Section Ten: Student Employment

Return to: College Regulations and Policies

All available student employment positions will be listed on the College’s Employment page to ensure that all students interested in on-campus student employment will have equal opportunity to apply for these jobs. These positions do not include any benefits.
To be eligible for employment, the student must be enrolled in at least six billable hours at the College during the term of work, and must be in good academic standing. Student workers hired for the winter or summer must either be enrolled for at least three billable hours in the session in which they will work or must be preregistered for at least six billable hours for the following term.
As part of the college’s commitment to maintaining a campus free of sexual discrimination and harassment, including sexual violence, Carroll Community College has scheduled mandatory Title IX awareness training for all student employees This training must be completed within two weeks of the start date.
The financial need (as evidenced by the Free Application for Federal Student Aid) of the student will be a consideration for employment and will determine the student’s eligibility for Federal Work-Study positions.
Student employees may work no more than 20 hours per week during periods of instruction. During winter and summer terms, a student may be eligible to work more than 20 (but no more than 29) hours per week. Approval to work more than 20 hours per week will be determined by the Director of Financial Aid.
When interviewing a student for a position, the potential supervisor should communicate to the student the duties of the position and the hours per week that the student would be expected to work. Students may not work during their scheduled class session times, unless there is documentation that the session did not meet as regularly scheduled.
Student employees are appointed for a specified period of time, as indicated on the Student Employee Agreement, but for no longer than six months at a time. Re-appointment to a subsequent period is not automatic and is at the discretion of the supervisor.
If the student is terminated before the end of the agreement period for a reason other than gross misconduct, they will be given one week’s notice. Similarly, if the student wishes to resign, he/she should give one week’s notice to the supervisor. A student who wishes to appeal their dismissal may discuss the issue with the Director of Human Resources.
A student who is terminated for gross misconduct is not normally considered for re-hire into any subsequent position at the College.
As of January 1, 2023, the current rate of pay per hour for student employees is $15.