B. PRIMARY COMPETENCY AREAS

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1 Residence Life Student Staff General Position Description & Employment Agreement Office of Residence Life For Academic Year: August 2014 May 2015 & Summer 2014 A. INTRODUCTION This position description and employment agreement provides an overview of key performance expectations and behaviors for Residence Life student staff members. Our employer/employee relationship is based on mutual respect and consent; and therefore, will continue only as long as both parties find the relationship to be satisfactory. Accordingly, you are free to terminate your employment with proper notice. UNL also reserves the same right to terminate your employment whenever, in the discretion of UNL, it is felt necessary to do so. This is known as employment at-will, and all employment policies are subject to this overriding principle. As stated in the UNL Student Legal Services Employment Handbook, Nebraska is an at-will employment state. At-will means an employer can terminate an employee without providing any reason. However, there are exceptions. The main exception is that you cannot be fired for discriminatory purposes. Both state and federal laws prohibit workplace discrimination. This employment agreement cannot address every possible facet of the student staff member experience, nor can it anticipate every scenario that may arise during an individual s employment with University Housing/Residence Life. Understanding this, it is important to note that: 1) Additional expectations and standards of performance will be supplied in writing to each student staff member by his or her immediate supervisor(s) in the course of preliminary orientation to the student staff member position. These supplemental expectations will provide role-specific and building-specific information that each student staff member is expected to adhere to in the course of fulfilling their duties. Expectations from a student staff member s immediate supervisor(s) act in concert with this employment agreement and neither supersedes nor nullifies this document s contents. Verbal instructions issued to a student staff member are not nullified by the fact that they may not have also been provided in writing. 2) In those instances where interpretation of the expectations outlined in this document or in those supplied by the immediate supervisor(s) becomes necessary, the Department of Residence Life s interpretation of policies and procedures takes precedence over the individual staff member s or third party s interpretation or understanding of said policies and procedures. Therefore, responsibility lies with the student staff member to carefully review the contents of this, and other documents related to performance expectations, and ask questions of a professional staff member to aid in clarifying and further understanding the spirit of these expectations. 3) UNL, University Housing and Residence Life, its agents and representatives reserve the right to alter, amend, redact or nullify any or all portions of this agreement as dictated by circumstances or business needs and without any obligation to provide advance notice to its employees. 4) The student staff member understands that s/he is not only expected to role model appropriate behaviors at all times in the physical realm of the on-campus setting, but is also accountable for the content of their on-line and electronic communications. Whether via blogs, social networking sites (i.e. Facebook), , text messages, comments on other individuals postings, video postings (i.e. YouTube) or any other form of electronic media (i.e. Twitter), the student staff member should realize that s/he is viewed by others as a representative of University Housing and must take this into account when sending or posting messages and/or images. If Residence Life determines that a student staff member is responsible for on-line and/or electronic communications that are inappropriate or contradictory to the stated values and mission of the University and/or University Housing (i.e. posting photos of underage drinking, posting messages critical of University Housing, etc.) appropriate employment action will be taken up to and including employment termination. B. PRIMARY COMPETENCY AREAS 1) Leadership: student staff members are visible leaders both in the halls and on campus, and are expected to demonstrate positive leadership and serve as a positive role model in job-related and personal behavior. The student staff member will: Demonstrate sensitivity to issues of diversity; 1

2 Exercise good judgment and behave in a manner that positively represents Residence Life/University Housing; the Residence Life student staff member is expected to be a good ambassador for not only the University, but must also consistently provide a positive representation of University Housing and its programs. This includes Facilities, Dining Services, Business Services, Summer Conferences and Residence Life. Agree to uphold the University s non-discrimination statement, which reads, it is the policy of the University of Nebraska-Lincoln not to discriminate based upon age, race, ethnicity, color, national origin, gender-identity, sex, pregnancy, disability, sexual orientation, genetic information, veteran s status, marital status, religion or political affiliation. 2) Community Development: This critical aspect of the job includes establishing a credible, visible presence on the floor and in the hall, developing and enforcing standards for community behavior, and encouraging self-governance. The student staff member is responsible for promoting that sense of belonging by establishing the foundations for a community. The student staff member encourages residents to participate in and contribute to their own community, to respect the rights of all members, and to help residents feel at home. Student staff members are expected to work with students to create and maintain a responsible community of learning that will contribute to a sense of well-being for all residents. It is essential that student staff members work to create a safe, comfortable, inclusive environment where residents can study and have their basic living needs met. The student staff member will encourage and participate in efforts, programs, and activities, which promote a healthy academic environment and enlist the help of all residents in maintaining quiet hours and other conditions to achieve a responsible community. 3) Policy Enforcement: Student staff members are expected to behave as role models and peer educators, help residents understand the rationale for policies, respect the rights of others, and are accountable for their own behavior. To a certain degree, student staff members lose their anonymity in this position, and their personal conduct reflects and communicates the respect they have for themselves and for the position. The student staff member will support, follow and enforce all department and University policies as published in the Housing Contract Policies Booklet, this employment agreement, and the UNL Student Code of Conduct; and obey all municipal, state and federal laws. The student staff member will discuss and explain department and University rules and policies to residents via floor meetings, individual contacts, and programming, encourage residents to hold each other accountable for their behavior, and confront, and document when necessary, any inappropriate resident behavior. The student staff member will report such incidences to the RD/RM or other appropriate personnel in accordance with department protocol, bearing in mind the importance of confronting individuals with respect, consistency and fairness and completing incident reports promptly, concisely and accurately. 4) Programming: One of the primary aspects of the student staff member position is to support and enhance the University s academic mission. Our goal is to help residents learn life management skills; and to help them feel a sense of belonging, to have confidence in their intellectual capacities, to clarify their attitudes and values, and ultimately, to assume responsibility for themselves as adults. The student staff member will regularly assess the needs of residents by responding to current issues in their lives, reflecting the calendar and academic cycle, recognizing unaddressed needs, etc. The student staff member will plan and conduct floor and hall programs, both passive and active, based on identified resident needs, as directed by the RD/RM and in accordance with departmental programming expectations as specified by the RD/RM, SRA and/or ADRL. The student staff member will encourage resident involvement and attendance at hall and campus programs and activities by posting advertisements, organizing groups to attend, and positively communicating about such programs. 5) Individual Resident Relations: As peers, student staff members possess the distinct ability to influence residents, and provide them with positive support and challenge. This is accomplished by demonstrating respect for the dignity of all individuals, providing peer counseling and advisement, and serving as referral agents to appropriate University resources. When issues exist between two or more residents, the student staff member serves as a non-judgmental mediator, encouraging residents to resolve problems themselves. The student staff member will demonstrate active listening skills when responding to resident issues, know residents beyond a superficial level, help residents get to know each other better, and initiate conversation with residents who appear to be experiencing problems and offer appropriate assistance. The student staff member will acquire working knowledge of University academic and personal resources and refer residents to those resources as appropriate. The student staff member will immediately respond to and report to the RD/RM any threats or gestures of suicide or personal harm, or reports of assault or harassment or any knowledge of circumstances that may involve the safety and security of another person. 6) Information Resource/Referral Agent: Student staff members are the residents first link to the University, and are expected to answer questions about residence hall living, help with questions about classes, tutors and majors, University procedures, 2

3 financial aid, finding a job, recreational opportunities and more. In addition, they are a liaison with all Housing personnel (desk, security, facilities operations and dining service staff, etc.), are to routinely post all information, flyers and publicity provided in a visible location on the floor and conduct floor meetings to inform residents of pertinent issues, processes, and events as necessary, or as directed by the RD/RM. 7) Administration: Residence Life Student Staff are important partners with other department personnel in daily administration of a residence hall. This includes: safety and security of residents, assignment and occupancy reporting, hall opening and closing, and facility maintenance. Communication, cooperation, accuracy and timeliness in performance of administrative tasks are essential to best serve our residents. Student staff will attend and participate in weekly building staff meetings and regular one-on-one meetings with their RD/RM, perform tasks and projects assigned by the RD/RM or ADRL in a thorough and accurate manner and to meet stated deadlines. In addition, student staff will assist with room agreement administration as well as completing other administrative functions in a thorough and timely manner, including preparations for special building openings, room condition inspections, check-in and check-out processes, no-show counts, roommate/community living agreements, administering surveys, investigating/assessing common area damages and other special projects as assigned to maintain accountability for residents. 8) Relations with Other Departmental Staff: Maintenance, custodial, dining and support staffs are critical members of the building/complex staff team. Regular communication and mutual respect between these staff members and student staff members facilitates a safe, clean, comfortable living environment for residents, and creates a pleasant working environment for all staff. The student staff member will positively promote the role of facilities, dining services and support staff with residents, notifying facilities and dining services staff of any facility or dining-related problems promptly, using work orders or emergency protocol, as needed and assisting facility and dining staff with clean up and investigation of messes, vandalism and accidents, as appropriate. 9) Staff Support and Development: Each member of the staff team has an obligation to know and be known, to cooperate for the benefit of the group and advancement of its development, and to perform his or her job to the best of his/her abilities. This is a unique team environment, and relationships can develop beyond the professional level; however, this should not be expected. The responsibility to respect others and their contributions is expected at all times. One should always seek permission and remain in on-going communication about personal boundaries throughout the year. At no time, should the student staff member assume that others share or are delighted in the same verbal bantering or casual contact (i.e., arm around someone s shoulder), etc. The student staff member must: respect peers and strive for fairness and flexibility in sharing responsibility for duty switches, time off/nights away, and special coverage needs, etc.; be a contributing member of the staff team (role modeling, programming, confronting, etc.); and always support others publicly and disagree with others privately. Student staff members should socialize with staff members with discretion; spend time with residents and avoid appearing exclusive around residents and assist in confronting inappropriate behavior as requested or as appropriate-- reporting staff behavior which undermines the credibility of the student staff member role. 10) Relationship with the RD/RM/Graduate Assistant Supervisor(s): Among the most important of the many roles of the RD/RM/Graduate Assistant supervisor(s) is encouragement and support of the student staff member as an employee and University student. The student staff member will respect the RD/RM/Graduate Assistant as an individual with personal needs while also recognizing that the RD/RM/Graduate Assistant s role as supervisor supersedes the role of friend. One should avoid selective communication, misrepresentation or dishonesty in reporting staff issues/conflicts to the RD/RM/Graduate Assistant when those issues are important for the RD/RM/Graduate Assistant, as leader of the staff group, to be aware of. Returning staff may experience a change in supervisors; it is expected that these student staff members suspend judgment based on the work style or person they re used to or comfortable with and understand there are many ways to be effective in the RD/RM/Graduate Assistant role. C. SAFETY AND SECURITY EXPECTATIONS 1) Student Records Confidentiality: All services to students at the University of Nebraska are provided within the context of the highest standards of ethical and professional behavior. In the course of your work as a Residence Life staff member you may have contact with/access to confidential student records and information. Such confidential information may include, but is not limited to, student room rosters, key cards, student health information, student judicial records, forwarding addresses, and student identification numbers. Unless written permission is obtained from a student, the discussion, use, or access of student record information is limited to job-related, legitimate educational interests. This level of security includes both paper-based and computer records. Student information entered in any computer database must not be falsified or altered in any manner other than for necessary updates. Because we believe that professional and appropriate use of student information is absolutely essential we expect that all staff members will: 3

4 Use student record information only for the intended purpose. Information concerning any student should not be discussed, at work or away from work, with any person without a legitimate work-related need to know. Questions concerning emergencies or requests from law enforcement officials should be directed to your supervisor. Student record information should never be removed from the office or work area for non-business purposes. Student information is to be accessed and viewed only for business-related purposes, by authorized staff. Student information (i.e. rosters, computer screens) should be handled in such a way that they are never accessible or in view of others who do not have work-related access. Student information is never to be used for personal purposes. Written release of student information can only be obtained by a full time professional Residence Life Staff Member (RD, RLSS, ADRL, or Associate Director of Residence Life) utilizing a specific Release of Information form. Any unauthorized use or misuse of confidential student records as outlined above or in further expectations from the professional staff will result in employment disciplinary action, which may include termination. Additionally, student judicial charges may be filed in accordance with sections 4.3 Falsification or Misuse of University Identification and Other Documents and/or 4.4 Misuse of Computers or Computing Resources of the Student Code of Conduct, if the situation warrants. By signing this agreement, the student staff member indicates that they understand and acknowledge their responsibilities when accessing and using confidential student records/information. 2) University Housing Key Use (includes Onity/Integra Key System) Policy: In the course of performing their duties, Residence Life student staff are given access to and trained to use the Onity/Integra system to create room keys, erase room keys, read lost room keys, and perform other functions related to residents room/unit key management. In addition, student staff are also issued master key cards that allow them to enter units/rooms in emergency situations or while performing key tasks like lock-outs or room inspections during checkouts. All staff members must ensure that a high level of security is maintained with respect to the Onity/Integra system and its applications. As University Housing staff, we have a special obligation to be trustworthy and professional while respecting the privacy of those we serve. Because we feel that professional and appropriate use of these system tools and their supported applications is of the utmost importance throughout the year, we expect all staff members will: Use said tools/applications only in the manner intended. Keys should never be produced to access any room or area without express permission, except in an emergency. This includes resident and staff rooms and public areas. Carry sub-master and master keys with the utmost attention to security. Always store sub-master and master keys in the lockbox provided and never remove them from the building. These keys should not be accessed in the presence of nonstaff members. When in use, these keys must be in the staff member s possession and should be returned to their proper storage space immediately after use. In the unfortunate situation that a sub-master or master key is lost, report this to their direct supervisor immediately. Failure to report this will be considered a violation of job responsibilities and will result in disciplinary action. Non-residents and non-staff members should never be allowed access to rooms via the Onity/Integra system and its applications, nor through the Andover Access Control System. Any misuse of the systems and applications as outlined above or in further expectations from the professional staff will result in employment disciplinary action, which may include termination. Additionally, student judicial charges may be filed in accordance with section 4.25 Unauthorized Keys and Unlocking Devices of the Student Code of Conduct, if the situation warrants. By signing this agreement, the student staff member accepts responsibility for the keys issued to them, as well as the expectations outlined above for their use of the systems provided for key management. University Housing Building Access (includes the Andover Access Control System): In the course of performing their duties, Residence Life student staff members are given NCard door access to University residence halls to utilize for work purposes. The door access to residence halls issued to student staff is different from what a typical residence hall student is granted. With this extra access level, staff members are expected to use their door access rights strictly in accordance with these expectations, and only in the performance of their Residence Life duties. Student staff should enter residence halls after hours (Midnight-6:30am) using doors designated for access to all hall residents, which takes them to the night clerk desk to check-in, unless performing specific RA duties. Because we feel that professional and appropriate use of the Andover Access Control system is of the utmost importance throughout the year, we expect all staff members will: Comply with all University and Housing NCard policies. 4

5 Use said door access only in the manner intended. Door access should never be used to access any residence hall after hours, except in the case of emergencies. Not enter residence halls during break periods after their responsibilities for closing the hall have concluded. At no point during a break period should staff use their access to enter a closed hall. Staff with responsibilities to work opening the hall will be told specifically when they can enter and return to the hall and must not use their access to return any earlier. Any misuse of the system as outlined above or in further expectations from the professional staff will result in employment disciplinary action, which may include termination. University Housing Policy on Closed Circuit Television (CCTV) Surveillance and Recording of Public Areas for Safety and Security Purposes: The purpose of this policy is to regulate the use of closed circuit television (CCTV) and Web cameras to observe and record public areas for the purpose of safety and security. The existence of this policy does not imply or guarantee that cameras will be monitored in real time 24 hours a day, seven days a week. Code of Procedures: All operators and supervisors involved in video surveillance of public areas will perform their duties in accordance with this policy. Video footage will be stored in a secure location with access by authorized personnel only. Student staff members do not have access to record footage or reproduce images at any time. Camera control operators will be trained in the technical, legal and ethical parameters of appropriate camera use. Camera control operators will receive a copy of this policy and provide written acknowledgement that they have read and understand its contents. Camera control operators/viewers will not monitor individuals based on characteristics of race, gender, ethnicity, sexual orientation, disability, or other classifications protected by the University s Non-Discrimination Policy. Camera control operators/viewers will monitor based on suspicious behavior, not individual characteristics. Operators/viewers are obligated to report any suspicious behaviors/activity immediately to University Housing personnel or UNLPD. Camera control operators will NOT view private rooms or areas through windows. Portable hidden cameras with recording equipment will only be used for criminal investigation by University Police with the approval of the Director of University Housing and the Chief of University Police. By signing this document, the student staff member understands that they are obligated to maintain confidentiality based on anything they may see by using CCTV, and that they are obligated to report suspicious behaviors/activity to the appropriate person/department. D. CONDITIONS OF EMPLOYMENT 1) Academic Requirements for Student Staff Positions: The student staff member realizes the importance of maintaining the following academic standards, and understands that Residence Life professional staff will review cumulative and semester GPAs as well as credit hours earned each semester of employment to ensure satisfactory academic progress. Student staff members in traditional and apartment-style halls must have a minimum 2.2 cumulative grade point average when they assume their duties (3.0 GPA for Neihardt; and 3.5 GPA for Kauffman). Upon the start of employment the student staff member is expected to meet the GPA requirements for both their cumulative and semester GPAs for each subsequent semester of employment. Student staff members must register for, maintain throughout the course of the semester, and successfully complete a minimum of twelve (12) and maximum of sixteen (16) credit hours each semester while employed by Residence Life. Graduate student staff members are required to register for and successfully complete nine (9) credits per semester. The only exception to the minimum credit hours policy is for summer staff members, who are not required to register for summer classes, but must be enrolled full-time in classes or a professional degree program somewhere within the University of Nebraska system for the fall semester preceding their employment. If the student staff member fails to successfully complete the minimum number of hours required for a semester or to meet the GPA requirements for their position, they will be placed on employment probation. If the student staff member fails to raise their grade point average, make up the necessary deficient credit hours, or to complete the required credit hours for the semester during which they are on probation, they will be involuntarily separated from their position. Student staff members who need to raise their semester or cumulative grade point average, or make up deficient credit hours, must do so during the semesters of their employment contract. In other words, summer coursework may not be used to address deficiencies in either credit hours or to raise grade point averages. Student staff members wishing to take more than sixteen credits for each and every semester after their first semester of employment may do so by receiving permission from their immediate supervisor. A student staff member s decision to have an internship or student teach must be discussed with the RD and ADRL for their complex prior to the semester the student staff member intends to complete the internship or student teaching. The RD and ADRL will make a decision as to whether or not a student staff member can student teach or hold an internship. A student staff member cannot student teach or hold an internship his/her first semester in the position. 5

6 All new hire student staff members must attend and successfully complete the RA Class (EDPS 497) during their first semester of employment. Failure to successfully complete all course requirements for the RA Class will result in employment probation and the student staff member will be required to re-take the RA Class. 2) Duty: Student staff members are expected to share responsibility for being on duty in the hall every day that the residence halls are open and occupied; it is an essential function for the safety and security of our residents and buildings. Staff members on duty assist in maintaining the safety and security of the hall by regularly checking doors and safety equipment, and being aware of who is in the building. Duty serves to provide a regular assessment of community standards and to address inappropriate behavior. In traditional halls, duty will occur nightly from 7PM-7AM. In apartment-style buildings, duty will occur nightly from 8PM-7AM. ADRLs and RDs will set specific expectations for duty in each individual hall/complex. While on duty, student staff members are expected to: Conduct building rounds with the duty partner as directed by the RD/RM; inspect for and log routine maintenance issues while on rounds; interact with residents during rounds; confront and document inappropriate behavior; assist the Night Clerk/Community Service Officer with resolution of incidents when appropriate or requested; and monitor security doors and systems for misuse and report any problems or malfunctions observed. 3) Hall Openings and Closings: It is necessary that student staff members are present prior to the opening of the residence halls and after the halls close to respond to the needs of residents and to attend to administrative responsibilities. With the exception of hall opening at the beginning of the fall semester and spring semester, not all student staff members need to be present for the opening and closing periods. Rather, individual staffs share responsibility for covering the different times, and those decisions are made within the hall/complex. All staff may be required to stay until all closing responsibilities are completed. The complex ADRL and individual RDs/RMs will make that decision. The opening and closing periods are as follows: Fall Semester Opening Thanksgiving Closing, Thanksgiving Opening Fall Semester Closing, Spring Semester Opening Spring Break Closing, Spring Break Opening Spring Semester Closing Student staff members who are employed in halls with vacation housing (Fedde, Selleck, Knoll, East Side Suites, and Husker [additional Husker vacation housing duty is provided by student staff from the CPN complex]) will be required to contribute to staff coverage during these breaks. Please plan to be available to work for every break period. Residence Directors will work with their staffs to schedule these breaks and everyone on the team must be available to work shifts during all break periods. This does not mean RAs/SRAs in vacation housing halls will have to work every break period; but it is critical to know duty commitments before making any other plans over the Thanksgiving, Semester or Spring Break periods. Vacation housing duty hours are compensated on an hourly basis since these are above and beyond the 20 hours per week average that the student staff member is expected to work during non-break periods. Break periods are not counted in the 20 hours average calculation that is used during non-break periods, so student staff members are allowed to go above this number, assuming that doing so does not require overtime compensation. 4) Time Commitment/Availability: It is understood that a paraprofessional position in residence halls cannot easily be translated into hours worked per day or week because of the unique nature of the work. Staff members are required to live in the room and on the floor of their hall assignment. The average weekly time commitment of any student staff position, however, is considered to be a general agreement between the student staff member and Residence Life/University Housing. Resident Assistants should expect to work an average of 19.6 hours weekly. The FTE (Full-Time Equivalency) for the RA positions is.49 (49 percent). Please note that Resident Assistants (in Village and Courtyards) are required to work between 4-7 hours per week at the front desk of the apartment-style residence hall in which they serve. The specific hours and responsibilities entailed in this front desk work will be detailed by the RAs immediate supervisor, Assistant Director of Residence Life and/or Residence Life Services Supervisor. The number of hours a RA works at the front desk is included in the 19.6 hour-per-week workload for the RA position. Senior Resident Assistants (SRAs) should expect to work an average of 27.6 hours weekly. The FTE (Full-Time Equivalency) for the SRA position is.69 (69 percent). SRAs will average 19.6 hours per week fulfilling their floor-specific responsibilities and eight hours per week assisting with various residence hall administration tasks identified by their immediate supervisor. In the eyes of residents, the most important criterion in evaluating their student staff member is his/her availability. To effectively demonstrate this, the student staff member will need to spend a significant amount of time during normal waking hours on the floor, door open, visiting residents, etc. The student staff member must understand that: 6

7 Time spent on the floor should consistently exceed time away from the floor. The RD/RM will coordinate time away tracking and student staff member time off requests in order to ensure proper coverage of the building and presence of student staff. Time off and/or nights out of the building are expected to not regularly exceed one weekend a month (for a total of 12 days per semester). It is expected that most days off are taken over the weekend. Student staff members are responsible for requesting and reporting absences to the RD. This will require student staff members to submit requests for time off in advance to be flexible in planning activities that would require them to take a night away from the building. Student staff member responsibilities have priority over all other extracurricular activities, and, therefore, student staff should discuss all outside commitments with the RD/RM prior to committing to these groups. A record of a student staff member s outside time commitments will be kept. Performance below expected standards will necessitate the student staff member relinquishing the outside time commitment. Staff members are not permitted to hold an elected office in ASUN, which includes the following positions: President, First Vice President and Second Vice President. Student staff members are not permitted to hold the position of RHA President and may be prohibited from holding elected office in other organizations due to conflict of interest or extensive time commitment requirements required of such elected positions. 5) Fair Labor Standards Act (FLSA): The Fair Labor Standards Act is a federal law dating back over half a century which establishes certain minimum requirements for employees' hours of work, wages, premium overtime and payroll records. FLSA generally requires covered employers to pay employees at least the federal minimum wage for all hours worked, and overtime premium pay of time-and-one-half the regular rate of pay (or time-and-one-half leave hours) for all hours worked over 40 in a single work week. For Residence Life student staff, compliance with FLSA is calculated by adding the value of room and board as stated in the Housing agreement booklet to the individual s stipend amount and dividing that amount by the number of hours per week forecasted for the staff member s position. For instance, for RAs, that s 19.6 hours per week, times the number of weeks worked during the semester--with the addition of more hours to account for opening and closing periods--divided into the amount of their room, board and stipend amount. These calculations ensure that the total value of compensation for a student staff member meets or exceeds federal minimum wage. All Residence Life paraprofessional positions comply with FLSA guidelines and controls are in place to ensure that compliance will continue well into the future. A Supreme Court decision in 1985 paved the way for FLSA coverage of virtually all public employees. Congress implemented this decision, which applied to the University, in The FLSA identifies two types of employees: non-exempt employees and exempt employees. Residence Life student paraprofessional staff members are classified under FLSA as non-exempt employees. These are employees who, based on the duties performed and the manner of compensation, are required to account for time worked and sick leave, vacation, and other leave on an hourly and fractional hourly basis. The FLSA requires that these employees be paid overtime at the premium (time-and-one-half) for actual time worked in excess of 40 hours per week. For Residence Life Student Staff, section of the FLSA, regarding employees residing on employer s premises, or working at home, provides the guidelines by which Housing calculates and provides compensation for Residence Life paraprofessional staff. Section reads: An employee who resides on his employer s premises on a permanent basis or for extended periods of time is not considered as working all the time he [sic] is on the premises. Ordinarily, he [sic] may engage in normal private pursuits and thus have enough time for eating, sleeping, entertaining, and other periods of complete freedom from all duties when he [sic] may leave the premises for purposes of his [sic] own. It is, of course, difficult to determine the exact hours worked under these circumstances and any reasonable agreement of the parties which takes into consideration all of the pertinent facts will be accepted. It is this portion of the FLSA which allows Housing to average the number of hours worked per week in lieu of making our paraprofessional staff clock in and out whenever they are executing job-related responsibilities. In keeping with the spirit of FLSA section , the Residence Life paraprofessional staff position description has been written with the expectations that the RA position averages 19.6 hours per week in time commitment (see section E, sub-section four of this position description for full text and/or for the hour amounts for SRAs). Any staff member who feels that he or she has been made to work in excess of the average weekly hours established for their position in this employment agreement on a regular, on-going basis, should bring this matter to the attention of the Assistant Director of Residence Life for Recruitment, Selection, and Personnel. They can contact the Assistant Director by calling the Residence Life Office at The Assistant Director of Residence Life for Recruitment, Selection, and Personnel is 7

8 responsible for investigating such allegations and determining whether or not a violation of FLSA has occurred. Based on the findings from the Assistant Director s inquiries, changes may be made to the work schedules of the individual(s) in question. Additional actions may be taken to provide retroactive compensation and or to make changes at a departmental level to the paraprofessional position so as to ensure ongoing FLSA compliance. 6) Staff Disciplinary Process: Any student staff member not fulfilling the terms of this agreement or who is found to be in violation of federal/state law, the University of Nebraska-Lincoln Student Code of Conduct, Housing policies and procedures, or those expectations established by the RD/RM/ADRL may be dismissed immediately from the position pending the results of a personnel hearing. Should a student staff member violate Housing policies, the University Student Code of Conduct, or any local, state, or federal laws at any time in which they were employed by Residence Life, this may result in termination or some form of formal accountability-- regardless of when the violation occurred. From the time of first offer of employment, through the current agreement period (even if these are in separate years), knowledge of such policy violations is cause for Residence Life to investigate and take actions to hold the employee accountable, including and up to, terminating their employment with the department. The following criteria outline conditions, which, if committed by a student staff member, are considered serious enough to warrant disciplinary action and/or termination from the student staff member position: Behavior resulting in a felony conviction. Behavior resulting in a misdemeanor conviction that casts reasonable doubt on the likelihood of satisfactory job performance. Violation of residence hall and/or University policies and regulations. Acts of negligence or incompetence that cast reasonable doubt on the likelihood of satisfactory job performance. Misuse of official keys and/or University premises and equipment. Failure to show progress in meeting expectations as outlined in writing by the RD/RM/ADRL. Refusal to comply with reasonable, legitimate and specific direction from any member of the Housing staff and/or the Residence Life professional staff with regard to responsibilities expressed or implied in this job description. Behavior that can be reasonably considered as seriously damaging to the ability of the University to meet its contractual responsibilities. Potential Disciplinary Outcomes A warning is a verbal or written notice that continuation or repetition of the specific misbehavior may result in additional and more serious disciplinary action. No time period is attached to the warning sanction. Probation is a specified time period in which the student staff member is expected to change a particular behavior and to demonstrate the ability to meet departmental expectations. Termination is a dismissal or permanent separation of the individual from the student staff member position. When a student staff member terminates his/her employment, does not renew his/her appointment, or is terminated by Residence Life, he/she is not allowed to live in the complex in which he/she was employed. Staff members should be aware of the above mentioned conditions that would lead to employee disciplinary action. Signing this agreement constitutes an understanding and acceptance of these conditions. Staff members will be informed in writing of any decision by his/her supervisor, which results in employee disciplinary action or termination. Please note that in the event that a student staff member is allegedly involved in a violation of Residence Life and/or University policy, the student staff member is also subject to adjudication through the UNL Student Conduct Process. For those student staff members employed in an apartment-style hall who are engaged in front desk customer service operations as part of their position responsibilities, it is important to note that failure to perform to established expectations at the front desk may result in separation from their RA/SRA position. For this reason it is essential that the RA performs their desk responsibilities in total compliance with all written and verbal instructions and training provided by the RD, RM, ADRL or Residence Life Services Supervisor (RLSS). 7) Reassignment of Employment: Student staff members have been selected to serve in a particular residence hall community. The Department of Residence Life/University Housing, however, reserves the right to change a student staff member s floor, hall, or work assignment if circumstances arise which necessitate such a change. In the event that the residence hall occupancy does not meet expected levels, Residence Life reserves the right to reassign staff to other responsibilities commensurate with student staff member room and board compensation equivalents. 8

9 8) Training: All student staff members are expected to participate in and contribute to department training, including: Student Staff Member Fall Orientation sessions, which are scheduled to begin 2-3 weeks prior to the official opening of the residence halls. For 2014, Fall Orientation for all student staff members begins Sunday, August 10, (Note: this training overlaps with the second five week session for summer classes, so academic year student staff members cannot register for this session). EDPS 497 (student staff member seminar), which is a mandatory, two-hour-per week seminar that must be completed during the first semester of employment that a student staff member works for the department. Residence Life will work to coordinate the scheduling of sections of EDPS 497 to complement the class schedules of those new-hire student staff members. A syllabus will be provided to all seminar participants that will outline attendance policies, assignment structures, grading practices, and course requirements for this class. Participants must complete all seminar requirements in order to stay in good employment standing with the department, but they are not required to take the course for academic credit. Failure to meet performance expectations as outlined in the syllabus will result in the student staff member being placed on employment probation. Any additional scheduled in-service training during the academic year or at the end or start of an academic or summer term. o Spring Semester 2015 in-service training will require all student staff to report back to campus on Saturday, January 11, 2015 (specific time to be determined) for training activities that are scheduled for Saturday, January 11, and Sunday, January 12, o Summer 2014 training will commence as early as Saturday, May 10, and potentially run through Sunday, May 18. Summer 2014 student staff members are required to be available all day and during the evenings of the summer orientation period. Student staff members are also required to meet all expectations established by Residence Life and/or their RD/RM or ADRL pertaining to on-going training sessions, personal development plans and all other forms of skill building and enhancement opportunities set forth by the department for student staff members. E. POLICIES RELATED TO THE STUDENT STAFF MEMBER POSITION 1) Alcohol and Other Drug Use: Student staff members are expected to never do anything job-related while under the influence of alcohol or other drugs/illicit substances. He/she should remain alcohol and drug free for the duration of all department-sponsored events (i.e. presemester training, conferences, retreats, in-services, socials) regardless of legal age. Student staff members should never purchase alcohol, drugs, or prescription medications for residents or other staff members, regardless of the ages of those involved. Please realize that because student staff members are the first responders in emergency situations, they should be prepared to respond and take leadership in potentially stressful situations, regardless of whether or not the student staff member is on duty. Never return to the residence hall if intoxicated or under the influence of drugs/substances; the student staff member is expected to make arrangements to stay at an off campus location, inform their RD/RM and request a night away upon returning to the hall. It is important to identify these resources before the time they are needed. Student staff members must refrain from participation in illegal behavior involving alcohol and/or other drugs, including minor in possession, being taken to Cornhusker Place Detox Center, consuming/possessing alcohol and/or other drugs on University property and/or purchasing alcohol for a minor. Student staff members need to be aware that even one alcohol and/or other drug/substance abuse incident could result in termination. Depending on the severity of the situation, employment probation, letter of warning or no action are also possible consequences. 2) Dating Policy: Student staff members have the responsibility of advising their RD/RM in a timely manner when they begin to date or have an intimate relationship (which may or may not include sexual activity) with another staff member or resident of the UNL residence halls. This may be a new relationship or a friendship that has evidence of evolving toward an intimate relationship. Failure to disclose such a relationship could result in staff disciplinary action being taken. 3) Ethical Behavior: Without exception, student staff members should not share confidential information with residents or other students. This includes information about residents, and/or any other information the student staff member is privileged to know because of the position. Student staff members should NEVER promise confidentiality to a resident. Protocol may require the student staff member to report what the resident confides to their immediate supervisor. When in disagreement with a department policy, directive, or decision, the student staff member should express that opinion privately, without accusation or 9

10 defensiveness, and with the understanding that he/she will still follow through on the direction received. Refrain from insubordinate behavior. It will result in personnel action. The student staff member title represents the Office of Residence Life/University Housing and should not be used when expressing public opinion or support, as the student staff member s personal opinion may not necessarily reflect the feelings of all student staff members. Letters to the editor, advertisements, posters, etc., should not contain the RA/SRA title without prior approval of the Associate Director of Residence Life. 4) Outside Employment: Outside employment is defined as any type of commitment whereby the student staff member receives compensation, scholarship funds, grant monies, tuition assistance, stipends or any other form of remuneration for services rendered or time spent performing a function not directly tied to academic, for-credit coursework or to the student staff member position. No student staff member is allowed to hold outside employment during the first semester of their appointment. International students are never allowed to hold any form of outside employment (including UCARE) while employed as an RA due to FTE restrictions unique to international students. Outside employment may be allowed during subsequent semesters if: The student staff member is currently performing above average in their student staff position. The staff member is performing above average with academics (marginal GPA is unacceptable). Student staff members must speak with their RD/RM prior to pursuing additional employment. RAs will be limited to no more than 12 hours per payroll week in an on or off-campus job. SRAs should be aware that their FTE of.69 allows them to work 6 hours per payroll week in an on or off-campus position. Please note: A payroll week runs from Thursday evening at 11 p.m. to 11 p.m. of the following week s Thursday. This should be taken into account when planning the number of hours worked per week. Student staff members in their first semester of employment who wish to be involved in a UCARE experience must apply for, and be granted, an outside employment exemption before accepting any UCARE assignment. Any student staff member who works in an outside position and is found to have exceeded their limit of 5-11 hours per week will face formal disciplinary action up to, and including termination. Please be aware that professional staff will coordinate with Housing payroll staff to audit the University s payroll system to ensure that staff members are not abusing this privilege. Student staff members are responsible for educating their secondary employer and payroll attendants as to the nature of their RA/SRA position and what restrictions are placed on working in a secondary position. If the student staff member fails to take this action and, as a result, incurs overages in the University s payroll system, or goes into overtime, they will face formal disciplinary action up to, and including, termination. For this reason, the Restrictions on Other University Employment (ROUE) policy has been implemented: 1. Any student staff member who has one or more appointments outside of University Housing must complete the Restrictions on Other University Employment (ROUE) form for each and every appointment that they have regardless of each appointment s FTE, duration of appointment or total hours worked. This policy is in effect at all times during the employment agreement dates for all student staff members who are eligible to hold outside employment. 2. It is the responsibility of the student staff member to immediately notify their Residence Director/Manager in the event that they pursue and/or secure employment outside of their RA/SRA position. The ability to hold outside employment is contingent upon the approval of their immediate supervisor and is limited to student staff who have completed at least one semester of satisfactory service to the department (includes summer). 3. When classes are not in session, the student staff member may work more than the limit (i.e. being on duty for a vacation housing hall), assuming that they do so with the knowledge of their immediate supervisor and that any and all hours worked (for all appointments) do not exceed forty hours per week. 4. Once a student staff member has notified their Residence Director/Manager that they ve pursued and/or secured employment outside of their RA/SRA position, the Residence Director/Manager must immediately complete a ROUE form and review the expectations outlined on this form with the student staff member, who is expected to complete all steps in the ROUE processes as outlined by the deadlines indicated on the ROUE form. If, in the course of employment as a Residence Life paraprofessional staff member (RA/SRA), the employee takes a secondary position with Residence Life (i.e. night clerk, office assistant) or with any other Housing department (i.e. Facilities Operations or Dining Services), they are expected to perform their secondary position in an exemplary fashion. If a student staff member is terminated from their secondary position due to performance concerns, Residence Life reserves the right to: Contact the department in which the student staff member had secondary employment and investigate the reasons for the termination with the appropriate supervisor(s) from the department. Upon review of the facts of the case and their potential impact to the student staff member s position, the department reserves the right to terminate the employee from their RA/SRA position in addition to the secondary position s termination. 10

11 Please be aware that this condition of employment extends to periods preceding the official start of employment (i.e. summer positions) or when the student staff member may not be actively involved in their paraprofessional duties (i.e. University holidays) and is not strictly limited to the agreement period specified in this document. 5) Job Performance Evaluation: Student staff member performance will be reviewed on a periodic basis through evaluations completed by floor residents, the Residence Director/Manager, and other Residence Life Staff. An evaluation of the student staff member s participation in the RA Class (EDPS 497) will also occur. Evaluations are designed to assist student staff members in developing personal and career related skills. Evaluations will also be considered in making the determination of continued employment. Overall student staff member job performance will be reviewed periodically and the appointment may be terminated at any time a student staff member s performance is determined to be unsatisfactory. F. APPOINTMENT TERMS: The student staff member has read and fully understands the terms and conditions of the student staff member position description and is aware of the following agreement terms: Employment as a Residence Life paraprofessional student staff member is contingent upon completing and successfully passing a standardized criminal background check within the specified parameters established by the department. All decisions regarding the results of criminal background checks--and any subsequent impact those have on continued employment with the department--are made by the department s professional staff and are final. This agreement is for the entire academic year and/or summer and may or may not be renewed for the subsequent academic year. Reappointment to the student staff member position is granted solely at the discretion of the student staff member s current supervisor (RD/RM) and/or Assistant Director of Residence Life. The student staff member understands that he/she may be terminated from the position at any time for failing to fulfill any or all of their position s obligations and responsibilities, and/or violating any University or civil policies/laws. The student staff member understands that he/she may relinquish their positions(s) if they fail to comply with deadlines and/or due dates for completing the appropriate new hire or returning staff paperwork, including signing an employment agreement, completing a criminal background check, training accommodation requests, Housing contract, and any necessary payroll paperwork as defined by the Housing Payroll staff (including providing work eligibility documentation and direct deposit banking information). Any student staff member who requires accommodation under the Americans with Disabilities Act, is responsible for communicating the need for an accommodation in a timely fashion with their direct supervisor. G. COMPENSATION Residence Life student staff member compensation includes: A single room for the duration of employment, assuming that occupancy demands allow. Please be aware that University Housing retains the right to assign roommates to student staff members whenever necessary to accommodate the number of contracted students who require space on-campus. In the event that student staff members are assigned a roommate, University Housing will make every effort to ensure that this is a temporary situation and that as much priority as is feasible is given to moving student staff members roommates into permanent assignments. Also, when it is necessary to assign roommates to a student staff member, an effort to provide a limited amount of financial compensation will be made and will be prorated to the starting date and ending date that the roommate physically occupies the student staff member s room. An unlimited, seven-day meal plan when the dining halls are open. A $300 cash stipend paid at the conclusion of the fall (in December) and spring (in May) semesters for the first two semesters of employment for Resident Assistants. A $350 cash stipend will be paid at the conclusion of the fall (in December) and spring (in May) semesters for the third, and any subsequent, semesters of employment for RAs. For purposes of calculating length of tenure with the department, summer employment counts for one semester of employment. All summer staff members are paid in August at the conclusion of employment with the department. Summer RAs will receive a stipend amount for summer in the amount of $ The stipend amount paid for Senior Resident Assistants is $1200 per agreement term and is divided into ten, equal monthly payments during the course of employment (August-May). There is a one-time $ raise in stipend amount for the third and each subsequent semesters of employment as an SRA (equaling a total stipend amount of $1300). If, for any reason, the student staff member leaves their position before the end of the agreement period, their stipend amount will be prorated based on the final date of employment. The student staff member will not be assigned a room in the hall/complex in which he/she worked as a student staff member, but rather, will be eligible to move into another complex as space demands allow. If the student staff member is beginning his or her employment outside of the traditional start times for the position, then the stipend amount that s/he receives will be pro-rated to reflect the actual position start date. 11

12 Residence Life Student Staff Employment Agreement Signature Page Summer 2014 and Academic Year Please initial to the left of the corresponding statement for the position(s) for which you have been hired. I accept the Summer 2014 Resident Assistant position that has been offered to me. I understand that the average weekly time commitment for this position is 20 hours per week on campus and 30 hours per week off campus as established in the Time Commitment/Availability section of this agreement. I also understand that the dates of my appointment are May 10, 2014 August 15, 2014, at 5:00 p.m. (CDT). I accept the Resident Assistant position that has been offered to me. I understand that the average weekly time commitment for this position is 19 hours per week as established in the Time Commitment/Availability section of this agreement. I also understand that the dates of my appointment are August 8, 2014 May 9, 2015, at 5:00 p.m. (CDT) if I work in any suite style or traditional halls. If I work in Courtyards or Village, I understand the dates of my appointment are August 8, 2014-May 11, 2015 at 5:00 p.m. (CDT). I accept the Senior Resident Assistant position that has been offered to me. I understand that the average weekly time commitment for this position is 27.6 hours per week as established in the Time Commitment/Availability section of this agreement. I also understand that the dates of my appointment are August 6, 2014 May 9, 2015, at 5:00 p.m. (CDT). If I work in Courtyards or Village, I understand the dates of my appointment are August 6, 2014 May 11, 2015, at 5:00 p.m. (CDT). As a Residence Life student staff member, pictures will often be taken during training sessions, programs, meetings and other events. The department will use some of these images in the course of developing marketing materials and publications. I (the student staff member) hereby grant to the Board of Regents of the University of Nebraska, its component campuses, its representatives, employees, agents and assignees, the irrevocable and unrestricted right to use, reproduce and publish photographs of me, including my image and likeness as depicted therein, for editorial, trade, advertising, recruiting professional and student staff or any other purpose and in any manner and medium; to alter the same without restriction, and to copyright the same. I hereby release the University of Nebraska, its component campuses and its Regents, officers, employees, agents, legal representatives and assigns from any and all claims, actions and liability related to its use of said photographs. IN WITNESS WHEREOF, the undersigned, intending to be legally bound, hereby sets their hand and seal the date written below. / / Date NU ID Number Signature Printed Name Cell Phone Street Address City, State Zip code Upon signing the agreement, the student staff member indicates: S/he has read, fully understands and accepts the terms and conditions outlined in this position description and is accepting the position for the appointment term(s) associated with their respective position(s). S/he also understands that each student staff member is expected to have complete working knowledge of University and residence hall policies as outlined in the UNL Student Code of Conduct and the Housing Contract Booklet. This student staff member position agreement is conditional, subject to performance, grade and conduct review. S/he has been informed of their rights under the Fair Labor Standards Act (FLSA). If s/he has been made to work in excess of the average weekly hours established for their position in this employment agreement on a regular, on-going basis, s/he should bring this matter to the attention of the Assistant Director of Residence Life for Recruitment, Selection, and Personnel by calling the Residence Life Office at / / Printed Name Signature NU ID Number Date / / Hall Assignment Residence Life Representative s Signature Date The University of Nebraska is an Equal Opportunity Employer. Revised 1/7/14 MD 12

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