Supervisors may terminate a student for poor performance, gross misconduct, or lack of available work. When a student leaves a job voluntarily, for example to take another position or to study abroad, the same termination paperwork process must be followed.
If the reason for termination is negative and the student is a Work-Study recipient, we request that the supervisor contact Student Employment to discuss the termination as inability to fulfill Work-Study requirements for the program period may affect the student’s financial aid moving forward.
Termination Process
Supervisors and Payroll Coordinator can process terminations through the Terminations function on the BU Works Fiori Application.
Before initiating a termination, users are encouraged to coordinate with department heads and Payroll Coordinators to confirm whether a workflow is already in place or if additional communication is needed.
Refer to the Terminating Student Employees – PDF guide for step-by-step instructions.
As part of the termination process, an exit interview or conversation with the student is recommended. This discussion should address the reason for the termination, who initiated it (the student or the supervisor), any feedback from either party, wrapping up the student’s responsibilities, and parting thoughts or acknowledgments.
Poor Performance
You may terminate a student for performance issues such as poor attendance, lack of skills, or other reasons.
In most cases, you should discuss the performance issues with the student and allow a reasonable timeframe of 2-4 weeks for improvement before deciding to terminate them from the position. We recommend issuing the student a written notification that reviews the specific problem areas to allow them to improve during the established timeframe.
If the student has been informed of your concerns and subsequently fails to improve, you may proceed with termination. If possible, you should give a student two weeks’ notice before the termination date. This allows time for you to find backup for the shift or work that the terminated student will leave behind, as well as room for the student to improve and reevaluate their performance.
Gross Misconduct
Immediate termination of a student employee is expected for gross misconduct, which includes, but is not limited to, timesheet fraud, violations of University information technology policies, or harassment. The termination code when following Termination procedure is 01. Refer these cases and the actions taken immediately to the Student Employment Services staff. Gross misconduct may also result in referral to the Office of the Dean of Students, loss of financial assistance, and/or expulsion from the University.
Lack of Available Work
If shifting workloads necessitate terminating students for lack of work, refer the affected students to Student Employment for assistance in finding another job. When referring a terminated student, notify the Student Employment Services staff with the student’s name and the details of the termination so that he or she may receive appropriate assistance.
Be sure to inform students that their termination is not a reflection of their work performance and allow the students to have ample time – at least four weeks – to find another position before their termination date.
