Student Employment Policies and Procedures

As employees of Whitman College, all students are expected to be aware of and abide by the following policies and procedures. Please direct any questions to the Office of Human Resources at hr@whitman.edu or visit us in Memorial Building, Rooms 104–107.

ADA Accommodations Process

Whitman’s disability accommodation process is designed to be an interactive process in which the Office of Human Resources engages with an employee with a medical impairment or disability to collaboratively explore reasonable accommodations. Learn more about how to request accommodations for the workplace.

Drug Free Workplace

It is the policy of Whitman College that the workplace is to be free from the unlawful use, possession, distribution or sale of alcohol and other controlled substances. Moreover, faculty and staff are discouraged from working while under the influence of alcohol, as it may lead to behavior evidencing irresponsible consumption (obvious intoxication, impaired judgment, verbal harassment, etc.). Working while under the influence of any controlled substance not medically authorized is strictly prohibited.

The college is committed to promoting the highest possible standards of health and welfare among its students, faculty and staff. This policy will enable each faculty and staff member to perform his or her work in a safe, conscientious and effective manner that does not adversely affect the college community and the working/learning environment. As required by law, each individual employed by the college is hereby notified that, as a condition of his or her employment, he or she must abide by these drug-free workplace requirements.

Grievance Policy

The Grievance Policy details the scope of what constitutes a workplace grievance and how to report one.

Mandatory Reporting of Child Abuse and Neglect

All employees of institutions of higher education—including student employees—who have reasonable cause to believe any person under the age of 18 years has suffered abuse or neglect are required to report this information to the Walla Walla Police Department or Child Protective Services. If the suspected abuser is a member of the Whitman community, the abuse or neglect occurred on college property or college facilities, or the abuse occurred in relation to college programming, you must also make a report to the Associate Vice President of Human Resources at 509-527-5941.

Maximum Number of Work Hours for On-Campus Student Employment

This policy indicates that all students cannot work over 15 hours per week during the academic year. 

Meals and Rest Breaks

Washington State Law requires that nonexempt employees be given a minimum 30 minute meal period if the employee works more than five consecutive hours. It is to be given not less than two hours nor more than five hours from the beginning of the shift. The meal period will not be included in the total hours of work per day and is not compensable. Nonexempt employees are to be completely relieved of all job duties while on meal breaks. An additional 30 minute meal period is to be given before or during overtime if an employee is working three (3) or more hours beyond an eight (8) hour workday.

Federal labor law allows nonexempt staff a rest period of ten minutes for each four hours of working time. This time is not accrued as compensatory time if not taken. Where the nature of the work allows staff to take intermittent rest periods equivalent to ten minutes for each four hours worked, scheduled rest periods are not required.

Nondiscrimination Policy

Whitman College is deeply committed to the principle of nondiscrimination in all its forms. In its admission, educational, and employment practices, programs, and activities, the college does not discriminate on the basis of race, color, sex (including pregnancy and parenting status), gender, gender identity or expression, genetic information, sexual orientation, religion, age, marital status, national origin, shared ancestry, disability, veteran status or any other basis prohibited by the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, and other applicable federal, state, or local laws.

Priority Hiring for Students With Work Awards Policy

This policy outlines the college’s commitment to prioritizing the hiring of students with work awards.

Reporting Injuries That Occur When Working

Accidents and incidents which endanger employees, students or campus visitors must be investigated and reported in order ensure the effectiveness of the Accident Prevention Program. Employees, supervisors and Environmental Health and Safety all play a vital part in investigating incidents and improving workplace safety.

Employees must report any injury or work related illness to their immediate supervisor regardless of how serious. All injuries, regardless of severity, shall be reported using an Employee Report of Injury form.

Smoke- and Tobacco-Free Campus Policy

No smoking or tobacco use of any kind will be permitted inside college buildings, in parking lots, and on college grounds. Smoking and tobacco use will be permitted in designated areas.

Standards of Conduct

Whitman College expects student employees to maintain a high standard of conduct. The following are examples of unacceptable conduct:

• Excessive absences or lateness.
• Neglect of college property.
• Violations of safety rules.
• Excessive personal use of cell phone use.
• Use of abusive language.
• Drug or alcohol use on the job.
• Any conduct which results in the abuse, harassment or intimidation of other members of the college community on the basis of race, color, gender, religion, age, marital status, national origin, the presence of any physical disability, veteran’s status, sexual orientation or any other basis prohibited by applicable federal, state or local laws.
• Conduct which disrupts college activities.
• Failure to turn in found property regardless of appearance and condition.
• Theft of college property or that of other staff or students.
• Insubordination or refusing to follow instructions.
• Intoxication (including the effects of illegal drugs) during working hours.
• Deliberate injury to another person.
• Violating a confidence; unauthorized release of confidential information.
• Other actions that in the supervisor’s or manager’s judgment seriously threaten the well-being of the college or any employee, student or guest of the college.
  
  

Title IX and Sexual Misconduct

All Whitman College employees—including student employees—are Mandated Reporters under Title IX. The exception are those in roles that inherently require confidentiality, such as counselors and the YWCA Sexual Assault Victim Advocate. Student employees are Mandated Reporters when they are performing duties associated with their employment; this duty to report does not extend beyond the scope of employment.

Mandatory Reports are required to promptly report all known details of actual or suspected discrimination, harassment, retaliation, and/or other prohibited conduct to Cassandre Beccai, Title IX Coordinator and Director of Equity and Compliance. Supportive measures may be offered as a result of such disclosures without formal college action.

Reports can be made directly to:

beccaic@whitman.edu
titleix@whitman.edu
Text: 724-249-6244
Office Phone: 509-522-4314
Online: whitman.edu/assist
Office: Memorial Building, Room 301