Miami University

Welcome to the Department of Housing, Dining & Guest Services at Miami University!

We’re happy that you have joined us in this vital part of Miami University.

Your role as a student employee is an important one – you are providing service to your fellow students.

As in any job, you must follow certain rules and guidelines while working in our facilities. The Department of Housing, Dining & Guest Services Student Handbook can be found in its entirety at www.hdg.muohio.edu/traininganddevelopment

Topics covered in the Student Handbook include:

• Mission
• Work Assignments & Schedules
• Responsibilities
• Harassment & Discrimination Awareness
• Personal Health, Hygiene & Sanitary Guidelines
• Dress & Appearance Policy
• Safety
• Overview of Department
• Payroll Information
• Bonus Program
• Raises
• Holiday Pay
• Meals
• Discipline
• Student Manager Positions
• Evaluations

You will be held responsible for each of the above areas. Please take the time to read through the Student Handbook. You will be asked to sign an acknowledgement form stating that you have read, understand, and will abide by the rules and guidelines stated in the Student Handbook.

Note: Locations may have further polices that go into more detail for their specific needs. If that is the case, you will be given that information as well, and will be held accountable for those rules and guidelines in addition to those found in the Student Handbook.

We’re happy that you have joined us in this vital part of Miami University. Your role as a student employee is an important one - you are providing service to your fellow students.

Any student enrolled at Miami University, including on campus and off campus residents, as well as high school students over the age of sixteen.

View our mission statement
The primary mission of the Department of Housing, Dining and Guest Services and its subunits is to provide quality food service and residential facilities at a reasonable cost to on campus students and conference guests of Miami University. A secondary mission is to offer housing and food service for conferences, youth groups and special university events held on campus during summer months, and daily food service for faculty, staff, visitors and off campus students. Goals include continuous improvements in safety and sanitation, quality of products and services, and economy of operation.

When you are called to fill a position and you accept, a work assignment form is completed showing work hours and reporting times. Please sign this form to indicate your acceptance of the position described. Although your work assignment form will show a specific job for each of your shifts, circumstances may sometimes make it necessary to change your shift assignment. Changes in daily job assignments may be made at the discretion of a dining hall manager, associate manager, assistant manager, supervisor, or student manager.

Every effort is made to assign student employees to work at a location of their choice, or close to where they dine or live. However, if necessary, changes in work locations may be made at the department’s discretion.

Work assignments extend through final examination week. Check the student employee bulletin board for information on how to sign up for hours around your final exam schedule as soon as you determine what it is at the end of each semester. Failure to work all of your scheduled shifts during finals will cause you to be ineligible for the bonus.

You will be asked to sign an acknowledgement form stating that you have read the HDGS Student Handbook and will abide by the rules and regulations. You must sign this form before you begin working.

Work Responsibilities

You are required to follow the departmental rules and regulations and maintain good standards of performance. You are directly responsible to your immediate supervisor whose title may be manager, associate manager, assistant manager, food production leader, senior cook, food service supervisor, custodial supervisor, or student manager.

• Be prompt and dependable in reporting to work.
• If a situation arises and you are unable to report for work, you must find a substitute worker. Α sub list is available in your dining hall after the first few weeks of school. Subs are not permitted during finals week.
• While on duty you are expected to be friendly, helpful, and courteous at all times.
• During work time you are expected to work. Do not waste time, read, or hold unnecessary conversation with other employees or customers. Studying is not permitted while on duty.
• You must badge IN and OUT for yourself only. When badging in, be ready to work with your apron and hat on. Do not badge in until your scheduled shift is to begin.
• A two-week notice, excluding finals week, is requested if you are unable to complete your semester work assignment.
• Follow the Sanitary Food Service Guidelines as described below.
• Remember, your work assignment may be changed at management's discretion to enable us to better serve our customers.

Miami University is committed to providing equality of opportunity to all those who live, work and teach in the university community as well as those who aspire to do so. As our statement of respect for diversity asserts, 'by living, working, studying, and teaching, we bring our unique viewpoints and life experiences together for the benefit of all. Through valuing our own diversity and the diversity of others, we seek to learn from one another, foster a sense of shared experience, and commit to making the university the intellectual home of us all.'

~David Hodge
President, Miami University

Miami University is a community dedicated to intellectual engagement. Our campuses consist of students, faculty, and staff from a variety of backgrounds and cultures. By living, working, studying, and teaching, we bring our unique viewpoints and life experiences together for the benefit of all. This inclusive leaning environment, based upon an atmosphere of mutual respect and positive engagement, invites all campus citizens to explore how they think about others. Our intellectual and social development and daily educational interactions, whether co-curricular or classroom related, are greatly enriched by our acceptance of one another as members of the Miami University community. Through valuing our own diversity and the diversity of others, we seek to learn from one another, foster a sense of shared experience, and commit to making the university the intellectual home of us all.

We recognize that we must uphold and abide by university policies and procedures protecting individual rights and guiding democratic engagement. Any actions disregarding these policies and procedures, particularly those resulting in discrimination, harassment, or bigoted acts, will be challenged swiftly and collectively.

All who work, live, study and teach in the Miami community must be committed to these principles of mutual respect and positive engagement, which are an integral part of Miami’s focus, goals and mission.

Respect for human diversity is an essential element of the Miami University community. Miami University strongly opposes and will not tolerate harassment or discrimination on the basis of age, color, disability, national origin, race, religion, sex or sexual orientation. The prohibition extends to discrimination in any form and to all forms of harassment, including the creation of an intimidating, hostile or offensive working, learning or living environment.

This policy is not intended to impair or limit the right of anyone to seek a remedy available under state or federal law.

This policy prohibits harassment and discrimination by or against all persons on University property, including University employees and students as well as visitors, contractors, and other third parties. This policy also covers students and employees pursuing University-related work or study away from campus.

If you believe you have experienced harassment or discrimination, the Miami University Office of Equity and Equal Opportunity will:

• Meet with you to privately and promptly to answer any questions you may have about Miami’s harassment and discrimination policy
• Treat you and your concern with courtesy, sensitivity, understanding and professionalism.
• Present and explain to you your options, which range from dialing with your concern informally to filing a formal complaint.
• Treat your concern confidentially within the limits set by federal and state laws and Miami’s policies.
• Answer your questions, discuss procedures, and keep you informed on the progress of your complaint, whether it is being handled informally or formally
• Promptly investigate complaints
• Consider your concern seriously regardless of your race, color, national origin, religion, sex, age, disability, or sexual orientation or that of the individual you believe is harassing you or discriminating against you
• Discuss your options in dealing with a situation that is found not to constitute harassment or another form of discrimination under Miami’s policies or federal or state law, but which continues to trouble you.
• Take appropriate action if retaliation occurs against you or against anyone else who participated in the complaint process. Such retaliation is in violation of Miami’s harassment and discrimination policy

Quick Tips to Avoid Harassment & Discrimination Charges:

• Harassment is what the 'other person' thinks, not what you think
• Anyone who overhears what you are talking about can file harassment or discrimination charges against you…think before you speak!
• Touching is NOT appropriate in the workplace…keep hands to yourself
• Inappropriate pictures, jokes or e-mails are not acceptable in the workplace
• Treat everyone with respect
• Report harassment or discrimination to your supervisor immediately!

The University discourages romantic and sexual relationships between supervisor and employee or faculty and student. In the event of an allegation of sexual harassments, the University will carefully scrutinize any defense based on a claim that the relationship was consensual when the facts establish that an academic or employment power differential existed within the relationship.

Action: Any person who believes they have been the victim of discrimination or harassment is encouraged to pursue relief under this policy.

Reporting:

Any person who believes they are the victim of harassment or discrimination may report the behavior directly to the Office of Equity and Equal Opportunity. Alternatively, the person may report the behavior to any of the following individuals: a department chair, dean, administrative head of office, the director of Human Resources, the director of Academic Personnel Services, the director of Intercollegiate Athletics, or the executive director of a regional campus.

Any person on this list who receives a report or has knowledge of harassment or discrimination must promptly inform the Office of Equity and Equal Opportunity, which will conduct a preliminary assessment of the report.

Initial Response to a Report:

Upon receipt of a report of harassment or discrimination, the Office of Equity and Equal Opportunity will make a preliminary assessment of the report. Every effort will be made to handle such reports fairly, impartially, and quickly. In order to protect both the person making he report and the person against whom the report has been made, every effort will be make to handle the matter in a discreet manner.

Filing a Written Charge:

To initiate formal resolution procedures, an individual must file a written charge with the Office of Equity and Equal Opportunity within 300 calendar days of the most recent occurrence of the harassing or discriminatory behavior. This chare specifies the incidents of harassment and/or discrimination, and it is signed by the person making the charge. A copy of the charge must be provided to the person against whom the charge is made.

Investigation:

Within 15 days of receipt of a written charge, the Office of Equity and Equal Opportunity will conclude its investigation to determine whether there is reasonable cause to believe the harassment or discrimination occurred, including the extent and severity of the violation. At the completion of the investigation, a written report will be issued that will be given to both the charging party and the respondent.

Equal Employment Opportunity Commission Guidelines on Discrimination Because of Sex:

Harassment on the basis of sex is a violation of Sec. 703 of Title VII. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

• submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment
• submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual
• such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment

With respect to conduct between fellow employees, an employer is responsible for acts of sexual harassment in the workplace where the employer knows or should have known of the conduct, unless it can show that it took immediate and appropriate corrective action.

Prevention is the best tool for elimination of sexual harassment. An employer should take all steps necessary to prevent sexual harassment form occurring, such as affirmatively raising the subject, expressing strong disapproval, developing appropriate sanctions, informing employees of their right to raise and how to raise the issue of harassment under Title VII, and developing methods to sensitize all concerned.

National origin discrimination includes; but is not limited to, the denial of equal employment opportunity because of an individual’s, or his or her ancestor’s, place of origin; or because an individual has the physical, cultural, or linguistic characteristics of a national origin group.

Harassment on the basis of national origin is a violation of Title VII. An employer has an affirmative duty to maintain a working environment free of harassment on the basis of national origin.

Ethnic slurs and other verbal or physical conduct relating to an individual’s national origin constitute harassment when this conduct

• has the purpose or effect of creating an intimidation, hostile or offensive working environment
• has the purpose or effect of unreasonably interfering with an individual’s work performance;
• Otherwise adversely affects an individual’s employment opportunities

No person in the United States shall, on the ground of race, color, or national origin, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance.

It shall be unlawful employment practice for an employer to:

• Fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual’s race, color, religion,, sex, or national origin
• To limit, segregate, or classify employees or applicants for employment in any way which would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee, because of such individual’s race, color, religion, sex or national origin

It shall be unlawful for an employer to fail or refuse to hire or to discharge any individual or otherwise discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of age.

All new student employees will be given a sanitation test on the material above (either a hard copy or on-line).

SAFETY

We wish to maintain a good safety record, and your help is needed. You should watch for unsafe conditions or hazardous areas such as greasy or wet floors. Report any unsafe or hazardous conditions such as frayed electrical cords on carts to your supervisor. Be careful while using equipment. If you get any cuts, burns, or bruises, report the accident immediately to your supervisor.

Emergency situations in dining halls should be handled by notifying the nearest manager or supervisor. They will then call University Police (9-2222).

Tips for Safety:

• Keep floors clean and dry. Our rule is: If you drop it, pick it up; if you spill it, wipe it up!
• Walk - don’t run or slide across the floor. Watch where you are going!

The Phillip R. Shriver Center serves as a community center on campus, providing a place for groups to meet and for students to gather and relax. Its features include the Heritage Room for special educational presentations and banquets; 1809 Room, formal dining; Carillon Catering for on and off-campus catered events; Haines Food Court & Tuffy’s; specialty food shops; and the Multipurpose Room with seating for up to 750. Also in the center are the Spring Street Market, University Bookstore, theater, student offices, game rooms, and study areas.

Marcum Conference Center & Inn represents Miami’s commitment to life-long learning. This past year, more than 36,000 people attended functions at the Marcum Center. The Inn is adjacent to the Marcum Center and offers hotel accommodations, dining, and limited meeting facilities. Together, the Marcum Conference Center & Inn, offer 92 hotel rooms to conference groups.

Residence and Dining Hall operations provide safe, comfortable housing and economical meals for students at a variety of convenient locations across campus. Dining halls are located near each residence hall, and students may eat in any dining hall as well as the Shriver Center Food Court, the Student Recreation Center, and the 1809 Room. The meal service menus and features vary from dining hall to dining hall. Most serve a buffet meal. In addition, each dining hall features specialty menus, including vegetarian, high-carbohydrate, pizza, and Mexican. To Go locations with walk-up windows are also available for carry-out dining.

Returning Student Employees

Returning employees who have satisfactorily completed their work obligations are given first priority for jobs in the Department of Housing, Dining & Guest Services. Information is sent to dining hall student employees at the end of November for second semester and to both residence and dining hall student employees in April for the next Fall semester. Returning dining hall student employees will be assigned and expected to work a few days before classes begin.

New Student Employees

Apply online

Dining Halls

• Breakfast 7am - 10am
• Lunch 10am - 2pm
• Dinner 5pm - 11pm

Shriver Center

• Haines Food Court 8am - 10:30pm
• Tuffy’s 7:30am - 11pm
• Spring Street Market 9am - 7am
• Carillon Catering Times vary by planned events

Marcum Conference Center & Conferences Services

• Marcum Conference Center needs student employees who have approximately 15 hours availability per week. Hours vary and are worked closely around your class schedule. To apply, pick up an application at the Marcum Conference Center or Miami Inn.

Culinary Support Center

• Culinary Support Center needs student employees who have (3) three or (4) four hours available at a time. The CSC Bakery needs student employees in the very early morning. Apply for these jobs at the Culinary Support Center.

Getting Approved for Payroll

At the time of your initial hiring you will be given a completed student aid approval form. IMMEDIATELY take this form to the Student Financial Aid Office at Campus Avenue Building. Each pay period has a deadline for new employees to file the student aid approval form. This deadline is always two weeks before the end of the pay period and four weeks before payday. If you do not make this deadline you will have to wait another two weeks to be paid. These deadlines are on the student payroll schedule. If you have previously worked for the Department of Housing, Dining and Guest Services but haven’t worked the previous semester, you should check at Campus Avenue Building to make sure you are still in the payroll system.
You must personally take the completed student aid approval form to Campus Avenue Building. DO NOT lay the form on the counter -- you must talk to personnel and fill out other papers. The Immigration Control and Reform Act of 1986, effective June 1, 1987, requires the University to verify that all new employees are U.S. citizens or authorized aliens. To comply with this legislation, all newly hired students must complete a form I-9 and present original documents to prove identity (such as social security card or birth certificate) when registering for payroll at the Office of Student Financial Aid.

Time Records

Using Your I.D.:

• You must badge IN and OUT for yourself only.
• Do not badge in until you are scheduled to begin work.
• Have your hat and apron on before you badge in.
• If you forget to badge in or out, you must have your time corrected and initialed by your supervisor.

How and When Will I Get Paid?

Check advices (pay stubs) are issued every two weeks. A payroll schedule is posted in each dining hall and students working in a residence hall will be given a copy when hired. Check advices may be picked up in the Campus Avenue Building (CAB).

Attendance

We depend on student employees to help us keep service at its highest level. If you are unable to report for work, you must find a substitute. Each dining hall has a sub list and/or bulletin board.

If you are unable to report to work as scheduled, you must call-in one hour prior to your shift and speak to a manager or student supervisor.

If you find a substitute worker that has been documented, and they do not report for work, the absence will count against the substitute, not the regular employee. Sometimes it becomes difficult to find a sub. If this happens, please talk to your manager- he/she may be able to help by giving you names of new students or additional students to try to call.

Since your dependability is so critical to our operation, we have set standards, which if not maintained, will result in a student employee receiving disciplinary action. If you have two (2) absences in a semester (excluding finals week), you will receive an oral warning. Three (3) absences in a semester (excluding finals week), will result in a written warning. If four (4) absences occur in a semester (excluding finals week), you will forfeit your bonus. You will be terminated if you 5 unexcused absences.

You must work during finals week in order to be eligible for employment during the following semester. Your manager will post a sign-up sheet in the hall explaining how many shifts each student employee must work and the procedure for scheduling your work shifts around your exams. If you fail to complete required shifts, you will be considered ineligible for the bonus.

Excused Absences Guidelines

Your absence from work may be excused pending submission of documentation for one of the following reasons:

Academic Absence

• You may be excused for the following:
  • Speaker (Mandatory)
  • Field Experience
  • Exam
  Group meetings are not included.
  
  You must provide documentation in the form of:
  • E-mail or written documentation (on Miami letterhead). Minimum of 48 hour notice. E-mail must be from the Miami e-mail account of your professor/instructor to the General Manager of your unit.
    or
  • Provide a course syllabus with test dates and times.
  You must post for a sub for the shift that will be missed.
  
• Medical Absence
  • Miami Students- Documentation from the Health Center/Doctor with the date of your visit. Must be brought in within 3 days of missed shift.
  • High School Students- Documentation from your school and
    • A phone call from a parent that day at least 1 hour before your shift.
      or
    • A parental note.
• Death in Family
  • Documentation in the form of an obituary or card from the funeral home that includes the date of the service. Documentation must be brought to the Unit Manager within 5 days of the funeral service.

Bonus Program

The starting wage is $7.70 (effective January, 2007) per hour. A 20% bonus will be paid after the end of each semester to those student employees who remain in good standing and work through finals week.

Breaks

If you work 4 or more consecutive hours, you must take a 15 minute paid break. If you work 8 or more consecutive hours, you must take a 30 minute paid break.

Pay Raises

Each Fall semester, all returning student employees are evaluated for a merit raise. In order to be eligible for a merit raise, you must meet the guidelines determined by the Department of Housing, Dining and Guest Services, and have a satisfactory work record, including attendance. If you meet the requirements above, you will receive a 20-cent per hour raise. Each Fall semester of continuing employment, you will be evaluated and eligible for an additional 20 cent per hour increase.

Holiday Pay

Student employees working on University recognized holidays will be paid at the rate of one and a half times their regular rate of pay for hours worked on that holiday. The following are recognized holidays when students may be scheduled to work: Labor Day, Veteran's Day, Martin Luther King Day, Memorial Day, and Independence Day.

Meals

A free meal is earned for working a shift of at least four (4) hours. See your manager for details.

Switch Days

University switch days will be posted.

Discipline

We hope your work performance will always be more than satisfactory. You are expected to be professional and productive during work hours. Any acts of inappropriate behavior are subject to disciplinary action including termination of employment.

Dining Locations, Haines Food Court, Carillon Catering, Shriver Building Services, Shriver Production Kitchen, Marcum Center, Culinary Support Center, MU Bookstore & Concessions

These students report to the management staff of the location to which they are assigned. They meet regularly with their managers to discuss operational issues in their halls as well as meeting with other supervisors and Central Staff members to discuss departmental issues or topics.

General Responsibilities

Must show leadership abilities and high standards of performance in the workplace. Must be familiar with the Department of Housing, Dining and Guest Services rules, regulations, standards, and guidelines.

Must be familiar with the goals and objectives of the Department of Housing, Dining and Guest Services.

Minimum Qualifications

• Must be able to work 10-15 hours per week.
• At least one semester of work experience in HDGS food service is preferred.
• Must interview with a Manager during selection process.
• Must be familiar with all student positions in their location.
• Must be able to attend a 40-hour training session and work during the week before classes begin in August.
• Must attend training meetings 3-4 times during the school year.

You will be rated on dependability, cleanliness, attitude, and work performance each semester. This evaluation record will be retained for reference purposes or rehiring in the future. We will be glad to provide you with references for your future employment.

You will receive a copy of your performance evaluation each semester.

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