In the employment of UConn students in any capacity, both on and off-campus, all employers/ supervisors must adhere to the policies within this Student Employment Guide, the University Code of Conduct, the State Code of Ethics, and other relevant policies.

A summary of part of the University’s Affirmative Action and Equal Employment Opportunity policy follows. Full descriptions of all policies are available via the University of Connecticut Policies e-Library https://policy.uconn.edu/2011/05/17/policy-statement-affirmative-action-equal-employment-opportunity/.

The University is committed to ensuring that individual employees and applicants are not excluded from participation in the employment process based on an individual’s legally protected status which includes  race, color, ethnicity, religious creed, age, sex (including pregnancy and sexual harassment), marital status, national origin, ancestry, sexual orientation, genetic information, physical or mental disabilities (including learning disabilities, intellectual disabilities, past/present history of a mental disorder), prior conviction of a crime (or similar characteristic), veteran status, workplace hazards to reproductive systems, gender identity or expression, or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification.

Any employee, student or other member of the University community, injured by the discriminatory or harassing behavior of an employee may file a complaint with the Office of Institutional Equity equity.uconn.edu, 241 Glenbrook Road, Unit 4175, Storrs, CT 06269-4175, (860) 486-2943, TDD/TT (860) 486-6435.

Similar complaints against students should be filed under the Student Conduct Code with the Office of Community Standards community.uconn.edu, 233 Glenbrook Road, Unit 4119, Storrs, CT 06269-4119, (860) 486-8402. Alternatively, individuals may file a complaint within the unit/division in which the incident occurred.

The University of Connecticut does not tolerate sex discrimination, sexual harassment or sexual violence of any kind. This prohibition is further explained in the University’s Policy Against Discrimination, Harassment, and Related Interpersonal Violence. Please read the FAQ for additional information about this policy. To ensure compliance with Title IX and other federal and state civil rights laws, the University as designated a Title IX coordinator. Please visit titleIX.uconn.edu for more information regarding available support, resources, and reporting options. It is important for the University community to know that the resources contained on the website can offer assistance even if you choose not to pursue a University or criminal investigation. This includes help with medical and counseling services, academic and housing support, referrals to legal and confidential advocacy organizations.

The employment or contracting for service of relatives in the same department or area of an organization may cause conflicts and serve as the basis for complaints concerning disparate treatment and favoritism as well as violations of the state’s Ethics statute.

This policy is established to protect against such conflicts and complaints, and to provide for the ethical and legally consistent treatment of individuals with relatives seeking employment or who are employed by the University.

No employee of the University of Connecticut may be the direct supervisor of or take any action which would affect the financial interests of one’s relative. This may include decisions regarding appointment, award of a contract, promotion, demotion, disciplinary action, discharge, assignment, transfer, approval of time-off, and approval of training or development opportunities, as well as conducting performance evaluations or participating in any other employment action, including serving on a search committee acting on a relative’s application, or otherwise acting on behalf of a relative except as noted under “Procedure” below. Further, no employee may use his/her position to influence an employment action of a non-relative if such action would benefit one’s relative.

For purposes of this policy,relativeis defined as: spouse, child, step-child, child’s spouse, parent, brother, sister, brother-in-law, sister-in-law, dependent relative or a relative domiciled in the employee’s household.

The University recognizes the potential for conflict of interest, claims of disparate treatment and/ or discrimination in the employment of relatives in the same department, work unit or in a direct or indirect supervisory relationship. The University further recognizes that there are infrequent but compelling circumstances under which such employment relationships may be in the best interests of the institution. Thus, to protect both the involved employee and the institution in those situations, the following procedure must be followed.

1. No employee may sign any document that would affect an employment action on behalf of a relative.
2. An employee who is confronted with an employment decision or action involving a relative must inform the immediate supervisor in advance, in writing, of the situation. The employee will describe the relationship and the proposed action requiring a decision by using Section 1 of the Conflict of Interest (COI) Disclosure form available here.
3. The COI is submitted through the supervisory chain to the dean/director and then to the appropriate senior manager.  Using Section 2 of the COI Disclosure form, the dean/director shall propose to the senior manager an appropriate conflict resolution plan (CRP) to resolve the conflict.  In general the CRP  should address how the required decisions will be made to avoid any conflicts.
4. The senior manager shall determine if the proposed plan for the resolution of the conflict is within the best interest of the institution, and approve or modify the plan using Section 3 of the COI Disclosure form. The written resolution and implementation of the plan shall be communicated to the dean/director and through the supervisory chain to the employee(s) involved in the conflict of interest.
5. The supervisor, dean/director, or provost/vice president (the first level outside of the reporting process of each person in the conflict) shall oversee the implementation of CRP.
6. Should the conflict involve the provost or a vice president, then the actions/decision shall be directed to the president or designee.

Note:  Under no circumstances will the University approve the employment of dependent children or step-children as student employees under direct or indirect supervisory relationships.

* Senior Manager is defined as the Provost or Vice President level.

Student labor is open to all University of Connecticut students regardless of financial need. Positions are funded through the hiring department’s own funds. Students may work at the Storrs campus or any of the regional campuses.

Work-Study is a federally-funded need-based financial aid work program for students with a demonstrated financial need, as calculated by the Office of Student Financial Aid Services. It is awarded based on financial need, enrollment status, and available funding. Work-Study students may work at any UConn campus or at approved off-campus non-profit, federal, state, or municipal agencies who have an established agreement with the University. Students wishing to work at an off-campus agency must contact the Office of Student Financial Aid Services – Student Employment unit to initiate the appropriate contract/employment paperwork. Students may not work at any off-campus agency before receiving approval from the Scholarships & Student Employment unit.

A deadline is established by which time students must secure a work-study position in order to retain their work-study awards.

The types of positions available, and the pay scale, are identical under both student labor and work-study payrolls. Students can search for available student labor and work-study positions by clicking here.

In order to meet the requirements of affirmative action and equal opportunity, available positions must be advertised via the Office of Student Financial Aid Services – Student Employment for at least a two-week period. Supervisors who are rehiring former student employees, and who are NOT seeking new candidates for their available position(s), are not required to advertise.

Employers who have been approved to use the online advertising system may log in and post ads 24 hours a day. Postings will be reviewed by Student Employment before they “go live”. On-campus departments and off-campus community service employers who have not yet been approved to use this site may request access by clicking here.

The Student Employment unit may grant certain exceptions to the 2 week posting requirement in rare circumstances (e.g. work based learning programs)

Employers with questions about how to post ads may find answers in the Supervisors Online Help Guide, or can call Student Employment at (860) 486-3474.

Each position is assigned a job code that identifies the class and type of position. When a position is advertised, or filled, the department must identify the position by the job code that fits the class level and position type. For example, if you wish to hire a student as a Student Administrative Trainee, the appropriate job code would be 1110ST.

The job code and pay scale classification system is divided as follows:

Class I – Job codes beginning with “1” (one) are considered Class I positions, and are entry or trainee level positions requiring no skill or experience.

Class II – Job codes beginning with “2” (two) are considered Class II positions, and require a reasonable degree of skill and prior experience. These jobs entail a fair amount of responsibility on the part of the student.

Class III – Job codes beginning with “3” (three) are considered Class III positions and require a higher degree of skill. Class III jobs may entail an extensive amount of responsibility with less supervision than needed at the Class II level. Students will be performing skilled tasks in supportive technical, laboratory, administrative, or other specialized roles.

Class IV – Class IV job descriptions are non-standardized and are written by the hiring department. Class IV positions require skill, knowledge, and/or training in specific scientific, academic, or specialized areas. These jobs may help prepare the student for a professional career related to that student’s academic program.  Students working in these advanced-level positions require only general supervision and may be expected to exercise discretion & independent judgment.

For more information about Class IV positions, click here.

For a full listing of Job Descriptions and corresponding Job Codes, click here.

For more information about pay rates, click here.

Class IV positions require skill, knowledge, and/or training in specific areas. These jobs may prepare the student for a professional career. Work performed under this classification is different from other student labor and Work-Study jobs as standard job descriptions do not exist for these positions. Supervisors wishing to hire new students under an advanced level professional training position should provide detailed information regarding the position’s duties and requirements as part of the advertising process. This will clearly illustrate to applicants how the position differs from other jobs at the Class III level within that same job category.

On-campus departments do not need Student Employment’s approval to hire or promote specific students to advanced-level positions. Employers should maintain Class IV job descriptions within students’ personnel records filed within the department.

Supervision Received

Students working in Class IV positions do so under the general supervision of an administrative official or faculty member. Such officials shall delegate and review work, as well as conduct work performance evaluations.

Examples of Duties

Students in advanced-level positions may perform work in a scientific, academic, or specialized area that is predominantly intellectual, non-manual, non-routine, and/or requires some independent judgment.

(Examples: Develops computer programs for administrative or academic offices; conducts statistical or scientific research in support of departmental projects or operations; manages and prepares curriculum for child development classroom; assists in preparation of materials and cases to be tried by staff attorneys; using standard bookkeeping and accounting methods, maintains and audits financial records & prepares financial and tax reports; engages in the development of a complex departmental system; participate in highly technical or scientific projects)

For a full listing of Job Descriptions and corresponding Job Codes, click here.

Students are paid based on an established pay scale. The rate of pay for a position is based on the skills and level of experience required for the position, regardless of whether earnings are paid through the work-study or student labor payrolls.

Class, Requirement, and Pay Rate is available via https://payroll.uconn.edu/student-pay-scales/.

GENERAL INFORMATION

• Refer to the Student Job Description Catalog for student job codes, job titles, and job descriptions. Positions are categorized by job type and correspond to the following pay rate classifications:

  100 level positions (Class I) – Entry-level, no prior experience required
  200 level positions (Class II) – Routine tasks, direct supervision required
  300 level positions (Class III) – Intermediate-level, less supervision
  400 level positions (Class IV) – Advanced-level positions, with duties specific to a particular student (no standard job descriptions – individual descriptions developed by departments)

• It is recommended that departments develop a pay plan to ensure that student employees are compensated fairly.
• Students performing work within a specific pay class cannot be paid a rate higher than the maximum rate within the assigned pay class.

PAY RAISES (within the same pay classification) and PROMOTIONS (to a higher pay classification)

The decision to award a pay raise or promote a student is at the supervisor’s discretion, and does not occur automatically. To promote a student, on-campus employers may modify the job code and the hourly rate for a current payroll authorization in Core-CT utilizing the Student Payroll Data/Pay Change (UC_TBH_DC_STUD_DAT) template.  For more information view the job aid.  Off-campus Work-Study employers should contact Student Employment to process pay increases.

• UConn students matriculated in a degree-seeking program with “active” student status are eligible to work on the Student Labor payroll. Students in a degree-seeking program may work during summer sessions without enrolling for summer courses, as long as they will be enrolled for credit in a degree-seeking program for the fall semester.
• Students with statuses other than “active” in the Student Administration system are not eligible for employment on the Student Labor payroll. These statuses include, but are not limited to “completed program,” “dismissed,” “suspended,” “withdrawn,” etc.
• Students who are only auditing a course or finishing incomplete coursework, are eligible for Student Labor positions only if they have “active” student status in the Student Administration system.
• Students participating in the Cooperative Education Program are eligible for Student Labor positions only if they have “active” student status in the Student Administration system.
• Incoming freshmen and graduate students may work during summer session(s) provided they have been formally admitted and have accepted admission for the fall semester.
• Students enrolled as non-degree students (including students in certificate programs) may only work during semesters in which they are enrolled in classes. Non-degree students on the Student Labor payroll must be enrolled for a minimum of one credit each semester, including each summer session.
• There are rare circumstances in which students enrolled for credit at another educational institution may be employed on the Student Labor payroll. See Hiring Non-UConn Students for more details about this policy.

Processing deadlines for Core-CT can be found online at www.payroll.uconn.edu.

Timely Entry of Student Payroll Authorizations:

Payroll authorizations for students already having a student payroll record must be entered into Core-CT by Friday of a non-pay week in order for time cards to be generated in Core-CT for that pay period.

Payroll authorizations that are processed for brand-new student employees (without existing payroll records) go directly into job data in CoreCT and time cards are available the next day.  All pre-employment paperwork (e.g. Form I-9 and State/Federal W-4 forms) must be completed by the hiring department and sent to Payroll for processing.

Departments entering payroll authorizations in Core-CT after the established deadline should expect the appearance of the time card to be delayed.

Note:There may be earlier submission deadlines during specific holiday periods.

Timely Approval of  Timesheets:

Bi-weekly pay periods begin on Friday and end on Thursday.

Supervisors are responsible for approving all student timesheets in Core-CT upon the completion of each pay period.

Note:

When Timesheet Entry Deadlines are Missed:

If the deadlines above are not met, student paychecks may not be issued on time. This is why it is imperative that hours are entered and approved by the established deadlines.  If under the rare circumstance a deadlines has not been met please contact the Payroll Department for guidance.

General Information:

• Students should not begin work before the hire has been processed online via the Core-CT system and any required employment documentation (e.g., I-9s, W-4s) have been submitted to the Payroll Department.

Entering Student Payroll Authorizations:

Payroll authorization entry should occur after the student has accepted a student labor or Work-Study job. Hiring an Employee: Student Employee job aid.

International students on F-1 and J-1 visas may only work on or off campus within the employment rules authorized by your visa.

International students with F-1 visas may work on-campus up to 20 hours per week during the academic year without obtaining special authorization from ISSS. International students with J-1 visas may also work on-campus up to 20 hours per week during the academic year, but must first obtain written authorization from ISSS before starting your work.

Both the F-1 and J-1 visas provide opportunities to gain experience in your field of study through internships and practical training eligible for  OPT, CPT and Academic Training authorization. Both visas may also provide the opportunity to work off-campus in the event of severe, unexpected economic hardship. These employment categories require special authorization from ISSS, and in some cases, U.S. Citizenship and Immigration Services.

Students who have paid employment must apply for a Social Security Number in order to meet tax filing requirements. Information on how to apply for a Social Security Number can be found at https://isss.uconn.edu/social-security-itin-2/.

Work Schedules for International Students

Per US Citizenship & Immigration Service regulations, working off-campus or for more hours than a student’s Visa allows may be a violation of the student’s status that could ultimately result in deportation. Please note:

• International students may only be employed in on campus positions.
• During the fall and spring semesters, international students may not work more than twenty (20) hours per pay week, Friday through Thursday, in all jobs combined (including graduate assistantships). If employed by more than one department or under multiple payrolls, the student must arrange his/her schedule with each department and under each payroll so that the combined hours worked in all positions does not exceed twenty hours per pay week.
• During intersession, spring break, and summer, if the student is eligible and intends to register for courses for the next semester, an international student may work full time, up to, but not more than, forty (40) hours per pay week, Friday through Thursday, in all jobs combined.
• For additional questions contact the International Student & Scholar Services Office at (860) 486-3855 or international@uconn.edu.

 Pre-Employment Paperwork

I-9's should be completed by the hiring department. Foreign National student's will need to complete Payroll's Foreign National Information Form, which can be found at https://payroll.uconn.edu/non-resident-alien-nra-taxation/. Once Payroll has reviewed the Foreign National Information form, they will contact the student with the required tax forms for their signature.

Social Security Numbers

Information on how to apply for a Social Security Number (SSN) can be found here:
https://isss.uconn.edu/social-security-itin-2/

The Immigration Reform and Control Act of 1986 (IRCA), as amended by the Immigration Act of 1990 (IMMACT 90), requires all employers to verify the identity and employment eligibility of their employees – including students. As a means for verifying that an individual is eligible to work in the United States, the United States Citizenship & Immigration Services (USCIS) developed the Form I-9, Employment Eligibility and Verification. Please visit the I-9 Center tab of Payroll's website for more information. https://payroll.uconn.edu/form-i9/.

ELIGIBILITY FOR WORK-STUDY

Federal Work-Study is awarded as part of a student’s financial aid package. Awards are based on financial need and fund availability. Any changes in a student’s financial aid package may result in a decrease in Work-Study funding, and may require the student to be removed from the Work-Study payroll.

Students must be enrolled full-time at the end of each semester’s Add-Drop period in order to maintain eligibility for Work-Study. Typically, a student’s enrollment status will be confirmed on the tenth day of the fall and spring semesters. Students enrolled less than full-time on “Day 10” will have their Work-Study award canceled for that semester. Exceptions may be made for students with waivers from the Office of Students with Disabilities.

If a student withdraws or is dismissed from the University at any point during the award period, s/he will be removed from the Work-Study payroll, and the Work-Study award will be canceled for the remainder of the academic year.

WORK-STUDY JOBS

Work-Study funds may be earned for most on-campus job. All student labor and Work-Study jobs can be found on JobX.

Students having Work-Study may also elect to work off-campus in a variety of community service positions at select non-profit, state, municipal, and other governmental agencies.

Students seeking assistance in navigating the student employment website may contact the Student Employment unit.  For more information, call (860)486-3474.

EARNING WORK-STUDY FUNDS

Students may only earn their Work-Study funding during the dates for which their awards may be activated. Specific dates may be found in the Forms and Guides section of this website, or may be obtained by calling or emailing the Office of Student Financial Aid Services – Scholarships & Student Employment Unit. Work-Study awards may not be carried over from year to year even if they are not earned in full.

If a student is enrolled full-time and awarded Federal Work-Study for the entire academic year, the student’s award is typically divided equally between the fall and spring semesters. The student’s earnings for the fall semester will be limited to the fall portion of the award. Any unearned portion of the fall award will be carried into the spring semester. Students may begin earning the spring portion of the award during the winter break, provided the student will be enrolled full-time during the spring semester.

If a student is awarded Work-Study for one semester only, s/he may only be employed under Work-Study during that semester. Specific Work-Study dates may be found in the Resources section of this website, or may be obtained by calling or emailing the Office of Student Financial Aid Services –Student Employment Unit.

WORKING IN MULTIPLE JOBS

Students employed on the Work-Study payroll may only earn their funds at one job, however students may hold a student labor position in addition to their Work-Study job.

Students wishing to leave one Work-Study job to begin another should complete the “Unencumbering Work-Study Funds” form (in the Forms and General Information section of this site). This information will allow the Office of Student Financial Aid Services – Student Employment to compute the remaining amount of Work-Study funds available to apply towards the new position. This form should be returned to the Office of Student Financial Aid Services – Student Employment for processing.

Requests for student employment verification are completed by the Payroll Office. Current and former students’ employment information is protected by the Family Education Rights and Privacy Act (FERPA), P.L. 93-380, CFR 34 99.3 (b)(3)(i) due to the primary student/institution relationship. Requests must be submitted in writing and include:

• A SIGNED release by the student
• An identification number such as the student’s UConn Payroll ID, Social Security number, etc.

Employment verification requests may be faxed to Payroll (860) 486-4296 or scanned and emailed to uconnpayroll_voe@uconn.onmicrosoft.com. Depending on the volume of requests, completion of verification may take up to five business days.

Employment verifications for bar licensing examinations associated with the legal professional should be submitted to Student Employment  to verify dates of employment and will then be routed to the Office of Community Standards for conduct review. Pertinent forms and requests should be submitted in writing to:

Student Employment Unit
Office of Student Financial Aid Services
University of Connecticut
233 Glenbrook Road, U-4116
Storrs, CT 06269-4116

University of Connecticut students have first priority for student labor positions. For this reason approval to hire a non-UConn students will be limited to exceptional circumstances only. Individuals who are not enrolled at either UConn or another school or college are not eligible to work on the student labor payroll.

All student positions must be advertised for at least a two-week period. If the department is still unable to fill the position with a UConn student after 14 calendar days, and the supervisor wishes to hire an eligible candidate from another school, the hiring department must submit a “Request to Hire a Non-UConn Student” Form (available by clicking here) prior to hiring the student. If the position has not been advertised for the required two-week period, the request to hire a non-UConn student will be denied.

To be considered for a student labor position, a non-UConn student must demonstrate one of the following enrollment statuses:

• registered for credit in a college degree-seeking program
• registered for credit in non-degree college course work
• enrolled in high school

Candidates taking only non-degree college coursework and not matriculated in a degree-seeking program are only eligible to work during the periods in which they are actually enrolled in classes. The hiring department must submit the “Request to Hire a Non-UConn Student” Form along with documentation to verify the student’s enrollment in high school or college.

Under no circumstance should a Non-UConn student begin working prior to receiving consent from the Student Employment unit.

Non-UConn students may be hired and authorized to work for only one semester at a time during the academic year. Non-UConn students employed at the end of the fall semester may not be authorized to work beyond the end of the winter break without submitting proof of enrollment for the spring semester. Payroll authorizations for non-UConn students should not be renewed unless the hiring department has made attempts to attract qualified UConn students by re-advertising the position.

Please note that departments hiring high school students under the age of 18 must also comply with state regulations regarding employing minors.

HIRING MINORS UNDER 18 YEARS OF AGE

The University of Connecticut may not employ minors under the age of 16. Activities involving minors, who are not enrolled or accepted for enrollment in credit-granting courses at the University or who are not an employee of the University, must be sponsored by a unit within the University, be registered with the University’s Minor Protection Coordinator, and meet University standards described in the Policy for the Protection of Minors and Reporting of Child Abuse and Neglect. For more information, please visit: https://minorprotection.uconn.edu.

A student employee under 18 years of age who is not a UConn student must not begin work until the department has received confirmation from the Office of Student Financial Aid Services – Student Employment that the minor meets all eligibility requirements to work. All non-UConn students must obtain special approval from Student Employment (via prior submission of the “Authorization to Hire a Non-UConn Student” form). All non-UConn students approved to work on the student labor payroll must submit proof of enrollment for each semester in which they are approved to work. (See Hiring Non-UConn Students for details)

A Statement of Age (commonly referred to as "working papers") is not required for minors employed by the University of Connecticut.

Minors are restricted not only in the type of work they may perform, but also in the number of hours they may work. The following section outlines some of the state and federal requirements that are most applicable to student jobs at the University. If you have any questions regarding a specific type of job that has not been addressed in the following sections, contact the Office of Student Financial Aid Services – Student Employment directly for more information.

RESTRICTION OF HOURS FOR MINORS

Individuals under the age of 18, who are high school graduates, are not restricted in the number of hours they may work.

16 or 17 year old minors who are still enrolled in high school are prohibited from working:

• more than six (6) hours per day on a school day, and eight (8) hours any other day
• more than thirty-two (32) hours per week
• before 6 a.m. or after 10 p.m.

TYPES OF EMPLOYMENT

This information pertains to both UConn students and high school students:

Office and Clerical Work

Minors 16 and 17 years of age may be employed to conduct general office work, including the use of a personal computer, typewriter, and/or other office equipment (e.g., mail postage sorter, photocopier). All equipment installed within five feet of a water pipe must be properly grounded.

Agriculture, Landscape, Gardening, Farm Labor

Minors 16 and 17 years of age may be employed to:

• perform general yard work and grounds maintenance, including use of hand garden tools, walk-behind reel and rotary lawn mowers (electric or power), nylon-cord weed wackers (electric or power), and planting shrubs
• work around and wash down farm animals, feed animals, sweep and clean stalls (as long as properly trained)

Driving, Transportation, Automotive Maintenance, and Repair

Minors 16 years of age may not operate a motor vehicle as part of their employment. Minors 17 years of age may be employed to:

• drive, with a valid license, limited up to 3/4 ton truck
• perform island work (dispensing gasoline, oil)
• change passenger car tires only (not on lift)
• clean and wash motor vehicles with nonflammable liquids
• prepare cars for spray painting – masking and sanding only (no spraying or welding)
• ride only in cabs of trucks

Minors 16 and 17 years of age are prohibited from:

• operating a fork lift truck
• driving construction equipment, tractors
• working underneath cars or in pits
• changing truck tires
• riding in trucks other than in the passenger cab
• cleaning and washing motor vehicles with flammable liquids

Warehousing and Storage

Minors 16 and 17 years of age may be employed to:

• work jobs in connection with warehousing and storage.

Minors 16 and 17 years of age are prohibited from:

• operating a fork lift truck
• managing or operating an elevator (freight or passenger) running at a speed over two hundred feet per minute

Janitorial, General Labor Work

Minors 16 and 17 years of age may be employed to:

• perform window cleaning using not more than a 6 foot stepladder
• use vacuum cleaner, floor buffer, wet n’ dry vacuum, if properly grounded

Minors 16 and 17 years of age are prohibited from:

• working in or about boiler or engine rooms
• using or climbing on ladders over 6 feet
• working upon or using scaffolds or their substitutes
• performing window washing that involves working from window sills

Use of Tools and Machinery, Construction and Repair Work

Minors 16 and 17 years of age may be employed to:

• use air hand tools that are properly grounded and double insulated
• use electrical hand-held portable tools (EXCEPT saws and drills over 1/4″ diameter)
• operate or manage an elevator (freight or passenger) running at a speed up to 200 feet per minute

Minors 16 and 17 years of age are prohibited from:

• adjusting or assisting in adjusting any belt on any machine
• oiling or assisting in oiling, wiping, or cleaning machinery while power is attached
• soldering/brazing
• glazing/glass cutting
• operating or managing an elevator running at a speed of over 200 feet per minute
• using hand and power-driven rotary, circular, table, band, and chain saws
• using guillotine shears
• using power-driven metal forming, punching, and shearing machines
• using power-driven woodworking machines

Painting

Minors 16 and 17 years of age may be employed to:

• perform hand and roller brush painting using not more than a six (6) foot stepladder
• use oil-base paints and thinners only in areas that prohibit smoking and are properly ventilated
• mix paint with paint mixing machinery

Minors 16 and 17 years of age are prohibited from:

• using or working upon scaffolding or its substitute
• performing spray can or power spray painting
• using or climbing on ladders greater than 6 feet

Food Service

Minors 16 and 17 years of age (including UConn students) may be employed to:

• serve food and non-alcoholic beverages
• operate some machines and devices used to prepare and cook foods at snack bars, lunch counters, soda fountains, and fast food restaurants (e.g., toasters, dumbwaiters, milkshake blenders, coffee grinders, popcorn poppers, microwaves)
• clean trays as the trays come in on a conveyor belt
• load and unload dishwashers
• stack trays as the trays come out of dishwasher (If working around dishwasher, must keep away from hot water and pipes)
• wash pots

Minors 16 and 17 years of age are prohibited from:

• operating and cleaning food preparation machinery (e.g., fat fryers, ovens, potato and meat slicers)
• operating, setting-up, adjusting, cleaning, oiling, or repairing power-driven food slicers and grinders, food choppers/cutters, and bakery-type mixers
• handling and serving alcoholic beverages

Electrical

Minors 16 and 17 years of age are prohibited from working in jobs in connection with electrical work.

Scientific and Laboratory

Minors 16 and 17 years of age are prohibited from working in:

• experimental and controlled laboratories
• positions involving exposure to radioactive substances and/or ionizing radiations

Activities involving minors, who are not enrolled or accepted for enrollment in credit-granting courses at the University or who are not an employee of the University, must be sponsored by a unit within the University, be registered with the University’s Minor Protection Coordinator, and meet University standards described in the Policy for the Protection of Minors and Reporting of Child Abuse and Neglect. For more information, please visit: http://minorprotection.uconn.edu”.

Part-time work for students is an important component of the University experience. Such work provides much-needed financial assistance and the opportunity to gain valuable work skills. In setting a work schedule, employers and students are encouraged to keep in mind that the student’s primary focus should be on academic endeavors and that there must be a balance between educational responsibilities and work. The student’s work schedule and number of hours per week should be negotiated between the student and supervisor. Under no circumstance should a student be scheduled to work during class times.

• During the fall and spring semesters, it is recommended that full-time students not exceed 20 hours per pay week (Friday through Thursday) in all jobs.
• During academic breaks (intersession, spring break, and summer), it is recommended that students on the student labor payroll do not exceed 40 hours per pay week in all jobs. Note: If a student exceeds forty (40) hours in a given pay week (Friday through Thursday), both employing department(s) will be responsible for paying the student at one and one-half times the pay rate.
  • Students on the Work-Study payroll are prohibited from exceeding 40 hours per pay week in all jobs.  Allowing students to work in excess of 40 hours could result in a student exceeding their award amount, as overtime is charge by both employing departments at one and one-half times the pay rate.

Please note that non-UConn student workers under the age of 18 and international students have special restrictions on the number of hours they may work. Refer to the Special Employment Restrictions section of this guide for details.

INTERNATIONAL STUDENTS

Per US Citizenship & Immigration Service regulations, failure to comply with the following policy is a violation of the student’s Visa status that could ultimately result in deportation.

• During the fall and spring semesters, international students eligible to work may not work more than twenty (20) hours per pay week, Friday through Thursday, in all jobs combined (including graduate assistantships). If employed by more than one department or under multiple payrolls, the student must arrange his/her schedule with each department and under each payroll so that the combined hours worked in all positions does not exceed twenty hours per pay week.
• During intersession, spring break, and summer, if the international student is eligible and intends to register for courses for the next semester, an international student may work full time, up to, but not more than, forty (40) HOURS PER PAY WEEK, Friday through Thursday, in all jobs combined.

MINORS UNDER 18 YEARS OF AGE

Connecticut laws allow minors under 18 years of age who have graduated from high school to work at the same daily and weekly hours and times of day as adults. Minors who are high school graduates are exempt from the Connecticut prohibitions, but not from the federal employment prohibitions.

State law restricts the working hours and duties of a non-UConn student employee under the age of 18, who is still enrolled in high school. Minors 16 and 17 years of age, who are still enrolled in high school, may not be employed to work:

• more than six (6) hours on a school day or eight (8) hours any other day
• more than thirty-two hours per week
• before 6 a.m. or after 11 p.m.

For more information about the restrictions in employing students under 18 years of age, https://portal.ct.gov/-/media/SDE/CTE/WBL/WP.pdf?la=en.

CONNECTICUT STATE LAW ON MEAL PERIODS

Under Connecticut State Statute (Sec. 31-51ii), hourly workers (students employed on the student labor and/or Work-Study payrolls) who work for seven and one-half (7 1/2) or more consecutive hours must be offered a period of at least thirty (30) consecutive minutes for a meal period. The law requires this period to be given some time after the first two (2) hours of work and before the last two (2) hours of work.

COMPENSATION OF MEAL PERIODS

Student employees are not paid for meal periods which are thirty (30) or more consecutive minutes, in which they are released from work duties and/or are allowed to leave their workstations. Therefore, the meal period should not be logged as hours worked on the student’s time card. The student must sign out for the time of the meal period on his/her time card.

Student employees must be paid for any meal periods in which they are not released from work duties or allowed to leave their workstations. In these cases, the meal period would be considered hours worked on the student’s time card, and the student should not sign out for the time of the meal period on his/her time card.

COFFEE / SNACK / REST BREAKS

Employers are not required by either federal or state law to permit student employees to take coffee/snack/rest breaks. Therefore, allowing for breaks is at the discretion of the supervisor. Generally, if breaks are allowed, breaks of fifteen (15) minutes or less are compensable and should be considered as hours worked on the student’s time card. Students should not sign out for the time of the break on his/her time card.

DOCUMENTING STUDENT HOURS WORKED

Students must record the hours that they actually work on a Student Payroll Time Sheet, clock card, or designated electronic timekeeping system (e.g. Core-CT and Huskytime). Time sheets or clock cards serve as the official document of hours worked for a pay period. It is essential that some form of time card be accurately completed each time the student reports for work.

Student employees are considered temporary, hourly workers and will only be paid for actual hours worked. Students cannot be paid for holidays, WW (winter weather) days, or other official University closing dates unless they actually work that day.

By approving time cards in the Core-CT system, supervisors are verifying that the hours submitted are true and accurate.  More information may be found in the Responsibilities of Supervisors and Responsibilities of Student Employees sections of the website.

PAYMENT FOR HOURS WORKED USING Core-CT

Bi-weekly pay periods begin on Friday and end on Thursday. Student hours are recorded and transmitted in Core-CT. Data entry screens will be generated bi-weekly for the length of the approved employment dates indicated on the student’s payroll authorization. Supervisors or the student employee are responsible for entering the student’s time upon the completion of each pay period. Data must be entered in quarter-hour increments in Core-CT, and must exactly match any paper timesheets or electronic timekeeping systems used by a department to record student hours worked.

If the supervisor is certain that work was not performed during a given pay period, a “D” may be entered in the “Final Code” field to delete the time card for that pay period. If the student has left the position, an “F” may be entered in the “Final Code” field. No further time card records will be generated following such action.

Payroll checks will be generated based upon the information entered and made available 2 weeks after timecard entry.

Note: Hours completed in a particular pay period may not be reported on the time report for a different pay period. Such actions are considered fraudulent. (Refer to the “Corrected or Late Time Reports” section below)

CORRECTED OR LATE TIME REPORTS

If the deadlines above are not met, student paychecks will not be issued on time. Supervisors may enter completed hours for previous pay periods once the payroll records are available for the following pay cycle. Time card data entry screens remain in Core-CT for a period of time. If the time card record has been purged, hours must be submitted on a “Student Payroll Time Report” to the Payroll Office (available via www.payroll.uconn.edu). Payment for hours submitted on a Student Payroll Time Report can be expected within four (4) to six (6) weeks from the date of submission.

If hours already submitted via Core-CT were incorrectly reported, a “Student Payroll Time Report” must be submitted to the Payroll Office. This form should be completed indicating the actual hours worked. The Payroll Office will then compare this record against the hours originally reported and make the appropriate adjustment to the student’s wages. This adjustment will take place in a later paycheck.

Typically, students receive their paychecks two weeks following each Student Payroll Time Report deadline. If hours are not reported by the designated deadline, the student’s paycheck will be delayed by at least an additional pay cycle.

Checks are distributed to the employing departments for release to the student workers.

Note: If a student is employed on the same payroll by more than one department, the hours submitted by each department will be combined and paid on one payroll check. The check will be issued and mailed to only one of the student’s employing departments, typically to the first department under which the student was authorized. Contact the Payroll Office with any questions regarding the distribution of the student’s check. Students may contact Payroll to change the location at which they pick up their checks.

It is the responsibility of the student and the supervisor to monitor Work-Study earnings, and to ensure that the student does not work hours that will bring the student’s total gross earnings beyond the authorized amount for the fall semester or for the year. Although students are typically awarded Work-Study for the entire year, they may not earn more than one-half of the award amount during the fall semester. The award amount indicated on the payroll authorization typically represents the full-year award (unless the student has been awarded for one semester only). It may be necessary to rearrange a student’s work schedule so that they do not exceed his/her remaining authorized amount.

To assist departments in monitoring Work-Study earnings, the Office of Student Financial Aid Services – Student Employment unit has developed a Work-Study Remaining Balance Tracking Form (available in the Forms and General Information section of this website). This form will show the student’s award amount for the year, and the amount the student is authorized to earn for the fall semester.

Note: For a new full-year Work-Study payroll authorization, the remaining balance reflected on the Student Payroll Time Report for the fall semester would be one-half of the full academic year award amount. If a discrepancy is discovered, contact the Office of Student Financial Aid Services – Student Employment unit immediately.

Any earnings beyond the authorized remaining balance for either the fall semester or academic year will not be paid through Work-Study funds, and must be paid by the department’s operating budget.

Again, if hours in excess of the student’s Work-Study balance are entered online on the Student Payroll Time Report, the student cannot be paid for the amount above the remaining balance. The employing department must submit a student labor payroll authorization to pay these earnings through that department’s own funds.

UConn students employed during the academic year on the student labor and/or Work-Study payrolls may be exempt from Social Security and Medicare deductions (FICA) per section 3121 (b) (10) of the Internal Revenue Code. During sessions in which the student meets the exemption requirement, the employing department may confirm a “B” (No FICA) in the FICA data field on the Student Payroll Time Report data entry screen in FOCUS.

During the summer sessions, students are exempt from FICA only during pay periods in which they are attending class at the University. Students must provide proof of enrollment before the employer can designate the student’s FICA status as exempt on the Student Payroll Time Report data entry screen.

International students studying at UConn under F-1 and J-1 Visas are exempt from FICA deductions. Even during the summer sessions, the employing department should enter a “B” (No FICA) in the FICA data field on the student’s data entry screen.

Students are required to complete both Federal and State W-4 Forms, since both Work-Study and student labor earnings are taxable under federal and state law. Forms may be obtained from the Payroll Office. The student’s withholding (the amount deducted for taxes) is based on the data the student provides on the W-4 Forms. It is very important that a student complete new W-4 Forms and a Change of Name and/or Address Form, if his/her permanent address changes, and submit this information to Payroll. This will ensure that the student’s W-2 is mailed to the correct location. Please note that Payroll will only be able to complete an address change once the new address has been entered into the online Student Administration system.

W-2 FORMS

All State of Connecticut employees, including student employees, receive only one W-2 Form reflecting combined income from all jobs, on all payrolls. Students employed at more than one state agency will receive only one W-2 Form containing income earned from all agencies combined. The W-2 Form will be distributed by the agency in which the employee earned the greatest income. If additional information regarding income tax issues is required, please contact the Payroll Office at www.payroll.uconn.edu.

If incorrect Kuali Financial System (KFS) coding is discovered, requiring a retroactive KFS coding change for non-grant-funded positions, the employing department must complete a new online Payroll Authorization with the correct KFS code. A Transfer Voucher must then be completed, specifying the coding change and total earnings to be transferred from the new/correct KFS account to the account needing reimbursement. The student’s name, social security number, and pay period(s) in which earnings were generated must be listed under the “Description” section of the Transfer Voucher, with the corresponding earnings under the “Amount” section. Accurate starting and ending dates are required. The transfer voucher should be sent as soon as possible to the Payroll Office for processing. A copy should also be faxed to the Office of Student Financial Aid Services – Student Employment at (860) 486-5098.

For grant-related account errors, the department may need to contact Grants & Contracts directly.

Student employees may receive reimbursement for expenses while traveling on approved University business. For more information regarding travel reimbursement procedures, contact the Travel Office at travel.uconn.edu.

If a student sustains an injury while working, s/he must follow the following procedure:

1. Immediately notify a supervisor.
2. Employee and supervisor should complete the First Report of Occupational Injury or Disease Form (WC 207) available through Human Resources website. The form should be faxed to Human Resources' secure fax line: (860) 486-0406.
3. The injury hotline number should also be called, preferably the day of the accident: 1-800-828-2717.
4. Follow up documentation should be directed to Human Resources. This information could include medical reports and documentation of shifts missed due to on-the-job injury.

As a method to improve performance and to motivate student employees, the Office of Student Financial Aid Services – Student Employment encourages departments to schedule regular performance evaluation sessions. Sample student work evaluation forms are available via this website (click here), or departments may design their own evaluation forms. The evaluation process should serve to strengthen supervisor/student relations, as well as to clarify job responsibilities and expectations.

In the event that disciplinary action becomes necessary, the Office of Student Financial Aid Services – Student Employment recommends the following progressive disciplinary steps:

1. Initiate a formal and private discussion (verbal warning) with the student employee concerning the specific areas of job performance or attendance that require improvement. Discuss the performance/attendance standards required for the position. Document the date and nature of the discussion in the student’s employment file.
2. In the event that further disciplinary action is required, a written warning should be given to the student. The warning should explain the specific areas of job performance/ attendance which are below standard, should outline & quantify the improvements that are necessary in order to ensure continued employment, and should establish a deadline by which these improvements should be noted.

Please contact Student Employment at (860) 486-3474 prior to issuing a written warning. A copy of the written warning should be sent to the Office of Student Financial Aid Services – Student Employment, Unit 4116.

1. In the event that the student fails to meet satisfactory standards of job performance or attendance as outlined in the written warning, the department may dismiss the student employee.

Departments considering dismissing an employee should consult the Office of Student Financial Aid Services – Student Employment at (860) 486-3474 prior to initiating the termination process. A notice of termination should be in writing, should state the specific reason(s) for termination, and should include information about prior progressive disciplinary actions. A copy of the letter should be sent to the Office of Student Financial Aid Services – Student Employment, Unit 4116.

Certain actions may result in immediate dismissal, such as:

• submission of fraudulent hours on a time card
• destruction or theft of property belonging to the University, its patrons, or employees
• threat of physical harm to members of the University Community
• reporting to work under the influence of alcohol or drugs
• gross insubordination
• gross misconduct

Students who are employed by Residential Life as Resident Assistants (RAs) fall solely, and exclusively, under the purview of the Department of Residential Life’s process in regard to performance concerns or issues. RAs do not follow the Student Employment’s Progressive Disciplinary Process outlined above.  Given the nature of their positions they fall under the Progressive Disciplinary process through the Residential Life Department.  All Resident Assistants are provided with this policy at the time of employment and it has been reviewed by Student Employment.

Matters such as elimination of or reduction in funding, monetary increases, job classifications, work assignments (not involving safety and security), verbal warnings, non-renewal of appointment from year to year, and/or work hours are excluded from the Student Employment Grievance Procedure.

INFORMAL GRIEVANCE

It is hoped that most employee concerns can be resolved through direct and open communication between the supervisor and the employee. If the student is not satisfied with the results of an informal hearing, they may request that a representative from the Office of Student Financial Aid Services – Student Employment act as a mediator.

FORMAL GRIEVANCE

Defined as, and limited to, a written complaint involving an alleged violation of a specific provision outlined in the Student Employment Guide. Appropriate procedures for reporting a grievance are available by calling the Office of Student Financial Aid Services – Student Employment at (860) 486-3474.

All written grievances should be presented promptly to the employee’s supervisor or department head no later than fifteen (15) working days from the date the employee first becomes aware, or should have reasonably become aware, of the condition or action giving rise to the grievance. The Office of Student Financial Aid Services – Student Employment and the supervisor must receive a copy of the grievance form at each step prior to a scheduled meeting of the two parties (see steps outlined below). The grievant may be accompanied by a representative of his/her choice at any step of the process.

Step 1

Upon receipt of the grievance, the supervisor and/or department head will schedule a meeting with the grievant within ten working days. The grievant will be given at least three days advance notice of the meeting. The supervisor and/or department head will return a written response to the grievant within ten working days. If the grievance is resolved at Step 1, a copy of the written resolution should be sent to the Office of Student Financial Aid Services – Student Employment, Unit 4116.

If the grievant is dissatisfied with the results of Step 1, s/he may proceed to Step 2.

Step 2

The grievant may appeal in writing to the Assistant/Associate Director of Student Financial Aid Services – Student Employment within ten working days of the date of the Step 1 response. Upon receipt of the appeal, the Assistant/Associate Director will schedule a meeting with the grievant within ten working days. The grievant will be given at least three days advance notice of the meeting. After the Step 2 meeting, a written response will be issued to the grievant within fifteen working days.

If the grievant is dissatisfied with the results Step 2, s/he may proceed to Step 3.

Step 3

The grievant may appeal in writing to the Director of Student Financial Aid Services within ten working days from the date of the Step 2 response. Upon receipt of the appeal, the Director will schedule a meeting with the grievant within ten working days. The grievant will be given at least three days advance notice of the meeting. A written response will be issued to the grievant within fifteen working days. The Step 3 decision shall be deemed final and binding. A copy of the final grievance and results will be maintained in the Office of Student Financial Aid Services – Student Employment for historical purposes.

Supervisors must…

• Adhere to the policies within this Student Employment Guide, the University Code of Conduct, the State Code of Ethics, the University Health and Safety Policy, and other relevant policy statements. Full policy descriptions are available via the University of Connecticut Policies e-Library.
• Comply with established pay rate classifications and guidelines in developing and offering available positions through the Work-Study or student labor payrolls.
• Complete online payroll authorizations in a timely manner and communicate pre-employment paperwork requirements to students prior to new employees starting work. Payroll authorizations for full-year Work-Study students must be completed by the established deadline (usually at the end of October).
• Maintain student personnel records, including employment applications, references, evaluations, and correspondence for 5 years following a student’s termination date. Payroll retains I-9 forms (employment eligibility documentation) for all students on the Student Labor and Work-Study payrolls. All job applications should be kept for at least 2 years following the date a position is filled.
• Maintain complete and accurate time and attendance reports for all student employees. Timesheets and other records of hours worked should be kept for 5 years from their date of creation, though the UConn Payroll department will keep the official record of time and attendance.
• Note: Both the student and off campus work-study supervisor are required to sign the time cards upon the completion of each pay period. Electronic signatures may be allowed only if the system has a secure access for student workers (i.e., user names and private passwords).
• Ensure timely payment by submitting Student Payroll Time Reports by the established deadlines.
• Provide orientation and training to student employees relative to the requirements and responsibilities of the position. Discuss expectations of the student’s work performance, including standards relating to quality and quantity.
  Note: Mandatory safety training may be required for some job functions, particularly in non-office settings such as laboratories, food service areas, warehouses and stock rooms, farm and animal care facilities, and service, maintenance and repair units. Training requirements may be found at: http://ehs.uconn.edu/training/ or by contacting the Department of Environmental Health and Safety at 486-3613.
• Provide information to student employees regarding time and attendance procedures, approved dates of employment, and general pay schedule.
• Monitor earnings and remaining balances for federal Work-Study recipients to ensure that students do not exceed their authorized amounts. Supervisors are encouraged to utilize the “Work-Study Remaining Balance Tracking” Form available in the Forms and General Information section of the website. If the student exceeds his/her Work-Study award, a new online payroll authorization under the student labor payroll must be submitted in order for the student to receive payment for hours worked.
• Ensure that a student immediately discontinues work if that student has been dismissed or has withdrawn from the University.
• Apply fair standards in dealing with and responding to work related issues.