications listed on the job description.
It is the supervisor's responsibility to monitor the hours worked on each time card and be sure that the student does not work beyond those hours that have been authorized. Students who work more than 19 1/2 hours a week without appropriate prior written authorization may be administratively terminated from their employment.
Any hours worked by FWS or FTTW students prior to the date they are authorized to begin employment by Student Employment will be billed back to the hiring department, and must be paid on a blue time card from department funding.
The Student Employment Center processes all student employee hiring packets. Human Resources processes all non-student employment hiring packets.
Applicant and division/department complete top section, division chair or designee complete center section, Student Employment and Business Services Office audit and complete bottom section. Note: This paperwork is completed by the Student Employment Office for FWS and FTTW placements.
Employee & Department to fill out prior to being hired.
Employee to complete prior to work assignment. (Available from Student Employment for Work-Study and Fast Track to Work students and generally filled out in the Student Employment Office), available from Human Resources for other student and hourly hires) Please check dates printed on form to be sure you are using the current forms.
Employee to complete prior to beginning work assignment. (Available from Student Employment for Work-Study and Fast Track to Work students and generally filled out in the Student Employment Office), available from Human Resources for other student and hourly hires)
Employee to complete in the Student Employment office prior to beginning work assignment. Various documents listed on the back of the I-9 form will meet the requirement for the I-9 form. Additionally, an actual social security card is required for payroll processing. Please check dates printed on form to be sure you are using the current forms.
Must be filled out prior to beginning work assignment. Information on this form is confidential and it submitted to Student Employment, but verified by Human Resources and housed in the Human Resources Department.
Student Employee must provide an acceptable driving record to the Student Employment office from Department of Motor Vehicles prior to starting work in any position which requires them to drive a vehicle on campus or to an off campus work site. Additional paperwork is required and noted at the end of this document.
Fingerprinting is required for many positions on campus, these positions include, but are not limited to positions which require driving, working with young children or the disabled and positions which handle money.
Program administrator / position supervisor or designee to complete. Submitted to Student Employment for posting. Fill out the on-line form on https://cabrillo-csm.symplicity.com/employers/. Your user name is your FULL Cabrillo email address, your password is cabrillo.If you can not log in, please contact the Student Employment Office at 479-6413. We will register you and help you set up your position on-line for students to view.
This form is given to the supervisor prior to the student beginning their work assignment.This form will indicate that student may begin work as of a particular date. If you have not received this form, please do not have the student begin to work. Contact the Student Employment Office if you are not sure if a student has completed the paperwork process.
Student work hours:
It is the supervisors responsibility to monitor student time cards and work schedules to assure that student assistants do not work more than 19 1/2 hrs a week when classes are in session. This is a requirement for students to participate in the student employment program and to work on campus.
Students may not work more than 19 1/2 hrs. a week ( Monday - Sunday), or more than 8 hrs. a day. During school breaks ( spring break, and summer or winter session if they are not enrolled for that session, but are pre-registered for the next term) they can work up to 30 hrs. a week.
Students who have exceeded their allowed hours in the past and work more than the allowed hours in a future will be administratively terminated. Supervisors who submit time cards that are in violation of this requirement will not be able to hire Federal Work Study students as their allowed hours are subject to federal audit.
This form has been discontinued! Your student employee may work more than 19 1/2 hours a week if:
Student employees may never work more than 8 hours a day, or 5 days a week, Monday through Sunday.
To be completed by program administrator or designee for any employment assignment change (i.e. student status, extension of employment, termination date, or budget number within the same department. (This form is not to be used to change jobs or pay level). Approval of Employment Assignment Change form is needed from the division chair/administrator, employee, Human Resources and Business Services. Available from Human Resources.
To be kept up to date and signed by employee. Must be verified by program administrator or designee. Supervisor responsible for processing to Payroll Office in a timely manner. (Yellow - available from Student Employment for Work-Study or Fast Track, blue - available from Business Services for other student employees) Blue time cards are submitted directly to Business Services (Payroll) at the end of the pay period. Yellow Time cards with 100% FWS funding go to the Financial Aid Office for auditing and signature. FAO will then send them to Payroll for processing. Yellow time cards with partial FTTW funding are then sent by the supervisor to the Fast Track Office for signature and auditing, then FTTW will send the time card to Financial Aid or Payroll as appropriate.
Everything is now on line. To post or modify a current job, go to the Cabrillo Home page, then Student Employment ( off the most sought pages menu), then then
TO POST, LOOK AT OR MODIFY AN ON-CAMPUS JOB, SUPERVISORS CAN GO TO:
You can always call Student Employment at 479-6413 and we will post or modify a job for you. We recommend this option as there is specific wording that must be incorporated into each job listing.
This will take you to the staff access area for posting jobs on-line for on-campus jobs. Your user name is your FULL Cabrillo email address, your password is Cabrillo. Once you have posted your job, the Student Employment Office reviews it, gives it a Cabrillo Student Job #, appropriate budget info and approves it. Be sure to indicate if you have $ to hire out of your budget (the first question) and please go into some detail on description of duties and any specific requirements. If you are posting a level three or above, what type of related work experience do you require? What classes could substitute for work experience, etc.
Please review the Job Categories at the end of this document to be sure that your position description and requirements are in line with the general level requirements.
When creating your job description, be sure the duties of the position and requirements are in line with each other, and that you are asking for only the required skills necessary to do the duties of the job. You may have more than one position request on file for different position levels, if you have varied staffing needs in your area.
All hiring paperwork and applications are checked against the job description to be sure that the applicant meets the minimum qualifications for that position.
If you have money in your department budget to hire students directly, please let the Student Employment Office know when you file the employee request form, so that we may ad your job to the list of positions that do not require Work-Study or Fast Track funding to apply. These jobs are specially advertised on our web page.
All student jobs (department funded, FTTW and FWS funded) that are available to students are listed on the Job Placement / Student Employment web page under On-Campus Student Jobs.
Since there are over 400 student employee request forms on file with the Student Employment Office, it is not possible for the office to put up individual flyers to advertise each job. Please feel free to advertise your jobs with your students, and to post "Student Help Wanted" flyers in your area.
WHEN YOUR NEEDS CHANGE - You can modify your job request easily on-line without making up a new job if the job is substantially the same as before and the level of the position has not changed. Just call the Student Employment Office so that we will know why your job has been submitted for revision. If you need an entirely new position, or you have a need for a different level of a type of work, you need to submit a new employee request form. You can hire more than one student into each job description, and your position requests are posted as available to students for the duration of the academic year. You may discontinue the positing request or place it in an "on-hold" status with the Student Employment Office at any time during the academic year as your student staffing needs change.
Please do not delete jobs.
Supervisors may keep copies of the following information pertaining to student employees:
(Please keep any paperwork that has a students social security number or other personal information in a locked cabinet).
If you have questions regarding the maintenance of student employment records, please contact the Student Employment office.
(for those students with a Federal Work-Study or Fast Track to work award)
Each student receiving Federal Work-Study and/or Fast Track To Work is limited to earning the amount of money he or she is awarded. This amount is determined by the Financial Aid Office or the Fast Track To Work Office, and the student is issued an award letter based on their financial need. It is the responsibility of the employer to monitor the student's earnings and see that he or she does not exceed this amount.
Once a student reaches his or her limit of earnings on FWS or FTTW, one of two options must occur:
Although employment paperwork does not need to be completed on volunteers and court referrals, they do require some formal paperwork be completed prior to them starting to volunteer.
Volunteers must complete either an Authorized Volunteer Form - Student & Non-Student (available from Human Resources) or an Authorized Volunteer Form - Court Referral (available from Student Employment). Recently added to this paperwork is an emergency notification form and a criminal history form. Fingerprinting may be required.
These forms must be filled out by the volunteer, signed by the supervisor, and given to the Human Resources Department prior to the volunteer beginning to volunteer any hours.
Court Referrals MUST bring their green referral form to the Student Employment Office prior to beginning to volunteer. Hours volunteered by court referrals prior to registering with the Student Employment Office are not counted toward their community service hours.
Court Referral Volunteers may only volunteer at locations that have been pre-authorized by the College and the Court Referral Office.
Volunteers must complete either an Authorized Volunteer Form - Student & Non-Student (available from Human Resources) or an Authorized Volunteer Form - Court Referral (available from Student Employment). These forms must be filled out by the volunteer, signed by the supervisor, and given to the Human Resources Department prior to the volunteer beginning to volunteer.
Definitions of International Student Visa Status--The following are definitions of international student Visa status. The letter designations do not have any particular meaning.
There are other letters/visa classifications that designate foreign nationals and some are occasionally enrolled for classes. Most are not eligible for employment authorization.
International Students who have a restricted Social Security Card stating "Valid for Work Only with IND Authorization" MUST also have an I-20 form completed by the International Students Office, Building 100, Room 118.
All International Students must get clearance from the International Students Office prior to submitting employment paperwork to Student Employment for processing prior to beginning employment.
A specific work experience education program for students who are enrolled in an occupational training program. This program requires an educational contract.
A position that requires less than 20 hours a week.
A student enrolled in 6 or more units at Cabrillo College.
A student enrolled in less than 6 units at Cabrillo College (not eligible to work on campus).
A student who is assigned to work in more than one position at Cabrillo College. Requires prior authorization from Human Resources and may not exceed a combined total of less than 20 hours per week.
A temporary break during the school year (i.e. summer and extended school holidays.
75% of the school year (170 days is current college practice), including holidays, sick leave, vacation and other leaves of absences, irrespective of number of hours worked per day. (District practice does not allow vacation, sick leave, or other paid leaves of absences for temporary hourly workers.)
A full time student (enrolled in six or more units) employed part-time on campus in a job that will enhance their future education or employment opportunity. This does not include someone taking non-credit or Community Education courses. To continue to work during summer or winter breaks, student employees must either be enrolled in summer school or intersession (1 1/2 units for the four week summer session or 2 units for the six week summer session, or 1 1/2 units for intersession) or pre-enrolled for either spring or fall semesters as appropriate.
New paperwork must be completed as of July 1st each year.
A student who has been awarded federal work study money as part of their financial aid award. These funds may be earned by working at a job on campus, or for an off campus non-profit organization that has a contract with the college.
A student who has been awarded CalWorks work study money as part of their Fast Track award. These funds may be earned by working at a job on campus, or for an off campus non-profit organization or for-profit agency that has a contract with the college.
Note: students who violate the conditions of employment may be administratively terminated.
It is the responsibility of the division chairperson, department manager, supervisor or designee to provide safety training to each employee. Safety booklet "SHARING SAFETY CONCERNS" and training assistance are available from the Campus Police department, ext. 6313.
As the Administrator/Manager or designee, it is your responsibility to:
Cabrillo Community College does not discriminate on the basis of ethnic group identification, national origin, religion, age, sex, race, color, physical or mental disability or sexual orientation in any of its policies, procedures, or practices. This nondiscrimination policy covers admission and access to, and treatment and employment in, the college's programs and activities, including vocational education. Limited English language skills will not be a barrier to admission to and participation in vocational education programs. To request more information about equal opportunity polices and the filing of grievances, contact:
Victoria Lewis, ADA Coordinator 479-6406
Beth McKinnon, Section 504 Officer 479-6394
Diane Goody, Asst. Director of Human Resources 479-6261
Sesario Escoto, Dean of Students 479-6525
All of the above can be reached at: 6500 Soquel Drive, Aptos, CA 95003.
The college recognizes its obligation to provide overall program accessibility for students with disabilities. Contact the Section 504 Coordinator to obtain information as to the existence and location of services, activities, and facilities that are accessible to and usable by persons with disabilities.
Inquiries regarding federal laws and regulations concerning nondiscrimination in education or the college's compliance with these provisions may also be directed to:
Office for Civil Rights, Region IXU.S. Department of Education
San Francisco, CA 94102
It is the policy of the Cabrillo Community College District to provide an educational, employment and business environment free of unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct or communications constituting sexual harassment, as defined and otherwise prohibited by state and federal statutes.
For additional information regarding this policy and the procedures involved, contact the Human Resources Department or Dean of Students.
It is the policy of the Cabrillo Community College District to maintain a campus free of the unlawful manufacture, distribution, dispensing, possession or use of controlled substances as listed in Section I-V of Section 202 of the Controlled Substances Act (21 USC Section 812), which includes, but is not limited to, substances such as marijuana, heroin, cocaine, amphetamines, and alcohol.
Smoking is prohibited at Cabrillo College except for designated parking lots.
Students who are receiving AFDC/TANF and who are enrolled in a minimum of 6 units may qualify for Fast Track Student Employment (FTSE) funds. Students meeting these two criteria are eligible even if they are not eligible for Federal Work-Study.As a result of a student's financial need and available funding resources, a student may be awarded FTTW based on financial need. Students with FTTW awards can be placed in a work- study/Fast Track job on or off campus and earn wages from the job, up to the amount of the FTTW award. The hours worked each week are determined jointly by the student and the supervisor (not to exceed 8 hours a day and not more than 19 1/2 hours a week).
FTTW placements require either a 25% salary match from the hiring department or the Financial Aid office unless the student is working for a pre-approved off campus non-profit organization.
To receive an award letter, the student brings their registration receipt to the Fast Track office, room 803. Verification of AFDC/TANF status can be done in the FTTW office. FTSE positions are the same as FWS positions.
The Federal Work-Study (FWS) Program was created under the Federal Economic Opportunity Act of 1964 to provide part-time employment for college students who qualify through the Federal Financial Aid process.
As a result of a student's financial aid application, a student may be awarded FWS based on financial need. Students with FWS awards can be placed in a work study job on or off campus and earn wages from the job, up to the amount of the FWS award. The hours worked each week are determined jointly by the student and the supervisor (not to exceed 8 hours a day and not more than 19 1/2 hours a week).Priority application filing is generally between January 2 -March 2 to receive consideration for a FWS award for the following fall academic term.
Federal Work-Study placements are funded 100% and do not require matching funds unless the student works at an off campus pre-approved non-profit organization.
Interviewing Applicants--There are several things to keep in mind when employers are interviewing prospective employees:
The training process can be a rewarding experience for both the supervisor and the students. Supervisors play a key role in students' future employment success and should make every effort to encourage student employees to develop characteristics of good judgment, dependability, initiative, and responsibility.
The immediate supervisor should set up a training session with the student. This training session will normally occur on the first day of work. The supervisor and the student worker will review the student's responsibilities and the student will be introduced to the people she/he will be working with. The supervisor should not assume that the student knows what is to be done, but should go through the work procedure and explain everything in detail to the new worker.
Asking for feedback is the best way to make sure that instructions are being understood.
It may be useful to have a short manual available to the students explaining duties and responsibilities, or at least a check-list of the duties to be performed.
Supervisors should supply students with the names and positions of the department's staff, and explain to them the working conditions such as breaks, meal times, and how and to whom to report absences or tardiness.
Additional things to cover are:
Remember, adjusting to a new workplace is difficult enough even if you have had some work experience. For many students, their student job is their first work experience. What seems obvious to you, may not be obvious to the student.
Emphasize that this is a REAL job, and can give them skills and recommendations toward their future employment endeavors.
Before beginning the training, the trainer must:
Once you have prepared to train the employee, here's how to implement the Four Step Skills Training Method:
Use the proper names to describe and materials, forms, tools or equipment necessary to perform the work. Be brief and concise where possible.
How to tell if more training is needed:
There are three main situations in which it is appropriate to recognize and commend good performance:
Feedback is an essential element for everyone in an organization's workforce. Giving feedback is a task you perform again and again as a manager or supervisor, letting people know where they are and where to go next in terms of expectations and goals - yours, their own, and the organizations.
Feedback is a useful tool for indicating when things are going in the right direction or for redirecting problem performance. Your objective in giving feedback is to provide guidance by supplying information in a useful manner, either to support effective behavior, or to guide someone back on track toward successful performance.
Part of being an effective manager or supervisor is knowing what feedback to give. The trick is learning how to give it constructively so that it has some value. constructive feedback is a tool that is used to build things up, not break things down. It lets the other person know that you are on their side.
Review the major points you discussed. Summarize the Action items, not the negative points of the other person's behavior. If you have given neutral feedback, emphasize the main points you have wanted to convey. For corrective feedback, stress the main things you've discussed that the person could do differently. End on a positive note by communicating confidence in the person's ability to improve the situation.
For example: "As I said, the way the group has figured out how to cover phone calls has really lessened the number of phone messages to be returned. You've really followed through on a tough problem. Please keep taking the initiate on problems like that.
By summarizing, you can avoid misunderstandings and check to make sure that your communication is clean. This summary is an opportunity to show your support for the other person - a way to conclude even an negative feedback situation on a positive note.
For example: "At least we understand each other better since we've talked. I'll do what I can to make sure your priorities are factored into the schedule, and I'll expect you to come straight to me if the schedule is a problem.
Note: Information on Recognizing Good Performance, Characteristics of Good Recognition, Coaching: An Approach to Solving Performance Problems, and Giving Constructive Feedback provided courtesy of Enrollment Services Training, Staff Development and the Work-Study Office, Boston University.
There may be instances when the employee's work performance is not at an acceptable level. It is important to first try to work with the employee to improve his or her performance. The following are possible reasons for poor performance, and suggested strategies for improvement:
Student Employees must follow the same rules as all other district employees if they are driving as a part of their job.
All employees must complete the appropriate paperwork prior to using a district vehicle in the course of their employment.
Student employees driving district vehicles must provide a copy of their DMV printout to the Student Employment Office and must be fingerprinted and cleared through the Megan’s Law website prior to employment
This administrative regulation sets forth the minimum standards and procedures for employees to be screened and evaluated for approval to drive District vehicles. District vehicles may include but are not limited to; vehicles owned, leased, or rented by the District. Meeting these minimum standards does not automatically deem an individual as an approved driver.
• Driver must be a current employee of the District;
• Driver must be at least 18 years of age;
• Driver must have a valid California driver's license in good standing and of a class consistent with that required for the vehicle that will be driven.
• The driver's license must not have been in a status of suspension or revocation for the past 12 months.
• The driving record cannot exceed the allowable "points" as listed below.
• Driver must agree to follow the driving rules set forth by the District.
• Driver must submit to random drug testing if required by the Federal Department of Transportation for the type of vehicle they are driving.
• Each employee who has a need to drive District vehicles shall complete the Driver Information Form (available from the District Transportation Department), obtain his or her supervisor's approval, and submit the form to Santa Cruz County Sheriff's Office, Cabrillo College Division;
• The Sheriff's office will obtain a summary of the applicant's driving record.
• The Sheriff's office will fax the applicant's Driver Information Form to the District Transportation Department with the DMV points information.
• The District Transportation Department will insure that the applicants 'points' and driving history are within the standards outlined in the schedule below.
• The District Transportation Department will notify the applicant that he/she has been approved or the applicant's supervisor if the application is denied.
• License information for approved drivers will be entered into the DMV Pull Notice Program by the District Transportation Department to insure that the District is informed of changes to the employee's driving record.
• The District Transportation Department will send the driver a copy of the District Driving Rules;
• The driver must read and sign the District Driving Rules acknowledgement and return it to the District Transportation Department prior to final approval which will enable him/her to drive a District vehicle.
• Driving records will be updated annually. If a driver has been previously approved but no longer meets all of the above minimum standards, the District Transportation Department shall notify the employee's supervisor immediately and the driver will be removed from the approved driver list and shall be prohibited from driving District vehicles until his or her driving record again meets the minimum requirements.
Driver's DMV records will be evaluated and "points" assessed as shown below. Employees will not be approved to drive District vehicles if the driving record meets or exceeds the following point count:
One point is charged for the following:
Two points are charged for any of the following and any violations in this category during the previous five years will prevent the employee from being approved to drive District vehicles:
Two points are charged for any of the following and any violations in this category will forever prevent the employee from being approved to drive District vehicles
Employee: ________________________________________ DOB: ___________________
CA Driver's Lic #: ____________________________________ Class: ___________________
Restrictions: _________________________________________ Exp Date: ________________
List Driving Citations/Violations in the Past 36 months: ________________________________
I declare or certify under penalty of perjury under the laws of the State of California that the foregoing information is complete and correct to the best of my knowledge. I understand the District will obtain and review my driving record from the Department of Motor Vehicles.
Signed: ______________________________________ Date: __________________________
It is appropriate for this employee to drive the following types of District vehicles:
Supervisor: _________________ Signature: ___________________ Date: ______________
DMV printout review date: ______________________________ "Points": ________________
Megan's Law records checked: _______
The employee's application to drive District vehicles is:
_______ Approved pending return of signed District Driving Rules
_______ District Driving Rules Date Received: _____________________________________
_______ Denied, applicant's supervisor notified : ____________________________________
Signed: _________________________________________ Date: _______________________
District Transportation Department
This administrative regulation sets forth the minimum standards and procedures for employees to drive their personal vehicles on District business.
Screening and Approval Process
Verification and Enforcement
Driving Record Points Standards
Individuals will not be approved to drive personal vehicles on college business if the driving record exceeds the following point count:
One point is charged for the following:
Two points are charged for any of the following and any violations in this category during the previous five years will prevent the individual from being approved to drive personal vehicles on district business:
Two points are charged for any of the following and any violations in this category will forever prevent the individual from being approved to drive District vehicles
Driver: ________________________________________ DOB: _________________
CA Driver's Lic #: ____________________________________ Class: ________________
Restrictions: _________________________________________ Exp Date: _____________
List Driving Citations/Violations in the Past 36 months: ______________________________
I declare or certify under penalty of perjury under the laws of California that the foregoing information is complete and correct to the best of my knowledge. I understand that it is my responsibility to insure that my driving record meets the Districts requirements for driving my personal vehicle on District business.
Signed: ______________________________________ Date: _____________________
Cabrillo College Supervisor Approval
Supervisor: _________________ Signature: ___________________ Date: __________
This form should be retained at the supervisor's location.
Yes, students can work more than one job on campus. However, the TOTAL number of hours a student may work weekly may not exceed 19 1/2 hours a week, more than 8 hours in a day, more than 5 days in a row Monday - Sunday. It is important that supervisors are aware of other jobs, so students are not scheduled to work in violation of these requirements. Students who work more the 19 1/2 hrs a week may be administratively terminated.
Hourly and student employees are paid on the 10th of the month, following the date that your time card is turned in. Please note, you are only scheduled for payment AFTER the Student Employment office has processed your paperwork. Payroll periods generally run from the 20th of one month to the 19th of the following month. There are some exceptions to this in December and June. Check due dates with your supervisor. Checks are issued by the College Bank (inside the Administration Building) on the 10th of the month, following the time card submission date. If the 10th of the month falls on a weekend or holiday, checks are usually available on the last working day prior to the 10th of the month. Students need to present proper identification in order to pick up their check. Since paperwork is routed through Student Employment, the County Office of Education and the Cabrillo Payroll office, if your hiring paperwork is not received by Student Employment prior to the 10th of the month, you may not receive a check on the next payroll period, rather it may be combined with your next payroll period.
Since students are not allowed to work more than 8 hours a day, or more than 19 1/2 hours a week, students are not paid overtime wages. Students may be administratively terminated if they work more than the allowed daily or weekly hours.
Student and hourly job pay rates are based on the requirements of the position that is listed. There are no raises. Your pay is based on the job you were hired to do, it is not based on the length of time you have been doing the job, how well you do the job, or how far you exceed the requirements of the position. You may qualify for a higher level position after you have gained experience on the job, but the position must be available and funded for you to be able to apply for it.
Do I have to do new hiring paperwork every semester?
Not necessarily. New paperwork is required at the beginning of each fiscal year. You must complete new paperwork as of each July 1st, if you are re-hired for the next academic year. If you are a Federal Work-Study or FAST TRACK student, and your award is for both semesters, you may keep working as long as you are enrolled in 6 or more units. If your award is for one semester only, you must stop working on the last day of that semester.
If you are hired directly by the department, and are working on a blue time card, one of the following hiring scenarios will apply: You may work in that position for as long as you are a enrolled in 6 or more units and your work is satisfactory; or until the end of the fiscal year; or until the project is completed; or until funding is no longer available.
You must stop working immediately if you drop below 6 units of current enrollment at Cabrillo College.
You must maintain enrollment in 6 or more units. Failure to complete 6 units with a passing grade may preclude future employment as a student employee.
Yes, misrepresenting your self on your application or hiring materials, poor performance, failure to work scheduled hours, lack of available funding, Failing a Criminal History check, submitting false hours on a time card or working more than the hours allowed by the Student Employment Program, or any other generally accepted reason to discontinue employment may result in your employment with the college being terminated at will.
Where can I park?
Student Employees do not get staff parking. Student Employees are restricted to parking in the parking lots designated for students.
Yes, Cabrillo employees are granted a paid 15 minute break in the middle of their shift, if they work at least a 4 hour shift. Lunch breaks are provided per LABOR CODE SECTION 512. (a) An employer may not employ an employee for a work period of more than five hours per day without providing the employee with a meal period of not less than 30 minutes, except that if the total work period per day of the employee is no more than six hours, the meal period may be waived by mutual consent of both the employer and employee.
Cooperative Work Experience Education (Co-Op or CWEE) allows you to earn units by performing new and expanded work activities related to your educational goals. For information on this program, contact the Co-Op Work Experience Coordinator at 477-5650.
California law and Cabrillo College policy require it. Not all positions require that you be fingerprinted. Examples of positions which may require you to be fingerprinted are: positions requiring you to work with or around young children or the disabled, positions where you handle money, any work for Campus Police, or positions where you work with sensitive information. Jobs where you are required to drive require that you be over 18 years of age and may also be subject to drug testing.
It will depend. If you are working for a not-for-profit agency, and have a FWS or FTTW award, your supervisor can contact Student Employment, at 479-6413 and ask to participate as an employer in our Work-Study and Fast Track employment program. Through that program, employers are charged back for 35% of your salary. If you have a FTTW award, for-profit employers should contact the Fast Track To Work office at 479-6344. For profit employers are able to charge back 50% of your salary to the FTTW office after contract approval.
All student and hourly employees must be supervised by contract staff, faculty or management. Hourly employees are not allowed to be supervised by other hourly or student employees. Your supervisor or their contract employee designee must be available on campus whenever the student or hourly employee is working. Student employees are never issued keys and are not allowed to open or close facilities. If you are working off campus on a FAST TRACK or Federal Work-Study award, you must have an agency or employer representative available on site when you are working.
All on-the-job accidents must be reported to your supervisor immediately, whether or not you seek medical attention. Regardless of how minor you may think the injury is, an accident report form must be completed. If your supervisor does not have the proper form, or is unaware of the proper procedure, please contact the Student Services office or the Student Health Center.
Generally, the answer is no. Your supervisor may make an occasional exception to this rule if all your work has been completed, and you remain available to handle the basic tasks of your job (assist students, answer phone calls, etc. If you need to study for a test, your supervisor may be able to reschedule your work hours. Although some of the awards are called Work-Study, you are not, in fact, being paid to study. If you complete your work early, let your supervisor know so that they may assign you additional tasks if appropriate. Doing personal business (including studying) while being paid to work can be a reason to terminate your employment.
Your supervisor should "appoint" a temporary supervisor who is a regular contract employee of the college (not another student or hourly employee) any time that they are not physically present on campus and you are working. The temporary supervisor should be informed whenever they are responsible for you, and you should know who they are and how to contact them. Student employees are not authorized to open or close facilities and are not issued keys.
I work in two different jobs that occasionally need me to work a combined work-day of over 8 hours total, or more than 19 1/2 hours a week. I don't understand why I can't do this if I am needed.
Due to a variety of factors including: labor law, overtime pay, union contracts, college policies and educational codes, student employees are not allowed to work more than 8 hours a day (total hours worked, no matter how many different jobs are worked), 19 1/2 hours a week*, 5 days Monday - Sunday. You can be terminated from your job for being in violation of these work-hour requirements.
When school is not in session, or during summer or wintersession (if the student is not enrolled in summer or wintersession), and is pre-enrolled for the following term in 6 or more units) and with advance authorization from the Supervisor, students may be able to work up to (but not exceeding) 30 hours a week if they have funding available. Time cards must be initialed for each week that the student exceeds 19 1/2 hours. The Authorization to work more than 19 1/2 hours form has been discontinued.
You are responsible for keeping track of each time card when it is turned in. A log sheet has been provided for you to use in the back of this book. Your supervisor should also be tracking your work hours to be sure that you do not exceed your award. If you work on campus, you should show up on your supervisor's monthly budget print out. However, if you work more than one job during the year, or for more than one supervisor at a time, the only person who will have easy access to your up-to-date earnings is YOU.
This Program has four assignment classifications; entry level (I), intermediate level (II), specialist level (III), and professional level (IV). The respective job titles for each level are Student Assistant I through IV. The duties performed at each level include but are not limited to those given as examples. The working areas where assistants may be assigned are listed.
This is the entry/trainee level position for student employment. Duties are those which may be readily learned by an individual with limited or no previous knowledge or experience in the work assignment. Works under supervision and received training on the job. Students in this category may be assigned to any department or program on campus. Performs related work as required.
Under supervision and after training, performs any of a variety of repetitive clerical or manual duties in an assigned campus department or program.
QUALIFICATIONSEducation: Completion of formal or informal education sufficient to assure the ability to read, write and speak at the level required for successful job performance.
Experience: No experience required.
Ability to: Understand and carry out written and oral directions; learn basic job routines after training; learn to operate tools and equipment accurately and safely after training; work cooperatively with others; Lift and carry supplies and objects if required of specific job assignment.
This is the intermediate level position for student employment. Duties generally require a semi-skilled individual with some training or experience. May require previous knowledge of the work area and/or experience with tools, equipment or computers.
Under general supervision performs any of a variety of semi-skilled clerical or manual duties in an assigned campus department or program.
QUALIFICATIONSEducation: Completion of high school graduation or equivalent. Training and certification as required and related to work assignment.
Experience: Some experience related to work assignment.
Knowledge and Skills: Knowledge of safe operation of tools and equipment required in assigned work area; knowledge of basic practices and procedures in specific work area assigned.
Ability to: Understand and carry out written and oral directions; perform semi-skilled tasks in assigned work are with minimal training; operate tools and equipment accurately and safely; maintain records; work with some independence under general supervision; work cooperatively with other; work outdoors and lift supplies and objects if required of specific job assignment.
This is the specialist level position for student employment. Duties generally require an individual with specialized skills or abilities and experience in a specific college program or project area. Often requires ability to communicate skills or expertise to others. Performs related work as required.
Under limited supervision performs any of a variety of specialized duties in an assigned campus department or program.
QUALIFICATIONSEducation: Completion of high school graduation or equivalent. Training and certification as required and related to work assignment.
Experience: Approximately one year of experience in the area of specialization required by the work assignment. College course work in the specialty may substitute for required experience.
Knowledge and Skills: Knowledge of safety practices related to assigned work area; knowledge of theory, practice and procedures in specialty area assigned.
Ability to: Understand and carry out written and oral directions; perform specialized tasks in assigned work area; communicate skills or knowledge of specialty to others; operate tools and equipment accurately and safely; maintain and prepare records and reports; work independently with limited supervision; work cooperatively with others; work outdoors and lift supplies and objects if required for specific job assignments; use initiative and sound judgment within established procedural guidelines.
This is the technical and specialized level position for student employment. Duties generally require an individual with technical and specialized skills or abilities and experience in a specific college program or project area. Often requires ability to communicate skills or expertise to others. Works under limited supervision. Performs related work as required.
Under limited supervision performs any of a variety of technical and specialized duties in an assigned campus department or program.
QUALIFICATIONSEducation: Completion of high school graduation or equivalent. Training and certification as required and related to work assignment.
Experience: Approximately two years of experience in the area of the technical and specialization required by the work assignment. College course work in the technical specialty may substitute for required experience.
Knowledge and Skills: Knowledge of safety practices related to assigned work area; knowledge of theory, practice and procedures in the technical specialty area assigned.
Ability to: Understand and carry out written and oral directions; perform technical and/or specialized tasks in assigned work area; communicate skills or knowledge of technical specialty to others; operate tools and equipment accurately and safely; maintain and prepare records and reports; work independently with limited supervision; work cooperatively with others; work outdoors and lift supplies and objects if required for specific job assignments; use initiative and sound judgment within established procedural guidelines.
(listed in the Student Employee Handbook)
Each student employee is an important and valuable asset to the successful operation of Cabrillo College. We want you to enjoy the association and expect that you will put forth your very best effort. The following information is general in nature. Your supervisor will tell you what is expected of you for your specific job assignment.