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Student Employee Manual

Table of Contents

	Introduction Important Information About This Handbook FWS and MSE Referral and Salary Authorization Process Work Hours Student Paychecks Necessary Documents for a Student to be Paid Why a Student Might Not Receive a Paycheck Misreporting Hours Wage Guidelines Lunch Breaks Attendance and Punctuality Satisfactory Attendance Job Satisfaction Personal Appearance General Rules of Conduct Confidentiality Immigration Reform Control Act of 1986			Occupational Safety & Health Admin. Regulations Injury Reporting What To Do In The Event Of An Emergency Wellness At Work Employee Evaluation Corrective Discipline Sick Days Holidays Check Cashing Procedures Verification of Employment or References Statement of Affirmative Action Sexual Harassment Policy Racial Abuse Policy Policy on Religious Activity Drug-Free Workplace Policy Statement on Acquired Immune Deficiency Syndrome Rights and Responsibilities

Introduction

Dear Student,

Your employment while a student provides a vital link between your college education and employment after graduation. This job will provide you with valuable work experience. Any future prospective employer will want to know what work experience you have gained while you attended college.

Every position at Marquette will give you work experience related to your chosen field of education. You will get experience working with others in a professional setting. You will learn how to do tasks in a group or work independently. You will learn how to follow directions or be responsible for taking initiative on your own. All of these skills are transferable to any future full-time position and should be indicated on your resume.

I sincerely hope that you find your employment at Marquette to be a valuable experience. Please feel free to talk with me at any time.

Sincerely,

Patricia A. Connelly
Student Employment Specialist
Office of Student Financial Aid

Important Information About This Handbook

This handbook has been prepared to provide you with general information about Marquette University and the policies of the University that affect you as a student employee.

The policies, procedures, and rules described in this handbook are not to be considered an employment contract. Marquette University reserves the right to improve, modify, revoke, suspend, terminate or change any or all policies, procedures, and rules, in whole or in part, at any time with or without notice. Major changes in policies, rules, and procedures will be published, and it will be your responsibility to include these in your handbook.

In some instances, the special nature of your department will require policies, rules, or procedures that are unique to the needs of that area. Such policies, rules, or procedures may vary from those described in this handbook.

Should you have any questions regarding student personnel policies, rules, and procedures you should contact your supervisor or Student Employment Services/Office of Student Financial Aid.

Federal Work Study (FWS) and Marquette Student Employment (MSE)

FWS is a type of federally funded financial aid. In order to receive FWS a student must apply for financial aid in January and have financial need. FWS is awarded to students in their financial aid package based on financial need and by completing the financial aid process by March 1.

If you do not apply for financial aid, apply for financial aid late, or do not have financial need, you will be offered Marquette Student Employment (MSE). MSE is funded 100% by the University.

Both FWS and MSE allow students to work on campus. There are also some off campus FWS positions in non-profit agencies. All students are paid according to the skill level of the position they hold, not according to a certain work program or their year in school.

Referral and Salary Authorization Process

All student employees must be authorized to work by Student Employment Service before beginning employment. The Referral and Salary Authorization form is a single form which serves two purposes. You must obtain this form from the Office of Student Financial Aid by using ViewJobs or by stopping in our office with the Job File Number. It is important that you check all of the information that is provided on the Referral and Salary Authorization form for accuracy.

This form serves as a referral for students who are interested in a position on campus or in off campus FWS positions. It provides you with complete information to set up an interview with the employer. This form is also a Salary Authorization which is used to ensure that you are paid on a timely basis. The Period of Employment must list the specific month, day and year of the beginning and ending employment dates. The Hourly Rate of Pay must stay within the designated guidelines which are indicated on this form. Any exceptions to the wage guidelines must be approved through Student Employment Services. This form must be signed by the authorized supervisor. When it is complete, all three copies must be returned to Student Employment Services for final approval. If you are being paid from a grant account, the Referral and Salary Authorization form must first go to the Comptroller's Office for grant approval. Student Employment Services will forward the original (white copy) to Payroll, send the supervisor copy (pink) back to the employer and retain the (yellow) copy for their records.

Work Hours

We recommend that full-time students work no more than 20 hours per week when classes are in session. Students who are employed in more than one position should try to limit work to a total of 20 hours per week. Full-time and half-time, enrolled students will not be subject to FICA withholding tax. Students may work up to 40 hours per week (Sunday through Saturday) when classes are not in session (summer and breaks). Students should never work 40 hours a week while attending classes. Students are not eligible to work overtime hours.

If you have Federal Work Study (FWS), then you must carefully monitor the number of hours that you work per week. You want a schedule that allows you to utilize your full work award, yet you may not exceed the amount that you were awarded. If you feel that you may exceed your FWS award, then you must speak with your supervisor. Once your FWS is depleted you will be terminated from the FWS position. Your supervisor may or may not keep you on under the a Student Work Opportunity program. If you hold more than one position and only want to use your Federal Work Study for one position you must get approval from your supervisors and Student Employment Services in advance.

Students with an F-1 or J-1 visa may not work more than 20 hours per week. This is a federal requirement and may affect a student's visa status and eligibility for benefits of that status including on-campus student employment. If you have questions regarding International Student Employment status, you may contact the Office of Campus International Programs at (414) 288-7289.

Students may not work past their graduation date as a student employee. If you wish to to remain employed by Marquette University after graduation, contact the Human Resources Department at (414) 288-7305.

Student Paychecks

Student pay dates are listed on the Student Payroll Calendar which is provided to each supervisor. Payroll Calendars may also be obtained from Student Employment Services, Office of Student Financial Aid, or by clicking here. Paychecks for students who work on campus are distributed by the individual supervisors. Paychecks for students who are employed by off campus FWS supervisors are available from Student Employment Services on the pay dates indicated. Students should provide a self-addressed stamped envelope to their supervisor for on campus students or Student Employment Services for off campus FWS students when they will not be on campus during a break period.

If you are employed in more than one position, then you will receive only one paycheck. The paycheck will be available from the employer who has submitted the initial (or first) Salary Authorization. The rate of pay listed on your paycheck will also be the initial (or first position) rate of pay. Different positions and rates of pay are not broken out on your paycheck, however, you are compensated for each position and rate of pay designated on each processed salary authorization. All checks not picked up by the Friday immediately following the student payday will be returned to the Payroll Office.

Necessary Documents for a Student to be Paid

1. Referral and Salary Authorization Form - See above.
2. W-4 Statement - Students should receive a W-4 Tax Withholding Statement with their Referral and Salary Authorization form (See Appendix # 3). This statement should be completed by the student and returned to the Payroll Office. If it is not completed, Payroll will automatically withhold the maximum amount. Students enrolled full time or half-time will not be subject to FICA tax. Foreign students must also complete a W-4 form, however, they are not subject to the same tax guidelines.
3. Timesheets/Timecards - Timesheets or Timecards must be accurately completed using your legal name, signed by the supervisor listed on the Salary Authorization and submitted to the Payroll Office by the deadline dates. Time sheets/cards may NOT be carried by students to payroll. They must be submitted by a full-time staff person or supervisor.

Why a Student Might Not Receive a Paycheck

If you did not receive a paycheck, even though you submitted a timesheet or timecard, contact Student Employment Services or the Payroll Office depending upon the suspected reasons for non-payment.

Contact Student Employment Services if you suspect one of the following:

1. No Salary Authorization has been requested by the supervisor or student.
2. Rate of pay listed on timesheet/card is different than the rate of pay listed on the Salary Authorization form.
3. Person who signed the timesheet/card is not listed on the Salary Authorization, and therefore not authorized to sign.
4. The dates that were worked are not covered by the period of employment listed on the Salary Authorization.

Contact the Payroll Office if you suspect one of the following:

1. The timesheet or timecard was not signed by the supervisor.
2. The student's name does not appear on the timesheet or timecard, or is illegible.
3. The student used a nickname or shortened version of their name. The student must use their legal name.
4. No account number is listed on the timesheet.
5. An incorrect account number is listed on the timesheet.

The student may not receive a timely paycheck if the Salary Authorization and/or timesheet or timecard is turned in late. Please refer to your payroll calendar for the correct dates. Timesheets and timecards should be forwarded to the Payroll Office by your supervisor. Sending your timesheet or timecard to Student Employment Services may delay your paycheck.

Misreporting Hours

Falsification or unauthorized altering of timesheet or timecards by student employees is subject to corrective action including immediate termination.

No timesheet should be delivered to payroll by a student. Each timesheet should be completed in ink with your legal name and social security number. Then submit it to your supervisor for completion and submission to payroll.

Wage Guidelines

The wage scale for student employees is based on a classification system with four grade levels. Pay rates must fall within the range stipulated on the Referral and Salary Authorization form. A student may be paid anywhere within the designated range, however it is suggested that students begin at the lower end of the range in order to allow for raises if a student continues with the same employer. Raises are given at the discretion of the supervisor or department. Raises are often determined by the department employment budget.

Hours to Work Per Week Based on FWS Work Award

Rate Per Hour	Academic Year FWS Award (35 Weeks)					One semester(17.5 Weeks)
Hourly Wage	$750	$1000	$1250	$1500	$2000	$750	$1000
$5.15	4.25	5.50	7.00	8.25	11.00	8.25	11.00
$5.40	4.00	5.25	6.50	8.00	10.50	8.00	10.50
$5.65	3.75	5.00	6.25	7.50	10.00	7.50	10.00
$5.90	3.50	4.75	6.00	7.25	9.75	7.25	9.50
$6.15	3.50	4.50	5.75	7.00	9.25	7.00	9.25
$6.40	3.25	4.50	5.50	6.75	9.00	6.75	9.00
$6.65	3.25	4.25	5.25	6.50	8.50	6.50	8.50
$6.90	3.00	4.00	5.25	6.25	8.25	6.25	8.25
$7.15	3.00	4.00	5.00	6.00	8.00	6.00	8.00

The above hours per week are close approximations based on 35 academic work weeks. If you have received a different work award than those listed above, you may figure your hours per week using the following formula:

Total Award Amount, divided by the Number of Work Weeks = $ Amount able to earn per week

$ Amount, divided by Rate of Pay = number of Hours able to work per week

Sample: $2,000 divided by 35 = $57.14 (able to earn per week); $57.14 divided by $5.15 = 11.00 (hours to work per week)

This schedule assumes that you will not work full time during any period (such as Christmas and Spring break). If you plan on working during breaks please adjust your schedule accordingly. If you are working in more than one position the hours per week, per position, must be divided appropriately.

Lunch Breaks

There are no state or federal regulations that require lunch periods or breaks be given. However, it is recommended that any employee who works in excess of six hours at a time be given a one-half hour unpaid break or lunch period.

Attendance and Punctuality

Each department has an obligation to provide the best possible support to the University in the accomplishment of its goals. In order to fulfill this obligation, departments need every employee to be on duty every day he/she is scheduled to work. Any absence places an additional burden upon other employees and reduces the efficiency of the department. All student employees, therefore, are expected to strive for perfect attendance by:

1. Maintaining reasonable health standards
2. Making every effort to work safely
3. Not permitting minor indisposition's or inconveniences to keep them away from the job
4. Attending to personal affairs and obligations outside of their working hours

Good attendance is a most important job requirement. Failure to meet the requirement of good attendance can result in dismissal. Some departments have their own specific attendance and punctuality policies. Check with your supervisor regarding their own policy.

An employee is absent when the employee fails to report for and remain at work as scheduled. An employee is not considered absent, of course, during periods such as vacation, holidays, and approved days off or leaves of absence, provided that the supervisor has been informed. An employee who knows he/she is going to be absent or late has the responsibility to call the department indicating the expected length of absence and giving a specific reason. The employee is responsible for properly notifying the department as far in advance of his/her starting time as possible, but no later than his/her scheduled starting time. Since exam schedules are set by each professor/instructor at the beginning of each semester, necessary time off for studying should be scheduled in advance.

Satisfactory Attendance

Frequent absences, including tardiness, constitute an unsatisfactory record. An employee who is chronically unable to be present at work cannot fulfill the job for which he/she was hired. Recurring illness also constitutes unsatisfactory attendance. One or two days of absence without notification in a three month period is considered to be excessive and reason for dismissal. Three or more days in a month or six or more days in a three month period, of reported absences is excessive and reason for dismissal. A written note from an employee's physician or from Student Health Services may be requested to verify an illness or injury, or to ensure that the employee is sufficiently recovered to return to work.

Job Satisfaction

If you find that you are unhappy in an employment situation, we suggest that you talk openly with your supervisor. If the matter is not resolved to your satisfaction, you may contact Student Employment Services in the Office of Student Financial Aid to intercede and attempt to find a mutually satisfying resolution.

Your supervisor has the right to place you in a position of their choosing within their office or department. If you are unsatisfied with the change, you may either choose to keep the position or seek another position on campus. Your supervisor also has the right to institute reasonable policies and procedures in the interest of University.

Personal Appearance

The nature of your position with the University will determine the type of dress that will be appropriate for work. All University student employees are expected to dress in a manner which will present a favorable image of the University to the community. Any specific dress requirements for your position will be reviewed with you by your supervisor.

General Rules of Conduct

To assist with the efficient operation of the University and to insure the safety and well being of those at the University, the following rules of conduct are in force. The rules of conduct are not for the purpose of restricting the rights and activities of employees, but are intended to help employees by defining and protecting the rights and safety of all persons. Employees are expected to acquaint themselves with these rules and other work rules specific to their department. It is for conduct such as that defined below that employees will be subject to corrective action including suspension or termination depending upon the severity of the violation. These rules include, but are not limited to:

1. Unauthorized use and/or possession of intoxicating beverages, narcotics or dangerous drugs on University premises; or reporting to work under the influence of intoxicating beverages, narcotics or dangerous drugs.
2. Fighting, gambling, use of profane, obscene or abusive language while at work.
3. Carrying unauthorized weapons.
4. Behaving in a discourteous or disrespectful manner toward a supervisor.
5. Refusal to carry out the instructions of a supervisor (insubordination).
6. Leaving the job without permission during regularly assigned working hours.
7. Sleeping while on duty.
8. Creating unsafe conditions.
9. Stealing or unauthorized removal or use of property belonging to the University, to employees, students or visitors of the University.
10. Loss, damage, or destruction of property belonging to the University or to employees, students or visitors to the University.
11. Unwillingness or inability to work in harmony with others, discourtesy or conduct creating discord.
12. Mailing or posting any notice, circular, or display on University premises without permission.
13. Failure to comply with policies and procedures of the University and those specific to a department.

Confidentiality

Some positions at the University will involve regular access to confidential information. It is expected that such information will not be discussed with relatives, friends, or others outside the University or in the public areas of the University. Confidential information should be discussed with other employees only when it is necessary for the performance of the job.

In some areas, release of information is governed by specific laws. If such laws affect your position you will be advised by your supervisor. You may be asked to sign a confidentiality statement depending on the department's policy.

A breach of confidentiality is subject to immediate dismissal or corrective action.

Immigration Reform Control Act of 1986

On November 6, 1989, President Reagan signed into law the Immigration Reform Control Act. This act makes it unlawful to knowingly hire an alien who is not properly authorized to work in the United States. Therefore, all students must submit an I-9 form and verification of identity and employment authorization before beginning employment at the University. This is done at the Office of Student Financial Aid.

Students must complete this procedure when they are initially hired as a Marquette student employee. You do not need to complete this procedure during subsequent years even though you may be employed in a different position within the University or an off campus (FWS) agency. If your eligibility for employment has a specific expiration date then you will need to update your paperwork to continue your employment. Students will not receive a Referral and Salary Authorization form until their eligibility to be employed has been verified.

Occupational Safety and Health Administration Regulations

OSHA requires that all employers develop a written training program for all of their employees exposed to chemical hazards. Before beginning employment, all student employees should have received information titled "Hazard Communication and You." You are also required to sign a statement that you received this information. A copy of Marquette's written Hazard Communication Program is available for your review at the Law Library, the Memorial Library Reserve Desk, the Occupational Safety Office, the Personnel Department, the Science Library, and Student Employment Services. Some departments require that their student employees be involved in further or additional training.

Injury Reporting

Marquette University provides all employees with Worker's Compensation Insurance. For your own safety and well-being and the proper administration of this program, the steps below must be followed when you have been injured on the job.

1. Notify your supervisor immediately.
2. Employees in need of medical care for job-related injuries will go to the Milwaukee Industrial Clinic, 500 North 19th Street, Milwaukee. A special authorization form from the University will be necessary before care will be administered by the clinic. Employees should get this form from their immediate supervisor or, if the form is not available from the supervisor, the employee should contact the Business Services/Risk Management Department at (414) 288-6806.
3. Business Services/Risk Management Department must be notified of any job-related injury, no matter how minor it seems at the time.

Additional information regarding on-the-job injuries can be obtained by contacting the Business Services/Risk Management Department at (414) 288-6806.

What To Do In The Event Of An Emergency

Comprehensive emergency procedures are outlined on the inside front cover of the Campus Directory. In general, call Public Safety at 1911 in case of fire, medical emergencies, criminal activity or bomb threats. Public Safety staff members are trained to execute the proper procedures. The Department of Public Safety is open as a public service 24 hours a day, seven days a week.

The University has numerous emergency telephones (identified by blue lights) adjacent to parking areas and walkways, which provide direct contact with the Department of Public Safety. These telephones should be utilized by the Marquette Community to summon assistance in emergencies and also to report suspicious activity or circumstances.

In the event of a tornado warning, building occupants should move to an appropriate area of the building in which they are located. Holthusen Hall, Helfaer Theater, and Helfaer Recreation Center have specific areas designated for tornado safety. Supervisory personnel in these buildings will direct occupants to safe zones. In all other buildings, personnel should move to an interior area of a lower floor -- stay away from windows.

Wellness At Work

Healthier employees, in general, are happier and more productive. The University, in showing its concern for employees, offers a variety of services to encourage physical, as well as spiritual and emotional wellness:

• Nursing Center - Wellness services will be announced through University publications.
  Helfaer Tennis Stadium, Recreation Center and Rec Plex - The Center provides a variety of self-directed activities and structured exercise programs on an on-going and periodic basis.
  Student Health Service - The Student Health Service, offers on-going health information programs through the University's computer system. To find out how to access this information, contact the Student Health Service at (414) 288-7184.

   

Employee Evaluation

It is recommended a work performance evaluation for each student employee be conducted at least once each academic year. The Employee Evaluation Form should be completed by the student employee and the student's employer, after which both should discuss the evaluation results and formulate goals for the future. This process should be used to facilitate interaction between the student and the supervisor. This form is to be used for departmental evaluation and is not to be sent to Student Employment Services. Copies of the Employee Evaluation Form are available from Student Employment Services.

Corrective Discipline

If an employer or supervisor feels there is a problem regarding a student's employment, it is recommended that they speak to that student about the concern. If the concern is of a serious nature, or continues to be a problem, a Corrective Discipline Interview Form is available for their use. This form is completed by the supervisor and should outline the problem. Suggestions for improvements should be made and the expected date of improvement should be indicated. Both the student employee and the supervisor sign this form so that there is mutual understanding of the situation. If improvement is not seen by the supervisor, termination may be the outcome.

Sick Days

Students who are ill should contact their supervisor as soon as they know they will not be able to report to work as scheduled. Refer to the attendance and punctuality procedures. Sick days are unpaid.

Holidays

If you will not be working your regularly scheduled hours during a break period or holiday, inform your supervisor as soon as you know. Vacation days and holidays are unpaid.

Check Cashing Procedures

You may cash your paycheck at either the Firstar Bank, located in the Alumni Memorial Union on the first floor, open 8:30 a.m. - 5:30 p.m., Monday through Friday and 12:00 p.m. - 3:00 p.m., Saturday or the Bursars Office open 8:00 a.m. - 4:30 p.m., Monday through Friday. At these two locations you must provide proper identification. Students may call Firstar Bank at (414) 223-2030 or the Bursar at (414) 288-7157 if you have questions.

Verification of Employment or References

It is not unusual for Student Employment Services and/or Payroll to receive calls from a variety of organizations asking to verify employment. Typically this will happen if you apply for permanent employment, credit, attempt to rent a car, etc. In order to protect the privacy of our employees, the only information that will be verified over the phone is name, position, and dates of employment. If you require a letter verifying employment for car rental purposes contact Student Employment Services or the Office of Student Financial Aid. They will check your employment status and complete a form for you to submit to the car rental agency. This should be done in advance of the day you want to rent the vehicle.

If more detailed information is required, please send a written request addressed directly to the department or supervisor you worked for at Marquette.

Statement of Affirmative Action

Marquette University has proclaimed on a number of occasions, both public and private, that historically as a Christian and Catholic institution it is dedicated to the proposition that all human beings possess an inherent dignity in the eyes of their Creator and equality as children of God. The University entirely and consistently disowns, as a matter of principle, any unlawful or wrongful discrimination against the rights of others. It tolerates no such discrimination in its internal affairs and deplores such discrimination wherever it may exist. The University is committed to the principle of equal opportunity in admission, financial aids, employment, and housing regardless of race, color, sex, religion, age, handicap, veteran's status, or national origin. The University is also committed to the principle of affirmative action.

While Marquette does not discriminate in any manner contrary to law or justice in its educational programs or activities, including employment and admissions practices, it cherishes its right and duty to seek and retain personnel who will make a positive contribution to its religious character, goals, and mission.

As Marquette is a religious educational institution with Jesuit orientation, sponsorship, and support, it reserves the right to maintain its heritage and destiny as a Christian and Catholic witness in higher education. As a religious educational institution, the University may grant preference to Jesuits in its employment practices.

Sexual Harassment Policy

As Marquette University is committed to maintaining an environment in which the dignity and worth of each member of its community are respected, it is a policy of the University that sexual harassment of the students and employees will not be tolerated and will be subject to appropriate disciplinary action.

Sexual harassment is a form of sex discrimination. Sexual harassment by or of either sex is prohibited by state and federal anti-discrimination law. It is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature. In the University context, it includes instances when such conduct is indicated to be a term or condition of an individual's academic or employment experience, used as a basis for academic and employment performance, or creates an intimidating, hostile or offensive academic or employment environment.

Even consensual relationships may lead to or derive from potentially exploitative circumstances. Any exploitation of the trust inherent in Marquette's institutional context is abhorred. Of course, non-exploitative attachments also can develop in such relationships. But given the potential for exploitation or favoritism by even the well-meaning, the individual faculty or staff person carries the burden to disengage from, or otherwise neutralize, any relationships which hold potential for exploitation or favoritism. This applies whether the relationship involves students or staff colleagues. Anyone finding him/her self in such a situation should seek guidance and assistance as needed from University personnel, with the objective of neutralizing any exploitative potential. Failure to neutralize any such potential of any such relationship can constitute grounds for disciplinary actions up to and including termination for all classifications of University employee.

It shall be a violation of University policy for anyone, student, faculty, or staff, to engage in any form of sexual harassment or to retaliate against a person who has initiated an inquiry or complaint.

Any student with a complaint should contact the Dean of Students or his/her academic Dean or Director. Any employee with a complaint concerning students or employees should contact his/her immediate supervisor. If the complaint is with the supervisor, the employee should contact the supervisor's immediate supervisor. Any student or employee may also contact the Director of Affirmative Action for counseling and assistance. The right to confidentiality of any party involved, including the complainant and the accused, will be respected insofar as it does not interfere with the University's obligation to investigate allegations of misconduct and to take corrective action where appropriate.

Racial Abuse Policy

Marquette University, as a Christian and Catholic institution, is dedicated to the proposition that all human beings possess an inherent dignity in the eyes of their Creator and equality as children of God. The University entirely and consistently condemns, as a matter of principle, any unlawful or wrongful discrimination against the rights of others.

As the University is committed to maintaining an environment in which the dignity and worth of each member of its community is respected, it is the policy of the University that racial abuse or harassment of or by students, faculty, staff, and guests or visitors will not be tolerated. Such behavior of identified individuals or groups will be subject to appropriate action including but not limited to education, probation, suspension, or expulsion, from the institution or the campus, and/or civil or criminal action in some instances.

Racial abuse is defined ordinarily as verbal, written, or physical conduct directed at a person or a group based on one's color, race, national origin, or ethnicity where the offensive behavior is intimidating, hostile, or demeaning, or which could or does result in mental, emotional, or physical discomfort, embarrassment, ridicule, or harm. Racial harassment differs from abuse only in that it is defined ordinarily as repeated, persistent or continual verbal, written, or physical conduct directed at a person or a group or different individuals on separate occasions.

Racial abuse and harassment include not only offensive behavior which interferes with a person's or group's well-being or development, but also such behaviors which interfere with one's employment or educational status or performance, or which create a hostile working, academic, or social environment.

It is a violation for a University person - student, faculty, staff, guest or visitor, or anyone else acting at the instigation of a University person - to:

1. Engage in any form of racial abuse or harassment intentionally or unintentionally on the campus, on the immediately adjoining sidewalks or streets, or in the off-campus area.
2. Retaliate against a person who has initiated an inquiry or complaint having to do with racial abuse or harassment.

Information about a concern or a complaint is available from the following offices: Dean of Students, Multi-Cultural Center, Campus International Programs, Academic Deans/Directors, and Affirmative Action.

Anyone with a concern or complaint about a student should contact the Dean of Students, Multi-Cultural Center, or Campus International Programs. Anyone with a complaint about an employee (including a student employee) should contact the person's immediate supervisor. If the complaint is with the immediate supervisor, the employee should contact the supervisor's immediate supervisor. A complaint about a guest or visitor should be called to the attention of the host or the supervisor of the area or event where the concern has arisen.

Any student or employee may also contact the Director of Affirmative Action for counseling and assistance. The right of confidentiality for any party involved in a racial abuse or harassment incident, including the complainant and the accused, will be respected insofar as it does not interfere with the University's obligation to investigate allegations of misconduct and to take corrective action where appropriate.

Policy on Religious Activity

Marquette University, as a Catholic university in the Jesuit educational tradition, is committed to support the personal faith life of its members beginning, obviously, with those in the Roman Catholic tradition. The University welcomes in its midst faculty, students, and staff members of varying religious backgrounds and persuasions with the understanding that its primary institutional religious commitment is to the Roman Catholic Church. The University respects the individual religious commitments of its members and in no case actively attempts to proselytize its members through its programs or sponsored activities. Similarly, the University does not allow any other individual or organization to actively proselytize University members using facilities, programs, or activities controlled by the University.

1. This policy is not meant to discourage or inhibit the sharing or discussion of religious values or beliefs between members of the University community in a variety of contexts the educational community provides.
2. Representatives of various religious affiliations may, with the approval of the Director of Campus Ministry, provide on campus appropriate religious services for the members of their own affiliation.
3. Representatives of non-denominational religious organizations may, with the approval of the Director of Campus Ministry, provide appropriate religious services to members of the University who choose to participate in them.
4. Students who are members of specific or general religious affiliations may, and in fact are encouraged to, form recognized student organizations for the purpose of supporting their own religious beliefs and practices. Such groups must be approved by the Director of Campus Ministry in addition to the regular requirements for student organizations as defined in the student handbook.
5. Similarly, members of the University faculty and staff who are members of a specific or general religious affiliation may, with the approval and sponsorship of the Director of Campus Ministry, organize for the purpose of supporting their own religious belief and practice.
6. While the office of Campus Ministry may provide instruction in the Roman Catholic faith to those who seek it, no individual or organization either internal or external to the University may carry on activities on campus the specific purpose of which is to proselytize, that is to make converts of, members of the University community to another church or religious affiliation.
7. The University reserves the right to limit or restrict on-campus activity of any organization or individual whose purposes are directly contrary to the University's stated religious values and purposes. (The academic activity of the faculty, of course, is governed by the rules of academic freedom as defined in the Faculty Handbook, article III,C,1).

Drug-Free Workplace Policy

Marquette University is committed to maintaining a drug-free work environment in which the safety and well-being of its community members are of utmost importance. The abuse of licit drugs and/or the use of illicit drugs directly interferes with the development and performance of the individual, and the effects of that use/abuse diminish the working environment for all. It is a policy of the University that drugs in the workplace will not be tolerated. Employees must abide by this policy as a condition of employment.

The unlawful manufacture, distribution, dispensation, possession, or use of a controlled substance is prohibited at the University. The controlled substances prohibited in the workplace include, but are not limited to, marijuana, cocaine, heroin, amphetamines, LSD, barbiturates, narcotics or other drugs not prescribed by a licensed physician for the treatment of a current medical disorder.

Violations of this University policy, which includes unlawful conduct, will be subject to corrective action, up to and including suspension or termination for the violation. Corrective actions will be progressive and applied equally to all employees, with the exception of those employees whose actions necessitate immediate and decisive disciplinary measures including suspension or discharge.

Corrective action normally will be administered in the following order:

1. Verbal Warning
2. Written Warning
3. Final Written Warning or Suspension
4. Suspension or Discharge

In the event that an employee is convicted under a criminal drug statute for conduct in the workplace, the employee must report the conviction to his/her immediate University supervisor no later than five days after the conviction. An employee so convicted may be subject to additional University action depending upon the individual circumstances.

Statement on Acquired Immune Deficiency Syndrome (AIDS)

In our society the identification of the presence of a life-threatening communicable disease such as AIDS may present a challenge in responding to both the community concerns and the individual's circumstances. Should an AIDS case be reported at Marquette University, our response will be based on compassion and concerns for the welfare of the afflicted individual and on protecting the Marquette community.

While we do not know with certainty all of the causes of AIDS, current medical knowledge indicates that students or employees with any form of Human Immunodeficiency virus (HIV) infection do not pose a health risk to other students or employees in an educational community as long as they avoid any direct interchange of bodily fluids. The mere diagnosis of AIDS, AIDS-Related Complex (ARC), or AIDS virus anti-bodies is not, in itself, sufficient basis for the exclusion or dismissal of students or employees. Emotional and/or physical harassment of individuals suspected of being infected is not acceptable behavior at Marquette University and will be dealt with accordingly.

In any given instance, the University will proceed on a case-by-case basis, with the advice of medical professionals. The diagnosis of the condition, as is other medical information, is confidential.

An important role of the University in this area is education. The University will continue to review, revise, and present health education programs aimed at providing facts and dispelling misunderstanding. Current Center for Disease Control health and safety guidelines for the handling of blood and other bodily fluids will be available on the computerized Health Information System accessible through any terminal on campus. These hygienic and safety procedures should be followed in the handling of all bodily fluids, both in health-related academic programs and in other areas of the University such as Health services, housekeeping, and food services. Supervisors of employees or students are expected to communicate these guidelines and to see that they are followed.

Individuals with questions about AIDS should consult their own physicians, the staff at the Student Health Service, the computerized Health Information System and/or the Disability Services Coordinator in Holthusen Hall.

Rights and Responsibilities

Student Responsibilities to the Office of Student Financial Aid

The student has responsibilities to Student Employment Services and to the Office of Student Financial Aid. Since Federal Work Study is based on financial need, the student who has been awarded FWS is expected to:

1. Notify the Office of Student Financial Aid of any enrollment (credits) changes during the academic year.
2. Maintain satisfactory academic progress (Refer to the Award Information Guide which is available from the Office of Student Financial Aid.)
3. Earn no more than the predetermined work award.
4. Notify the Office of Student Financial Aid of any changes in the family financial circumstances.
5. Re-apply for financial aid each year according to the deadline dates.
6. Submit all requested documents to the Office of Student Financial Aid in a timely manner.
7. Notify Student Employment Services about problems with the supervisor or work situation that cannot be resolved between the student and the supervisor.

Questions?