If you’re looking for a fulfilling career on a team committed to seeing God’s glory displayed in every corner of the earth, then consider applying to SEU and pursuing your calling on our campus. Southeastern University is an EO/AA employer and does not discriminate on the basis of race, color, national origin, gender, age or disability. SEU employs Christians who are compatible with the institution’s mission and statement of faith.
For current SEU students based on our Lakeland, Florida campus.
Some student positions are eligible for Federal Work Study. Learn more here.
Contact Student Financial Services at firstname.lastname@example.org.
The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances is prohibited at the University. The University also prohibits abuse, misuse, and distribution of legal prescription medications. Individuals who possess, use, manufacture, or illegally distribute drugs or controlled substances are subject to criminal prosecution as well as University disciplinary action up to and including termination of employment. Substance addiction is an illness that requires professional assistance and treatment.
The medical plans offered to faculty and staff include certain coverage options specifically set up to assist in recovery from such illnesses. The Director of Human Resources is available to discuss in confidence questions concerning SEU’s drug free workplace policy, substance addiction, and insurance coverage for addiction treatment.
In accordance with the Federal DrugFree Workplace Act of 1988, and as a condition of employment with Southeastern University, each employee must abide by this policy. In addition, employees are required to notify the Director of Human Resources, in writing, if the employee is convicted of any criminal drug violation in relation the workplace within five (5) days after such conviction. Employees may be required to submit to drug or alcohol testing as a condition of employment, and the University reserves the right to search employee personal effects to determine whether employees are in possession of illegal drugs, alcohol, or other controlled substances.
This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so.
This link leads to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and include negotiated service rates and out-of-network allowed amounts between health plans and health care providers. The machine-readable files are formatted to allow researchers, regulators and application developers to more easily access and analyze data.