Student Employment Handbook

The Student Employment program offers the Emerson community a wonderful opportunity to provide meaningful work experience and marketable skills to students while also helping them to defray some of the cost of their education. In order to maximize the benefits of this experience, it is important that students and supervisors familiarize themselves with the policies and procedures by which this program operates, as well as the federal and state laws to which it is subject.

The Office of Student Employment assists students and supervisors in all aspects of on-campus and off-campus Service Work Study employment. This includes but is not limited to developing and monitoring student employment policies and procedures, ensuring compliance with federal and state employment regulations, providing guidance for students applying for on-campus employment and Service Work Study employment, and assisting supervisors with the hire and management process.

If you have any questions regarding the Student Employment Program, contact our office at 617.824.8655 or via email at


This Student Employment Handbook contains nearly all the information you need about the Student Employment Program. It explains the requirements, responsibilities, and rights of students and supervisors. It is not intended to constitute a contract or create legal obligations between the College and any of its employees. Student employees and their supervisors are expected to be familiar with and comply with the College’s student employment policies. The College reserves its right to modify or change its student employment policies at any time and will attempt to notify both students and their supervisors of changes to the College’s employment policies.

Equal Opportunity Statement

Emerson College reaffirms its commitment to the fundamental principle of equal opportunity and equal treatment for each current and prospective student, faculty member, and employee. Emerson College will not discriminate against any employee or applicant for employment on the basis of sex, race, color, religion, age, national origin, sexual orientation, gender identity, disability, veteran status, or any other category protected by law.

Eligibility Requirements for Student Employees

All undergraduate and graduate students enrolled at least half-time in a degree-seeking program are eligible to participate in Emerson’s student employment program.

Students enrolled in Professional Studies Programs and Certificate programs are not eligible to participate in the student employment program.

Individuals who have graduated from the College, are on a leave of absence from the College, have withdrawn from the College, or have been administratively withdrawn from the College are not eligible to participate in the Program. Such individuals must stop performing student employment as soon as they cease being enrolled as half-time students in a degree-seeking program.

In accordance with Massachusetts State Law, as it pertains to the employment of minors, students must be at least 18 years of age in order to begin working on campus. Students under the age of 18 may not begin working until they turn 18.

Incoming Freshmen and Transfer Students

Students are not eligible to participate in the Student Employment Program until they begin their first semester of half-time or full-time enrollment. For example, incoming freshmen or transfer students cannot participate in the program during the summer before their first semester. Likewise, incoming graduate students enrolled in prerequisites are not eligible to participate in student employment until they begin their graduate course of study.

Incoming freshmen and transfer students who wish to work on-campus are encouraged to attend the Student Employment Orientation session that is given during orientation week by the Student Employment Manager.

International Students

International students are eligible to participate in the Program as long as they are and remain “in status.” The government of the United States of America requires that international students be registered as full-time students and maintain satisfactory academic progress while pursuing their degrees.

International students who wish to participate in the Student Employment Program must be authorized to work in the United States. In order to participate in the Program, students must obtain a Social Security card from the Social Security Administration and must also complete an I-9 and W-4 form online through Workday.

To obtain a Social Security card, the student must be hired by an on-campus department. Both the student and the student’s supervisor must complete an F-1 Student Employment Certification Form. A copy of the form can be found on the Student Employment site. You must print out this form on your office’s letterhead. There is no exception to this policy.

When you have printed this form out and completed the appropriate sections, the student should bring the form to the Office of International Student Affairs for the appropriate signature. Once the designated school official has signed the form, the student should bring the form to the Social Security Administration’s local office in downtown Boston along with other necessary identification. Please confer with the Office of International Student Affairs for specific instruction. After applying for a Social Security card, it can take a couple of weeks to receive it. Once the student has had their SSN appointment, they may complete online employment forms and present their ID to the Student Employment office.

Please remember that students cannot work until they receive an email from Student Employment authorizing them to begin working.

Types of Student Employment

There are a few different student employment types.

Federal Work Study (FWS)

Federal Work Study jobs are strictly reserved for those students who receive Federal Work Study as a part of their financial assistance package. Federal Work Study funds are awarded to students based on financial need as determined by College and Federal guidelines. Both the College and the Federal government fund FWS jobs (25% College, 75% Federal).

Service Work Study

The federal government requires that each school participating in the Federal Work Study program spend at least 7% of its Federal Work Study funds on students who choose to work for non-profit/community service agencies. Emerson College fulfills this requirement by funding a certain number of Service Work Study jobs that Emerson students may hold at certain approved non-profit/community service agencies. Available Service Work Study job postings are listed on Workday along with on-campus Work Study jobs and Emerson Employment jobs. Students interested in applying for Service Work Study positions should complete an application online as they would apply for an on-campus job.

Each community service agency that has a job posted on the Emerson College website has entered into a contract with Emerson College. Students working for a Service Work Study agency are considered Emerson College Employees. Supervisors and students must adhere to Emerson College Employee Policies.

While working on campus has its advantages, Service Work Study is beneficial for a number of reasons. First, using Service Work Study helps provide local organizations with the consistent help they need at little or no cost. At the same time, students are able to do meaningful public interest work while still being able to afford college necessities.

Conditions Affecting FWS Funds

Housing Status: A student’s housing status may affect their financial assistance package. A student’s expected housing status is printed on their Financial Assistance Statement. Students should review their Financial Assistance Statements carefully and must notify Student Financial Services if the Statement is inaccurate or if they change their housing.

Private Aid: Federal regulations require students to notify Student Financial Services if they receive any scholarships, grants, tuition benefits, or loans from sources outside of the College can result in a decrease in the financial assistance package.

Academic Schedule Changes: Unless otherwise noted, all financial assistance packages are based on a student being enrolled full-time (at least 12 credits) each semester during the academic year.
Students must notify Student Financial Services in writing if they are not planning to be enrolled full-time. Part-time students are not eligible to receive Federal Work Study funds and are thus not permitted to work FWS jobs.

Satisfactory Academic Progress: The Federal Higher Education Amendments of 1998 require the College to define and enforce satisfactory academic progress standards. Students receiving financial assistance from Federal, state or institutional sources must conform to the College’s definition of satisfactory academic progress. To be eligible for renewal of financial assistance, students must successfully complete 75% of the credits they attempt per semester. Note: Grades or recorded symbols of F, WF, WP, I, AUD and DEF are not considered successfully completing a course.

Students must also maintain a minimum cumulative grade point average of 1.7 for freshmen (31 credits or less) and 2.0 for upperclassmen (32 credits and above). The Registrar’s Office will report grades to Student Financial Services within two weeks of the receipt of grades each term. Students will lose financial assistance if they complete two consecutive semesters with a grade point average under 2.0 and/or a completion rate of 75%.

Students denied aid may appeal in writing to the Director of Student Success. A committee will rule on the appeal and the student will be notified in writing of the committee’s decision within three weeks of appeal receipt.

Emerson Employment (EME)

Any student who is eligible to participate in the Student Employment Program may work on-campus in jobs posted by Emerson College Department supervisors (“Emerson Employment”). Emerson Employment positions are fully funded by the College’s individual departments and are not associated with financial need or financial assistance in any way.

Summer Student Employment

Summer employment is available to eligible Emerson students through Emerson Employment (EME) programs. All students who are eligible to work through the Student Employment Program are eligible to work in EME positions during summer sessions. Students who will be graduating at the end of the summer session may work in Emerson Employment (EME) positions during the summer session.

The same policies and procedures that student employees and their supervisors must follow during the academic year apply during the summer.

Job Postings

Each on-campus or Service Work Study position must be posted on the Student Employment jobs site ( In order to post a job, you must be an authorized staff/faculty member or agency representative. To verify that you are authorized to post jobs, please contact Student Employment. Once you are authorized to post jobs, please log in using your ECNet username and password. Complete the job title, job description, salary, hours, skills, and other desired skills as text, and select the job type.
Once you have entered this information, the Student Employment Manager will approve, deny, or edit the postings as necessary. Once approved, the position will be posted by the Student Employment team.

Hiring Student Workers

Once the position is posted, students will be able to complete the application online. Only the supervisor who created the job will be able to access the individual applications. Supervisors have three to five days to review applications they receive. Please review the Student Employment Workday guides for assistance.

Suggested Interview Discussion Points

We recommend that supervisors take the time to interview students before hiring them; an interview will help both the supervisor and the student decide whether the job and the student are a good match for each other. We suggest that you address the following points during the interview:

  • Student's availability
  • Student's prior work experience and skills
  • Detailed job description and requirements
  • Hours and dates when expected to work and who to contact and when in case of illness or emergency
  • Pay rate
  • Type and length of training to be provided on the job
  • Period of employment
  • Departmental policies and protocols that may affect the student's interest in the job (e.g., dress code)
  • Office and College policies concerning appropriate use of College property, such as telephones, computers, etc.
  • Timeline in which students can expect notification of a hiring decision

Students usually do not bring a resume to the interview unless the supervisor specifically requests it. Most students are eager to begin working, so it is advisable to notify the student of the hiring decision within two or three days after the interview. It is also important to keep in mind that not all Work Study recipients will have previous work experience and it is the expectation that supervisors hire and train new student workers.

Work Authorization Process

The work authorization process begins once the student has been hired through Workday. An email is sent to the student telling them to complete onboarding through Workday. After they complete the online forms, they receive a notification requesting that they go to the office of Student Financial Services to present their original forms of ID for the required I9 form.

Once the student completes the online forms and/or has them on file in the Office of Student Employment, the supervisor will be notified via email that the student is authorized to begin working. At this time, you can continue hiring or send a request to close the position in Workday if you are done. Closing the position will notify all applicants who were not selected that the position is no longer available.

Payroll Policies and Procedures

Student employment pay periods are one week long and run from Monday to Sunday. Students must report their hours by 12 pm EST on the day time sheets are due (Monday). At 12 pm EST, the time sheet closes and the student can no longer access the time sheet. Supervisors must approve hours by 12pm EST on the same day in Workday.

IMPORTANT: If a student does not submit hours by the deadline or they are not approved by the supervisor, the hours will not come into Payroll and payment will be delayed. Adjustments can be made to time sheets on Wednesdays after 3 pm EST.

Supervisors must remind their students to complete their time sheets. The Student Employment Manager will not remind students to complete their time sheets. There are a couple of different ways that supervisors can remind students to complete their time sheets:

  1. Ask your students to complete their time sheets after every shift. Students enter hours in Workday and hit save.
  2. Set up an email distribution list to remind your students a couple of times each payroll period. Definitely send a reminder email on the Fridays before time sheets are due.

Time sheets must be approved in Workday. Supervisors have access to time sheets once students report and submit hours. Students should review the instructions for entering their time.  Supervisors should review the instructions for approving time.

All supervisors must select a delegate if they will be out of the office. 

Supervisors who do not approve time sheets on time violate student employment policy. Please refer to violations of student employment policy.

Student Employment Policies

Please read through all policies listed here and on the Student Employment website.


The minimum rate of pay at Emerson College (and in the state of Massachusetts) as of January 1st, 2023, is $15 per hour. In circumstances where the student’s position or qualifications require that a student be paid more than the stated maximum amount, the supervisor may complete a compensation change.

Merit Raises

If a supervisor would like to grant a student a pay raise based on merit, they will initiate a compensation change via Workday. Raises are not required but are encouraged if a student worker’s performance merits it. Raises are also dependent on department budgets. Increases in wages are not guaranteed and are at the discretion of the department.

Maximum Hours Per Week

Students working through Federal Work Study, Emerson Employment or Service Work study are limited to working 20 total hours per week when classes are in session and 40 hours per week during break periods and summer. This is the total number of hours that a student may work in all their jobs. For example, if a student works two jobs and wants to split their time evenly between the two, that would be 10 hours per week per job or 20 hours per week when classes are not in session (summer and holiday breaks).

Per Federal law, international students cannot work more than 20 hours per week when classes are in session and 40 hours per week when classes are not in session. Students who violate this policy risk putting their status in jeopardy.

Supervisors may NOT permit students to work additional unpaid hours beyond the hours that are recorded on the student’s time sheets. Supervisors may not allow students to volunteer for positions that would normally be paid and that have a paid equivalent on or off campus. While it is appropriate for supervisors to prevent students from working more than 40 hours per week, the law requires that employees who work more than 40 hours a week be paid at the rate of one-and-one-half times the employee’s regular pay rate.

Students who have Federal Work Study may not be able to work the maximum number of hours per week, as they would run out of work study funds before the end of the academic year. It is the responsibility of the student and supervisor to plan accordingly. Any hours a supervisor approves which exceed a student’s work study budget must be paid for out of the department’s budget.

Break/Meal Periods

Massachusetts state law clearly states that all employees who work more than six consecutive hours must receive a thirty-minute unpaid break (M.G.L c. 149 s.100). This applies to student employees.

California state law states that employees must receive a thirty-minute break if they work more than five hours in a day.

Student employees may not waive their right to take a break. It is mandatory that all students take a 30-minute unpaid break.

Working During Classes

Students may not, under any circumstances, work during their scheduled class times. Student employees are students first. Student employment is a way for students to earn funds to pay for both educational expenses and incidentals, not a means of support.

Dress Code

Individual departments may require that their employees abide by a dress code. A department may choose to impose a dress code for safety reasons, in situations where student employees are highly visible to the community, or simply because the office or unit wishes to maintain decorum and professionalism. It is up to each individual department to notify their student employees of the appropriate dress code in their department. For instance, a department might require its student workers to wear Emerson College apparel or only collared shirts and trousers. Students should be notified about their employer’s dress code expectations at the time of their hire.

Although dress code may be determined by each individual department, a sample dress code is included here in response to requests made by many supervisors across campus:

Sample Student Employee Dress Code

The student employee dress code of the department on a day-to-day basis is casual attire. However, there are some basic guidelines concerning appropriate dress that all employees, including student employees, must follow during working hours to ensure a happy and healthy working environment for everyone, professional and student staff alike.

Employees are expected to observe proper hygiene. In addition, employees may not wear ripped or torn clothing, extremely tight clothing, clothing that exposes undergarments, or clothing that exposes an individual’s midriff, breasts, genitalia or buttocks.

Casual dress should not be construed as an opportunity to come to work in beachwear, tank tops, halters, short-shorts, spandex, cutoffs, or other items that would not be worn in a professional work environment. Students are also asked not to wear any clothing with slogans, messages or pictures on the front or back. (I.e., iron-ons, merchandizing slogans, advertisements).

Employees who report for work in inappropriate attire will be asked to leave and return in suitable attire. Employees will not be paid for time absent from work if they are asked to leave due to inappropriate attire. Repeat offenses will be subject to immediate corrective action, up to and including termination of employment.

Although student employees may dress in appropriate casual clothing on a day-to-day basis, they may be expected to dress more formally on specific occasions when casual attire is not appropriate due to customer relations and college events. Furthermore, students are asked to remember that this is a business office, which means that students should observe professionalism and decorum.

Unemployment Eligibility

Student wages are not considered wages on which one can collect unemployment, pursuant to section 6 K of the Massachusetts General Laws 151.

These rules also apply to students working in California under Section 642 UI guidelines. Students should contact the Department of Labor & Workforce Development for additional details.

Disciplinary Process/Termination of Student Employment

Student employees may be subject to termination of their student employment if they are unreliable or fail to perform their required responsibilities, including completing time sheets by the deadline.
Students generally are entitled to the following disciplinary process prior to employment termination:

  1. Supervisors should give a verbal warning to an underperforming student and review with the student any issues with the student employee’s work performance. The supervisor should give the student recommendations for improvement. If the warning is the result of failure to complete a time sheet by the deadline, the supervisor should inform the student of pending termination if the behavior does not correct itself.
  2. If the student does not improve, their supervisor should give the student a written warning reiterating the issues they are having with the student’s work performance and the terms the student will need to uphold for their employment to continue.
  3. If the student fails to adequately correct their behavior by the determined date, the student should be given a written notice of termination from the student’s supervisor. All the reasons for the termination should be listed. A copy of the letter should be sent to Student Employment and the letter shall be placed in the student’s file. Again, if the student’s behavior violated the College’s Code of Conduct for students, a copy of the termination letter shall also be sent to the attention of the Dean of Students and the matter may be referred to the Student Judicial System. Students who are terminated from their positions and who have violated College policy may not apply for future employment at the College in any capacity.

Students are allowed (3) disciplinary violations per academic year.

Notwithstanding the above process, a student’s employment may be terminated immediately in cases of both willful and inadvertent violation of college rules, departmental policy, or law violations. Such infractions that may justify immediate termination may include but are not limited to showing up to work under the influence of alcohol or drugs, stealing, insubordination, breach of confidentiality, breach of contract, violating the terms of a departmental agreement, falsifying a time sheet, or engaging in sexual harassment or unlawful discrimination.

***Under exceptional circumstances, a supervisor can request the immediate dismissal of an employee at the discretion of the Student Employment Manager ***

If the student’s dismissal is the result of disciplinary action that includes but is not limited to theft, sexual harassment, unlawful discrimination, or violent or threatening behavior, it is at the discretion of the Student Employment Manager to bar the student from all on-campus employment.

Student Employee Grievance Policy

Student employees may file a grievance for alleged violation of policies and/or procedures governing the terms of their employment. Policies governing student employment are contained in this Handbook and may also be contained in departmental regulations.

This procedure aims to promote the prompt and efficient resolution of student employment complaints. Students and their supervisors should make every reasonable attempt to resolve problems wherever possible without resorting to this procedure.

  • If a student employee believes that a violation of policy has occurred, the student should make a complaint to their direct supervisor. (If their direct supervisor is a student supervisor, the complaint should be made to the full-time staff person overseeing student employment in the department.) An earnest attempt must be made by both parties to resolve the situation.
  • If a student feels the situation has not been satisfactorily resolved, they must submit a complaint in writing to their direct supervisor or the full-time staff person overseeing student employment in the department. The complaint should contain the alleged violation of policy, including the date(s) of the alleged violation, the underlying facts, and the remedy sought. The Assistant Director of Student Financial Services in charge of Student Employment and the department head (if the department head is someone other than the supervisor) should be copied on the written complaint. The supervisor must reply in writing within five business days and copy all parties.
  • If the student still does not feel they have received an adequate response, the student may file a written grievance within two weeks to the attention of the Assistant Director of Financial Aid in charge of Student Employment. At that time the Student Employment Manager will turn over the matter for resolution by the Director of Financial Aid. The decision of the Director of Financial Aid will be final.

Confidentiality and FERPA

The Family Educational Rights and Privacy Act (FERPA) is a Federal law enacted in 1974 that guarantees the confidentiality of student records. It is important for supervisors to familiarize themselves with some of the basic provisions of FERPA and communicate this information to student workers who have access to other students’ confidential information in order to ensure that students do not violate this Federal law. Students who violate FERPA may be subject to disciplinary action, including, but not limited to, the loss of their job.

Supervisors must stress to students the confidentiality issues that they may encounter while working. Student workers must understand that any student information they view or hear on the job must remain in the workplace. Students must not, under any circumstances, release student information to anyone unless their position specifically requires them to do so. In addition, students may not acquire student records information that is not relevant to their job.

Information regarding FERPA, including a FERPA tutorial, can be found on the Registrar’s website. 

Departments that hire student workers may wish to require those students to execute a Confidentiality Agreement. An example agreement can be found here.

College Policies

Emerson College students must abide by all College policies, including but not limited to FERPA, the Code of Community Standards.

Violations of College Policies

Violations of Emerson Policies may lead to College disciplinary action and/or criminal prosecution. Individuals are encouraged to report information concerning instances in which the above guidelines have been or are being violated.

Students' Responsibilities

When a student accepts an offer of employment, they agree to comply with the conditions listed in this handbook. By submitting a hiring proposal and completing employment paperwork, the supervisor and the student acknowledge their obligation to comply with Emerson College’s Student Employment Program regulations and guidelines. Among a student’s obligations are the following:

  • Students must complete all necessary paperwork and receive authorization from the Student Employment staff before they can begin working.
  • Students must be given the opportunity to review the Payroll Schedule and all deadlines with their supervisor.
  • Under no circumstances may a student work more than 20 hours a week while classes are in session. However, if classes are not in session, a student may work up to 40
    hours per week. Students are not permitted to work over 40 hours per week. This rule is regulated by Student Employment and the Payroll Office and is strictly enforced.
  • Students must fill out time sheets every week by 12pm EST on the due date.
  • Students must fill out their time sheets in a timely, wholly truthful and accurate manner. Students may neither record time not yet worked on their time sheets nor may they work additional time that they fail to record on the time sheet. No advances on student paychecks will be given.
  • Students are held accountable for maintaining strict confidentiality for any potentially sensitive information they encounter while performing their jobs.
  • Students will abide by your department’s policies and regulations, including any applicable dress code.
  • Students must notify their supervisor if the student is going to be late for an assigned work shift.
  • Students must give their supervisor sufficient advance notice (usually 24 hours) if they will be unable to work during their scheduled time. Repeated absences are grounds for termination.
  • Students are required to give two weeks’ notice if they decide to resign from their position.
  • Students will notify their supervisor of any change in their class schedule, which could impact their work schedule, as well as any change in their enrollment status.
  • Students must keep track of their Federal Work Study earnings and ensure that they do not exceed their award amount.
  • Students must understand that they will lose any part of their Federal Work Study award that they do not earn by the end of their employment period.
  • Students must notify their supervisor if their Federal Work Study award changes.
  • Students must notify the Office of Student Financial Services of any information that may impact their financial assistance award. This includes but is not limited to receipt of a private scholarship, change in enrollment status, and change in housing status.
  • Students will abide by the College’s Code of Conduct, which absolutely prohibits harassment or discrimination on the basis of another’s sex, race, color, religion, age, national origin, sexual orientation, gender identity, disability, veteran status, or any other characteristic protected by law.

Supervisors' Responsibilities

When you submit an offer letter for a student, you are acknowledging that you have read and agree to comply with the conditions listed in this handbook. By submitting an offer letter for a student, you and the student acknowledge their obligation to comply with Student Employment Program regulations and guidelines. Among your obligations are the following:

  • Students are not allowed to run personal errands or assist you outside of the College in a non- College related capacity.
  • Students can only be paid through Workday. No outside payments for services rendered will be allowed.
  • Students cannot be offered employment or hired outside of Workday.
  • All student employment positions must be listed in Workday.
  • You must be an active staff/faculty member in order to supervise student employees. Individuals who are retired, on leave, or are no longer employed by the College are ineligible to participate in the student employment program.
  • You will not permit students to work until you have received a Work Authorization email from the Student Employment staff.
  • You must review the Payroll Schedule and all deadlines with your student.
  • You will approve your Student Employment time sheet by 12 pm on the day that they are due, according to the posted payroll schedule.
  • The supervisor may not allow students to volunteer their time for a position that would otherwise be paid. This includes any hours that exceed 20 hours per week during the normal academic year while classes are in session. However, if classes are not in session, a student may work up to 40 hours per week. Students are not permitted to work over 40 hours per week. This rule is regulated by Student Employment and the Payroll Office and is strictly enforced.
  • You will complete a new work authorization form for each academic year and each summer for all students you employ, as the summer terms are considered separate from the fall/spring terms. These are considered rehires.
  • You are required to attend the annual Student Employment Supervisor meeting.
  • You must notify Student Employment of any changes to the current supervisor; any new contact information must be disclosed in a timely fashion.
  • You are responsible for reading and complying with Student Employment email announcements throughout the year.
  • You understand that hourly rates depend upon job responsibilities and the number of
    years a student has worked in that position. Students working in the same position with similar levels of experience must be paid the same amount, whether they are undergraduate students or graduate students.
  • If you would like to pay a student more than the maximum rate, you will appeal in writing to the Student Employment Manager, outlining why the student should be paid more than the maximum amount and what the student’s qualifications are.
  • You will outline basic work expectations and responsibilities to each of your student employees.
  • You will notify Student Employment of any change in status of any of your student employees.
  • You will provide all students with two weeks' notification before termination of employment except in cases previously mentioned.
  • You will be responsible for departmental payments initiated by changes in a student’s Federal Work Study award.
  • You will change job descriptions to include timely completion of the online time sheet as a job requirement.
  • You will provide warnings for students who do not complete time sheets by the deadline.
  • You will recheck your time sheet approval queue prior to noon on time sheet due dates to verify that all your student employees have been approved, even if you think you have approved everyone.
  • You will verify that all of your current student employees have access to their time sheet in Workday.
  • You will not permit a student to volunteer for a position that would otherwise be paid.

Violations of Student Employment Policies by Supervisors

The Student Employment Manager will take the following actions with regard to supervisors who fail to comply with the policies outlined in the Student Employment Handbook.

  1. A supervisor’s first offense will result in the supervisor receiving a warning letter from the Student Employment Manager. A copy of this letter will also be sent to their supervisor.
  2. If a supervisor commits a second violation, the Student Employment Manager will send a warning letter to the supervisor in question, their supervisor, their Vice President or Chair of the Department and the Director of Financial Aid.
  3. A third violation will cause a supervisor’s hiring privileges to be suspended for the remainder of the academic year. The Director of Financial Aid will determine if the supervisor’s hiring privileges will be permanently suspended.

Please note that student employment supervisors are employees at will at Emerson College who may be disciplined or terminated for any reason, including failing to abide by the College’s Student Employment Policies.

Appealing a Supervisor Violation

Supervisors may appeal a student employment violation by contacting the Director of Financial Aid in writing with an explanation and documentation if warranted. Appeals will be addressed within one of week of receipt.

Health and Safety

  • Student employees must have access to a full-time staff member on campus in the event that assistance is needed.
  • In the event that a staff/faculty member is not available (i.e., outside of normal business hours), a higher-level student employee (senior or graduate student) who has previously worked for your department should be scheduled as the point of contact for those shifts. Of course, you or another full-time employee should be available remotely should they need guidance or support.
  • All student employees should feel comfortable contacting ECPD for assistance.
  • Under no circumstances can a student report to work sick.

Remote Work

  • The College will allow limited remote work options for student employees.
    Students must be located on either the Boston Campus (Boston area), Los Angeles Campus (Los Angeles area), or Kasteel Well in order to work remotely. Remote work will not be allowed in other states/countries outside of the three campuses listed.
  • Students must be able to present their forms of ID for the I-9 in person in order to be authorized to work in MA, CA, or the Netherlands.
  • Students studying abroad (with the exception of the Netherlands) are not allowed to work remotely.
  • Supervisors are expected to assist students with technology requests and insure that each student has the necessary technology (hardware and software) to effectively work remotely.



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