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Division of Human Resources

Extending or Ending Employment

Whether they are graduating, taking another job, or the work they were hired to do is completed, it is important to keep track of when a student employee’s job comes to an end. The following information provides an overview of what to do when you must terminate a student.

Monitoring End Dates

Monitoring the expected end date of a student employee’s job is an important part of your responsibilities as a supervisor.

  • All student employee appointments are automatically terminated (auto-terminate) in the HR/Payroll system on the expected end date that was recorded when the student employee was initially hired.
  • The expected end date should also be recorded in the student employee’s offer letter.

Keeping track of a student employee’s expected end date is important as it will help you ensure that your student employees are not working beyond the last day of their appointment and will also allow you to extend or modify the length of a student employee’s appointments prior to auto-termination by the system.

 

Separation & Termination

All student employee appointments are automatically terminated (auto-terminate) in the HR/Payroll system on the expected end date that was recorded when the student employee was initially hired.

If you need to terminate a student employee prior to their agreed-upon expected end date, it is important that you notify your student hire representative immediately.

Before you decide to terminate a student employee for performance-related issues, the recommended best practice is to ensure that you have:

  • effectively communicated your concerns to the student
  • given them ample opportunity to improve their performance

If a student employee acts in a manner that could violate their employment and their status as a UofSC student (i.e. stealing on the job), the Office of Student Conduct and Academic Integrity must be contacted immediately for further guidance.


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