Types of Student Employment at
Eligibility for Student Employment
Student Job Families
Pay Rates for College Work-Study
Recommended Salary Ranges
Posting a Job Vacancy
I-9 Regulations and Procedure
Academic Credit for Work-Study
Types of Student Employment
College work-study eligibility is determined when a student completes the FAFSA. The Financial Aid office is responsible for awarding, and students must demonstrate a financial need to be awarded. Departments hiring college work-study eligible students are responsible for 25% of total dollars earned by students.
A student's financial needs is not a factor under miscellaneous employment. Individual departments hire students and departments are responsible for total dollars earned by students.
Eligibility for Student
To be eligible for student employment, a student
must be registered for a minimum number of credits each semester, as
6 credits per semester (at least half-time)
3 credits in graduate school (or thesis
6 credits as a non-degree-seeking student
(eligible for miscellaneous employment but not eligible for work-study)
6 credits total during the May and/or summer terms
Students must be enrolled to receive work-study
funds. Students enrolled for a minimum of 6 credits spring semester,
and who will return fall semester, may be employed under miscellaneous
employment during the summer term without summer enrollment.
Students who graduate, leave school, or who fail
to meet registration requirements shall lose eligibility for student
employment. Student employees who lose student employment eligibility
must be terminated from student employment immediately.
Incoming Freshmans hired in the summer should be hired into a 0001 Tem Casual then into a work study/ misc 2XXX in the fall.
Departments may hire recently graduated students to complete projects as an 0001 Temp Cas or Temp No Post. Please look to the policies regarding hiring Temp Cas and Temp No Post.
Federal and State regulations state that college
work-study students may never work more than 40 hours per week. Institutional
Policy states that student employees may never work more than 40 hours
Federal and State regulational as well as Institutional
Policy state that students cannot work during scheduled class time.
To assure that students are not working during a scheduled class period,
we recommend that hiring departments ask students to bring a copy of
their course registration when setting up their work schedule.
Work-study students cannot be used to replace
civil service bargaining and non-bargaining unit employees.
Total earnings per student as stated on the Referral
(work permit) must be observed. The employer is encouraged to carefully
monitor the student's earnings because excess earnings may jeopardize
the student's other financial aid. If a student's earnings go beyond
the work-study award, excess earnings will be charged to the employer's
Work-Study award terms and eligible pay period
dates are indicated on the student's Work-Study Referral form. Students
with awards for fall and spring semesters are intended to be earned
evenly over the course of the academic year; half of the award earned
in fall semester, half earned in spring semester.
Students that did not earn half their award during
fall semester can make up the earnings during spring semester.
Exceptions can be made on a case by case basis
if a student and their employer wish to use more than half of an academic
year award during fall semester. Employers can submit a written request
for such an exception to:
Financial Aid Office
or fax it to 218-726-8219
Include the student's name and Student ID# in
the request. You do not need to provide an explanation for the request.
Federal regulations permit payment of work-study
students only for hours actually worked. If the University is officially
closed for emergency reasons, such as severe weather or for official
holidays, work-study students cannot be paid on work-study payroll even
if scheduled to work.
Student employees paid on an hourly rate who
are required to work on any official University holiday shall be paid
at the rate of time and one-half for the hours worked. Student employees
paid an hourly rate, who are not required to work or cannot work because
their department is closed on any official University holiday, are not
paid for the holiday.
NOTE: Work-Study awards may not be used to pay a student holiday or
overtime pay. If a student must be paid holiday or overtime pay, use
sub-object 20 when entering these types of pay.
Student employees who are assigned to work regularly
scheduled shifts of at least six hours in duration are eligible for
a shift differential of $.60 per hour. These work shifts must begin
before 6:00 a.m. or end on or after 7:00 p.m.
The purpose of a job classification system is
to recognize differences in job skills and job responsibilities and
to establish a system of equitable pay for student employees. The Twin
Cities Office of Human Resources has implemented a new job classification
and compensation system called STUDENT BROADBANDING. This new simplified
system replaced the old 240 student job classifications and pay rates
with 11 job families and one broad pay band.
Job Code #
Student Admin/Support Services
Student Food Service/Labor/Security
Student Health Support Services
Student Tech Support Services
The new system enables hiring departments to
design student positions that meet their unique needs in a timely manner.
It provides guidelines and consulting services rather than rigid rules.
All jobs, whether work-study or miscellaneous student employment, must be entered
into the official online employment system. The job descriptions should
be generic, describing jobs, not individual employees.
Pay Rates for Student Employees
Student earnings are determined by a set hourly
wage and the number of hours worked. If employers have questions about
hourly wages, they are advised to contact the Office of Student Employment.
Salary ranges are decided by the hiring authority
with guidelines provided by Human Resources/Student Employment. This
allows for flexibility to establish position and pay rates.
UMD Minimum Wage ranges from $9.50 (eff 6/13/16) to $12.00 per hour
Any wage over $12.00 per hour should be consulted with the Office of Student Employement and Human Resources. A rationale must be provided to Mary Cameron for approval.
Stipends are not an allowable form of payment
for student employees. Each student employee must be paid an hourly
rate. Work-study regulations require each position to have an assigned
hourly pay rate and time sheet reflecting actual hours worked.
Posting a Job Vacancy
Only Hiring Managers in departments may post student positions on the University Employment Website. Please check in with your Department for the contact. For more information please feel free to contact Sarah Yang 218-726-7822 or firstname.lastname@example.org regarding the process.
All college work-study positions must be approved by the Office of Student Employment which will review your student posting for the appropriateness
of classification, pay rate, and other pertinent information.
You must have a College Work-Study Guidelines Agreement on file in our
office. The Office of Student Employment will prepare and mail this
agreement to all on-campus departments hiring college work-study students.
This form is kept on file and does not have to be done on an annual
basis. The only time a new agreement needs to be signed is when there
is a new department head.
When a decision to hire has been made, contact the Office of Student Employment for instructions on closing out the posting online. Complete the
Student Personnel Action Form and necessary hiring documents and forward
Human Resources 255 Darland Admin Building
Attn: Student PAF
• Student Personnel Action Form (PAF)
• Human Resources Information and Racial/Ethnic Group Identification
• Work Study Referral Form
• I-9 document
Job posting and hiring procedures are the same for miscellaneous employment.
Announcements of all local vacancies shall be posted on the official
website of the Office of Student Employment. Call 726-7161 for posting and closing of positions.
I-9 Regulations and
I-9 Employment Authorization Requirements
The 1986 Immigration Reform and Control Act requires all U.S. employers to verify the identity and work authorization or eligibility of all individuals, whether U.S. citizens or not. The University of Minnesota uses I-9 eXpress—a web-based employment eligibility service—to enter, verify, document, and ensure employment eligibility for all new employees. All new employees, including student employees, must complete an I-9 form (online) within the first three (3) days of employment.
For more information on I-9 Employment Authorization Requirements, go to:
(on reverse side of HRIF Form)
The federal government requires this form for
all employees. A new form is required every two years. Either the student
or the employer can complete this form. Students cannot be paid until
this form is on file with the payroll office in Minneapolis. Screen
29 will show if a Racial/Ethnic form is on file.
Information provided on a W-4 form instructs
Minneapolis Payroll of the appropriate and desired tax withholding for
a particular student employee. This form needs to be completed only
once when the student is first employed at this institution. The University
attorneys have advised that we are not to assist students in completing
this form. We are not tax consultants and could be held liable if an
error is made. Have the student contact their parents' tax consultant,
accountant, or the IRS. Note: If student files exempt status, they must
complete a new form prior to February 15th each year.
Academic Credit for
The fact that a student may receive academic
credit from the work performed on a job does not automatically disqualify
the job under college work-study, nor does it mean the student should
receive any less pay; however, there are certain restrictions. If a
student must complete an internship or practicum as part of his or her
degree requirement and is not paid for doing so, the internship or practicum
does not qualify under college work-study.
However, if students completing such a requirement
are normally paid, a student may be employed under college work-study.
A student may not be paid for receiving instruction in a classroom,
laboratory or other academic setting. If a job is normally a paid position
and an otherwise college work-study eligible job, a student could simultaneously
receive academic credit and pay for the work performed. It is even possible
for one student to be getting only credit, while a student co-worker
receives both credit and pay. A student would not normally be paid from
college work-study funds for such positions as student teaching because
students are not normally paid for such work, and therefore they would
not be "otherwise college work-study eligible positions."