Student employer resources

Read Employment Policies

These are the University's official policies regarding Student Employment. As an employer you must be familiar with these policies in order to comply with University, state and federal regulations.

Read Employment Programs' Criteria

Campus employers interested in posting Hourly or Work-Study jobs must use Workday.

• Kenexa BrassRing, Hiring Manager Digest

Any student enrolled for at least one credit hour at ASU may use the service.  Students will submit an application that includes a resume and cover letter by following the instructions in the Workday portal.  All job postings will be reviewed by the Student Employment Office within 3 business days.  Requisitions must remain advertised for a minimum of 72 hours or until the posted Close Date advertised on the REQ, whichever is later.  ASU is an Equal Opportunity employer.

Read Employment Programs' Criteria

This is a free service for employers to advertise their part-time off campus job opportunities. Any student enrolled for at least 1 credit hour at ASU may use the service. Students will contact the employer directly by following the instructions on the job posting. Since this information is also available to the general public, you may receive inquiries from individuals who are not ASU students.

Please note that the ASU Career and Professional Development Services does not verify student status, the credentials of an applicant, or the suitability of any person who responds to your advertisement. ASU Career and Professional Development Services does not review resumes, does not conduct interviews, does not conduct background checks, and does not review or provide professional/character references for the students who apply to your positions. You must determine the suitability and appropriateness of an applicant for the position you have posted.

All job postings will be reviewed by Career and Professional Development Services within 72 hours. Accepted job postings will remain active for 30 days or until closed by the employer.

All terms and conditions of employment are negotiated directly between the employer and the student.

Arizona State University is an affirmative action/equal opportunity institution and makes this service available only to employers who advertise, interview, and hire accordingly. Jobs may not require students to invest, purchase supplies, or pay a fee as a condition of employment. We will not advertise jobs for third party employers, employment agencies, or job opportunities in private residences.

Click Here to Start

• All ASU on-campus employers:
  1. Processing of new student hires will require Workday access. For additional information, go to https://cfo.asu.edu/recruitment.
• Off-campus FWS agencies:
  1. See tab below concerning Off Campus Work-Study Agencies.
• All other employers, create an account in Handshake to post available positions.

Student Employment offers a wide range of positions, which require different degrees of skill or experience. The student wage scale starts at $14.35/hour and pay rates should not exceed $50.00/hour. Four wage levels with different pay ranges have been provided below. Federal Work-Study and Hourly employment share the same wage levels and pay ranges. Wage placement must be in relation to the type of duties performed and in consideration of other student worker wage rates in similar jobs.

Students working in states/locations outside of Arizona may require pay rates above the Standard Wage Scale minimum. Please click here to see current State Minimum wage rates. If you have any questions on setting rates in situations like this, please reach out to an ASU Compensation Partner at cfo.asu.edu/compensation.

Note: Due to Kenexa implementation, we can no longer use Open Range Wage Levels, we must use Standard Wage Scales. Student pay rate amounts must stay within the student wage levels.

Exceptions

Please note that many states have local/city minimums that exceed the state level. In Arizona, Flagstaff has a higher minimum than the rest of the state. California has over 30 local/city minimums that exceed the current state minimum of $15.50 per hour. Please see current state and major locality wage minimums.

The Student Wage Scale includes all student hourly positions. It is not applicable for Research/Teaching Assistant, Internship, Fellowship or Mentorship opportunities as those positions are overseen by the Graduate College in accordance with the appropriate recruitment policies and procedures.

IS THE STARTING WAGE INCREASE A RESULT OF THE VOTER PASSED LEGISLATION, PROP 206, REQUIRING AZ MINIMUM WAGE TO BE INCREASED TO $11 PER HOUR EFFECTIVE 1-JAN-2019, AND AN OVERALL WAGE INCREASE TO $12 PER HOUR BY JAN 2020?

No. Effective 1-JAN-2019 Arizona’s state minimum wage increased to $11 per hour. However, the voter-approved initiative, Prop 206, provides an exemption to state agencies and does not require compliance with minimum wage offered or with other items approved in the proposition such as paid sick time accrual for temporary employees.

However, because ASU desires to provide competitive employment opportunities to students, including a competitive wage, effective 31-DEC-2018, ASU’s Starting Wage increased to $10.50 per hour for all student employees.

In a separate initiative, pay ranges across all student hourly Job Codes have been adjusted and a NEW Standard Wage Scale has been adopted, effective 11-FEB-2019.

UNDER PROP 206, TEMPORARY EMPLOYEES ARE ELIGIBLE FOR PAID SICK TIME ACCRUAL. ARE STUDENT EMPLOYEES GOING TO BE ELIGIBLE FOR PAID SICK TIME ACCRUAL

No. ASU is instituting Starting Wage Increase, eff.31-DEC-2018 and NEW Standard Wage Scale; eff. 11-FEB-2019, updates only. Student employees will continue to be ineligible for paid sick time accrual.

WHAT SHOULD I DO TO ENSURE STUDENT EMPLOYEES HIRED RECEIVE THE REQUIRED STARTING WAGE?

Beginning 7-JAN-2019, all current student employees who had an active Job Data record as of 31-DEC-2018, reflecting less than $10.50 per hour, (or the required minimum if the effective hire is 11-FEB-2019 or later), have automatically been increased by HRs background process to the new university approved Standard hourly wage.

HR will continue to run the nightly background processes for those student employees whose pay rates are affected by either Starting Wage Increase, eff. 31-DEC-2018, or the NEW Standard Wage Scale, eff. 11-FEB-2019. Updates will continue in a nightly process over the course of several weeks to ensure pay rates are updated for any new hires accordingly, regardless of the student employee’s currently assigned Job Code. Updates are not processed during payroll lockout but will resume once payroll processing concludes. The adjustments are to pay rate only and do not affect the student employees assigned job code classification.

It is not necessary for Departments to submit PTRs for the pay rate increases to align with required minimums.

Student employees whose wages are updated will receive an automated email notice confirming the update to their wage.

HOW WILL THE TIMING OF THIS DECISION AFFECT PAYROLL?

Student employees may have questions about their paycheck.

• Standard Wage Increase rates effective 31-DEC-2018

• NEW Standard Wage Scale rates effective 11-FEB-2019

Student employees who are affected by either of the student pay rate initiatives will be automatically increased to the required minimum hourly rate and will see any retro pay amount due to them on the paycheck following the rate adjustment.

Additionally, student employees may have questions about their paycheck as two pay rate accruals may be reflected …the pay rate in effect prior to the new rate and the corrected rate effective 31-DEC-2018 or 11-FEB-2019 respectively. The payroll system is capable of processing multiple pay rates during the pay cycle and as such any hours reported will pay at the pay rate in effect for the time reported.

1. Position Management
   1. Create a position number that reflects the job code (wage level) of the posted position and the correct account distribution.
   2. Make sure your Detailed Title is updated to your actual student working title.
   3. Click the Ready for Recruitment box and complete the Recruitment Data tab information.
   4. Reason for Hire field for student workers is "Temporary".
   5. Positions to be Filled is the number of positions hired in this particular position. We recommend adding one or two more above your actual count.
   6. Scope of Search for student hires are either "Open" or "Additional Hire". Do not use ABOR or Waiver.
   7. Click the "Submit" button to start the workflow. Depending on your department approvals and integration times, your position may take 24 to 48 hours until ready in Kenexa.
2. Posting your Job REQ in Kenexa
   1. Your Job REQ must be posted to Kenexa to hire student employees.
   2. Student employment will open and post your Job REQ to the Student Gateway. You will receive an email once your Job REQ is open. Please allow 24 to 48 hours to post your Job REQ.
3. Making the Hiring Decision
   1. Review applications/resumes and/or schedule interviews.
   2. Conduct reference check.
   3. Submit PeopleSoft Validations check.
   4. Submit Conditional Offer to SEO for approval. Please allow 24 to 48 hours for approval. You will receive an email once a decision has been made.
   5. Conditional Offer (Verbal Offer).
   6. Background checks & Fingerprinting.
   7. Final Offer - Create Offer Letter.
   8. I9 Requirement
   9. Ready for Hire
   10. Hired and Closing the REQ
4. Completing the Student Employment Process
   1. Students need to submit the new hire packet and I-9 to HR/ Payroll, if they have not worked for ASU during the last 12 months (provide social security card or birth certificate or passport).
   2. Don't let the student start working before completion of all HR forms.
   3. Submit students record hours worked into on-line time sheet.
   4. Submit hours worked for bi-weekly payroll.

International students allowed to work on campus under the same rules as US citizens:

• Permanent Residents - Must have a "green card" as proof of employment eligibility. Visa classification is "IP".
• Applicants for Permanent Residency - Must have a valid Employment Authorization Document issued by the United States Bureau of Citizenship and Immigration Services (USCIS). Visa classification is "IA".
• Refugees - Must have a valid Employment Authorization Document issued by USCIS. Visa classification is "RE".

Student Employment for students with an F-1 visa:

• Students must be enrolled for at least 12 credit hours as an Undergraduate and at least 9 credit hours as a Graduate student. Only the International Students and Scholars Office (ISSO) can approve exceptions to this requirement based on documentation.
• Students are allowed to work 20 hours per week during the academic year and may not work more than an average of 25 hours per week (62.5 percent FTE) over a rolling twelve month period. This maximum applies to the combined total of all jobs, including hours associated with stipends paid for services. Employment during the summer is allowed only for students who intend to register for the subsequent fall semester (must be pre-registered).
• Students are allowed to work on-campus in Hourly jobs only – not Work-Study.
• Students may also work for the various employers located in the Memorial Union.

Last Day of Employment:

On-campus employment for F-1 students ends upon the "completion" of their degree program, which is not always the end of the semester. The completion date may occur at different times depending on the student's degree level and program requirements:

• Undergraduates - the last day of classes and in most cases the graduation date.
• Graduates - defense date or date of dissertation approval after defense, comprehensive exam date or result date, project defense, etc. whichever option the student has for the degree program to be completed. A letter from an academic adviser will suffice as proof for the completion date. (The ISSO keeps this on file).

However, if a student is taking a class which is required for the completion of the degree program during the same semester the comprehensive exams take place, then the completion date is the last day of the class and not the comps result date - which means, that even if the comps/result was earlier, they can still work until the end of the class.

The student should get clarification of their employment eligibility from the ISSO. If the student claims that s/he is eligible and you want to verify this, please send an email to the ISSO with the student's name and ID number.

Employment after the completion date is considered illegal and will cause the student to fall out of status!

Students with a visa classification other than F-1:

• Students must get clarification from the International Student Office if their current visa status allows them to work before applying for any position. ISSO will update the visa status record in the Student Information System if necessary.
• Once the student is set up in his/her job, it's the student's responsibility to maintain eligibility status and we do not continue to monitor the student's eligibility.
• For further information, please contact the International Student Office at (480) 727-4776 or issc@asu.edu.

The Family Educational Rights and Privacy Act (FERPA) allows students to access their educational records and limits the ability of others to access those records. FERPA applies to all records that fall within its broad definition of "educational records." Student educational records at ASU include all records directly related to a student that are maintained by or for ASU.

All university employees are legally obligated to protect the privacy rights of students and the confidentiality of educational records in accordance with federal law and university policy. For additional information on FERPA see university policies ACD 121: Privacy Rights and USI 107–01: Release of Student Information.

With regard to Student Employment, employers must ensure that all identifying information, including but not limited to, students' grades and GPA (Grade Point Average) are not accessed and used as screening criteria during the selection process. For most job postings, requiring a student's GPA is not permissible.

In general, ASU does not require a certain GPA for students to participate in Student Employment programs. However, students working under the Federal Work-Study program must meet the federal requirement for satisfactory academic progress.

A minimum GPA requirement can only be included in the job posting if the employer can justify how the GPA is related to successfully performing the job duties. Positions with a bona fide requirement for a certain GPA standard could include academic mentoring positions (tutors); leadership positions (RA's) and positions performing scientific research (lab aides). If a certain GPA standing or the completion of a specific class is required in the job advertisement, the student will submit unofficial grade reports or transcripts as part of the application process, so that the employer can verify the academic performance.

If you have any questions concerning student employment please contact Career and Professional Development Services at (480) 965-5186.

If you would like to request a presentation or training for your ASU department concerning student employment or federal work study, please contact our office at seo@asu.edu or (480) 965-5186.

• HR Recruitment Website Information
• General Presentation Information:
  • Discrimination & Harassment
  • Injury/Illness on the Job

Information for Current Off-Campus FWS Agencies:

• **The process to advertise a new Off Campus FWS job opportunity has changed, please contact SEO@ASU.EDU for instructions. Once details are received postings are generally prepared and active within 72 hours.
• The Off-Campus Work-Study Hiring Procedures document provides a general overview of the steps required to hire your applicants.
• After resumes are reviewed by your agency, please notify ASU of your interest in hiring or declining an applicant using the Off-Campus FWS Candidate Hiring Action Request form.  A submission must be received for each applicant the agency reviews.
• Agency must submit an Off-Campus FWS New Hire Authorization form for any candidate recommended for hire.  This form must be on file before the candidate’s hire can be processed.
• A student employee will continue employment from one academic term to another, i.e. Fall/Spring to Summer or Spring to Summer, unless the Agency notifies SEO they wish to discontinue the student’s employment or SEO notifies the Agency the student is no longer eligible for FWS.

Resources: Off-Campus Work-Study Manual

Information for Current Off-Campus FWS Employed Students:

• Student employees are responsible for turning in their own Time Sheets.  Time sheets must contain all signatures to be considered valid. 
• The Payroll Schedule lists all pay periods, time sheet due dates and respective paydays.

The Affordable Care Act (ACA) is federal legislation signed into law by President Barack Obama in March 2010. The law ensures that Americans have access to medical insurance they can afford—whether they get it from an employer, an insurance provider or the government. It also requires most Americans to have medical insurance by Jan. 1, 2014, and those who do not may have to pay a tax penalty.

Click here for more information.

All faculty, staff and student employees MUST complete the following training within 30 to 90 days from hire date to be in compliance with state and federal laws:

Review the Arizona Public Service Policy

Fire Safety and Prevention

Preventing Harassment and Discrimination

Title IX and Your Duty to Report

For Full-Time Jobs or ASU Career Link: Please contact ASU Career Services at (480) 965-2350, E-mail: careerservices@asu.edu

For Internships: Please contact ASU Career Services at (480) 965-2350, E-mail:careerservices@asu.edu

For Part-Time Jobs: Please contact Career and Professional Development Services at (480) 965-5186, E-mail: seo@asu.edu

For Kenexa/Brassring Issues: E-mail: Jira.KenexaSupport@asu.edu Include Job REQ Number and candidate name. You may need to screen capture the error you are receiving and attach it to the email.