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Additional Laws and Regulations

Firearms or Weapons

(Ordinance 18.00)

• .01 No person shall possess any firearm or weapon anywhere upon property governed by the Board. Persons residing on property governed by the Board shall store any and all firearms and weapons with the Department of Police and Public Safety.
• .02 No person shall possess any chemical, or other dangerous substance or compound, with the intent to injure, molest or coerce another, anywhere on property governed by the Board.
• .03 The use of any firearm or weapon is prohibited on property governed by the Board except those areas specifically set aside and supervised at range facilities, or as a part of the regular education process, or as outlined in Ordinance 37.02 (Wildlife) and its subsections.
• .04 This ordinance shall not apply to Police Officers and other legally established law enforcement officers.

Immigration Reform And Control Act Of 1986

The Immigration Reform and Control Act of 1986 makes it unlawful to knowingly hire aliens who are unauthorized for employment in the United States. All individuals, including students, who are hired must verify their identity and work authorization by completing an INS I-9 form, or the employer will be subject to civil fines and penalties and also criminal penalties and injunctions. The Act also prohibits discrimination in employment based on national origin or citizenship status.

Workers' Compensation

Student employees receiving wages from University funded accounts are covered under Workers' Compensation if they are injured on the job. This includes "medical coverage" and "disability wage loss". See On-the-Job Injuries for more information.

Unemployment Compensation

1. Certain services performed by students are excluded from coverage under the Michigan Employment Security Act (MESA).
2. Section 43 (1) (i) of the MESA was amended April 11, 1976, to read as follows: "Except as otherwise provided in Section 42 (6) the term "employment" shall not include: 
   Service performed in the employ of a school, college, or university, if the service is performed by a person who is primarily a student at the school, college or university.  For the purpose of this subsection a person is deemed to be "primarily a student" if the individual is enrolled in an institution, is pursuing a course of study for academic credit and while thus enrolled normally works 30 hours or less per week for the institution.
3. Any specific questions related to student employees and unemployment compensation should be addressed to Human Resources, 110 Nisbet Building.

Family And Medical Leave Act of 1993

The Family and Medical Leave Act of 1993 provides eligible student employees with up to twelve weeks of unpaid, job-protected leave.  To be eligible, a student employee must have been employed by MSU for at least 12 months and have at least 1,250 hours of service in a twelve-month period.  Leave is granted to care for an employee's child after birth, or placement for adoption or foster care; to care for an employee's spouse, son, daughter, or parent, who has a serious health condition; or for a serious health condition that makes the employee unable to perform the employee's job.  Questions may be directed to MSU Student Employment.

Severe Weather

In the event of severe weather conditions, only student employees whose services are required for maintenance, food service and other essential operations should report to work. Supervisors must advise student employees of reporting requirements at the time they are hired. Students should be paid at their normal rate for the hours they actually work during a period of severe weather. Students who do not work will not be paid.

Driver And Chauffeur Licenses

1. There are several student employee job descriptions that require driver and/or chauffeur licenses for student employees.  All departments should review the duties being performed by their student employees as far as driving motor vehicles is concerned and, where necessary, require that student employees obtain a chauffeur license. In addition, when recruiting to fill vacancies, requisitions should clearly state those instances where chauffeur licenses are required.
2. Where an employee is required to operate a motor vehicle for the purpose of transporting merchandise or persons on a regular basis, that employee should be required to possess a chauffeur license.  A chauffeur license should be required where a primary responsibility is the operation of a motor vehicle with a seating capacity of twelve or more persons or which is regularly involved in the delivery of goods and materials on the public highway.

Other Laws and Regulations

Employment Practices
ADA and  Michigan Persons With Disabilities Civil Rights Act
Anti-Discrimination Policy
Department Controls
Drug And Alcohol Policy
International Students
Michigan Right-To-Know Law
On-The-Job Injuries
Pay Rates
Rest Periods
Rules Governing Personal Conduct Of Employees
Students With Disabilities Identification, Accommodation Request & Assessment
Sexual Harassment Policy
Student Employee Documentation
Student Working Hours

Go Back to the Student Employment Manual Index

This Student Employment Manual provides information related to hiring and working with student employees.  If you are not able to find the answer to your question here, please contact MSU Student Employment.