Student Employment

Students at UMKC not only learn in the courses they take, but also in the extra experiences they have during their time here. As a result, being a supervisor of student employees comes with added expectations to support the student learning experience. Creating a well-rounded student employee program is key to giving students the experience of having a position and comfort in knowing they are supported during their college learning experience. 

As a supervisor, you will handle giving student’s expectations within their role in your department. You will be responsible for holding the students accountable and for correcting students' behavior when expectations are not being met. As a result of the long-term relationship several students have with their supervisor, students often view their supervisors as mentors and ask for guidance in areas outside of the workplace. The supervisor can be a key figure in the student’s experience at UMKC and may even contribute to the retention of students for the university.  

Supervisor Guidelines

As a supervisor, you want to be gracious enough that your student employees enjoy coming into work and engaging with others, but at the same time, keeping clear employment roles. That is why setting up boundaries early on in relationships with student employees is so important. Being too lenient, or generous, and not setting standards for student employees can encourage tardiness, unexcused absences, laziness, or a decline in their productivity or performance. However, being too strict and stern could cause your student employees to feel insecure and uninterested in their work. So where is the line between being personal and professional drawn? 

This question is often difficult to answer, but overall, it’s important to remember that as an employee, you must set proper boundaries with students and conduct yourself in a professional manner. While relationships, as defined by the consensual amorous relationships policy are prohibited (see HR-519), it’s also encouraged that employees avoid several other behaviors. 

  • Fostering, encouraging, or taking part in inappropriate emotionally or socially intimate relationships with students in which the relationship is outside the bounds of the reasonable, school employee student relationship and in which the relationship could reasonably cause a student to view the school employee as more than a teacher, service personnel, coach administrator or advisor. 
  • Initiating or continuing communications with students for reasons unrelated to any proper purpose, including oral or written communication; telephone calls; electronic communication such as texting, instant messaging, email, chat rooms, Facebook, or other social networking sites; webcams; or photographs. Electronic and online communications with students, including those through personal accounts, should be professional in content and tone. 

Workplace Accommodations

The university is committed to providing equal opportunity to all qualified applicants and employees. To that end, UMKC will provide reasonable accommodations for the known disability of a qualified applicant or employee with a disability, unless the accommodation would impose an undue hardship. A reasonable accommodation is a modification or adjustment to a job, employment practice or the work environment that makes it possible for a qualified individual with a disability to enjoy an equal employment opportunity. 
If you would like to request ADA accommodation, please complete the following form and send it to KC Atchinson, ADA coordinator. 

RECOGNIZING A REQUEST 

As a supervisor, you should watch for an employee making a link between the workplace and a disability or medical issue.

  • An employee says he/she has been late for work because of their medical appointments
  • During a one-on-one meeting, an employee states that chronic back problems are preventing them from meeting deadlines
  • You receive a doctor’s note showing that your employee needs to take lunch at 11:30am every day

These are all indications that accommodation needs to be discussed for the employee. Accommodation will be made by a department if it can be done without creating undue hardships. 

MAKING A REFERRAL 

Once a supervisor finds an employee may be in need of an accommodation, the supervisor should recommend that the employee reach out to the ADA Coordinator to request accommodations or fill out the accommodation request form. The supervisor can also reach out to the ADA Coordinator to let them know an employee may be interested in requesting accommodations.

Frequently Asked Questions

What are “reasonable accommodations” in the workplace?

A reasonable accommodation is any change to the application or hiring process, to the job, to the way the job is done, or the work or learning environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities absent undue hardship to the department or University.

What is an “undue hardship” and how may it alter or affect an accommodation plan?

Undue hardship refers to accommodations that would cause a significant difficulty or expense to the employer. Examples can include accommodations that would be unduly costly, extensive, substantial or disruptive, or would fundamentally alter the nature or operation of the department or University.

What may be considered a reasonable accommodation by the University?

UMKC may consider a number of possibilities in making accommodations, taking into consideration the preferences of the employee and the needs of the department and University.

Possible accommodations may include but are not limited to:

  • modifying work schedules
  • providing frequent breaks
  • altering how or when job duties are performed
  • changes to work environment/equipment
  • providing assistive technology, including information technology and communications equipment 
  • providing materials in alternative formats (e.g., Braille, large print)

How are the "essential functions" of a job determined?

Essential functions are job duties that are fundamental to the position; they are the basic job duties an employee must be able to perform, with or without reasonable accommodation. Some of the factors for determining essential functions of a job can include whether the position exists specifically to perform that function, the number of other employees who are available to perform that function, the expertise or skills required to perform the essential functions, the consequences of not requiring that an employee perform the function, and the time spent performing the function.

What questions can I ask an employee requesting an accommodation or what documentation can I require?

Supervisors can ask an employee if they would like to request accommodations through the ADA Coordinator when they become aware of a limitation at work that may be due to a medical condition. Supervisors cannot ask for medical documentation, doctor's notes for absences, or any other details related to the condition. If a supervisor is concerned about what documentation is required throughout the accommodations process, they can reach out to the ADA Coordinator with questions. 

What if other employee's ask questions about a colleague's accommodation?

An employee can choose to never disclose a disability to colleagues or may speak about it openly. Only those who need to know in order to implement an accommodation should be provided with information regarding an employee's accommodations, and should not be given any additional details without the employee’s permission. If other employees ask questions about a colleague’s accommodations, the supervisor should not share any information about the employee's condition or disability or that a change in duties or the workplace environment is due to a disability or accommodation. The supervisor should remind the person inquiring that UMKC treats employees equitably and according to our policies and corresponding laws and regulations. The supervisor may consult with their HRBP or the ADA Coordinator for advice in handling these inquiries. An employee has the right to control how and if their disability is disclosed.