Human Resource Administration

80 Lower College Road, Kingston, RI 02881

urihr@ucs.uri.edu – 401.874.2416 - 401.874.5741 (fax)

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Date: October 1983 (revised)

 

STUDENT EMPLOYMENT

 

I. APPLICABLE TO:

 All departments and all student employees.

 

II. RESPONSIBILITY:

Supervisors involved with hiring individuals to be employed on the student payroll are responsible for implementation of this policy. Monitoring for compliance shall be the responsibility of the Student Financial Aid Office. The granting of payroll exceptions shall be the responsibility of the Assistant Vice President for Human Resource Administration.

III. POLICY:

 

It is the policy of the University to provide employment opportunities for eligible matriculated University students. This employment will involve supplementary activities and will not result in the displacement of employees or impair existing contracts for services. Also, hiring of students will not result in bona-fide position vacancies being held vacant by any University Department.

IV. PROVISIONS:

 1. Hours of work – The maximum hours a student may work during the academic year (September 1 – May 31) when classes are in session is 20 hours per week. The maximum hours a student may work during the summer (June 1 – August 31) and other official vacation periods is 40 hours per week.

2. All employees on the student payroll will be hired at the prevailing minimum wage. Wage increases of up to $.10 per hour may be granted by the supervisor to the student employees for each employment period they remain employed by a given department. For purposes of this provision, employment during the majority of the academic year or the majority of the summer shall

constitute an employment period. At the discretion of the supervisor, salary supplements of up to $1.50 per hour above minimum wage may be granted to students exercising extraordinary technical or managerial skills.

3. These guidelines shall apply to all eligible matriculated students, both at the graduate and undergraduate levels, regardless of the method of funding for the student employee.

4. The following are the eligibility requirements for student employment:

a. During the academic year:

 I. For institutional Payroll (IPR) employment, students must be matriculated and currently registered for nine (9) credits.

II. For College Work Study Program (CWSP) student employment, the requirement will be based upon the federal regulations governing the Federal College Work Study program.

III. Graduate Students must be matriculated and registered for a minimum of six (6) credit hours.

b. During the summer recess:

I. Students must have met the requirements for the previous spring semester and expect to return in the fall semester and must be registered as a matriculated student as defined above. Such students may work up to forty (40) hours per week.

or:

II. New students accepted for enrollment in the fall who transfer to the University in the summer and carry a full summer load may be considered for summer employment. The maximum number of hours that students in this category may work is twenty (20) hours per week.

or:

III. Student must be completing requirements for a URI degree and be currently registered in summer school. The maximum number of hours that students in this category may work is twenty (20) hours per week.

or:

IV. Students must be taking part in a special pre-matriculation program such as the Special Program for Talent Development and expect to be enrolled as a qualified student in the fall.

5. A student may be permitted to be employed by no more than two supervisors or departments within the University at the same time. However, the student is held responsible for informing the employers or supervisors of this dual employment and for assuring that the maximum hour limitations are not exceeded.

6. Students who are relatives cannot be employed in the same administrative unit where the employing relative has direct or indirect responsibility for recommendations or decisions involving the student in such matters as initial employment, retention, salary and similar personnel matters.

7. Monitoring for compliance with the provisions of this document involving collective bargaining agreements and payroll disputes will be the responsibility of the Assistant Vice President for Human Resource Administration.

8. Grievance Procedure: A grievance (any unresolved difference or dispute between the employer and employee with the respect to the interpretation, application, or violation of any rules, regulations, or policies stated by the department or the University) may be solved in the following manner:

Level 1: Bring grievance to immediate supervisor. If unable to reconcile problem….

Level 2: Appeal to Dean, Director, Department Head, or Supervisor. if unable to reconcile

problem…

Level 3: Appeal to Grievance Sub-Committee of Student Employment committee. If unable

to reconcile problem…

Level 4: Appeal to the Vice President of Finance or his designee.

All steps after Level 1 require a written statement by each party prior to the meeting. These will

be retained by the Student Employment Committee and the Department for their files.

9. Any exceptions to the provisions of this policy involving collective bargaining agreements and payroll disputes must be obtained in advance and in writing from the Assistant Vice President for Human Resource Administration. A student representative will advise the Assistant Vice President for Human Resource Administration in reaching decisions regarding these exceptions.

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