This is a collection of resources for employers of student workers.
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.
Campus employers interested in posting Hourly or Work-Study jobs must use Kenexa/Brassring.
Any student enrolled for at least one credit hour at ASU may use the service. Students will submit application, resume, cover letter, and three references by following the instructions on the job posting. All job postings will be reviewed by the Student Employment Office within 3 business days and will remain advertised a minimum of 72 hours or until the posted Close Date advertised on the REQ. ASU is an Equal Opportunity employer.
Removing Job REQ
Reposting Job REQ
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 Student Employment Office does not verify student status, the credentials of an applicant, or the suitability of any person who responds to your advertisement. The ASU Student Employment Office 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 the Student Employment Office 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.
In order to meet the program's documentation and funding requirements, participating employers will be required to supply our office with the name and ID number of any student hired.
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 or employment agencies.
Student Employment offers a wide range of positions, which require different degrees of skill or experience. The student wage scale starts at $11.50/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.
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.
Current Pay Rate
effective July 12, 2021
|Job Level Descriptions|
|I||$11.50||$12.12||$12.00||$12.65||Duties are of a routine and simple nature; entry level. Requires direct supervision with relatively specific instructions. Little or no training or experience is required.|
|II||$11.66||$13.27||$12.17||$13.85||Duties are varied and less routine and involve a moderate degree of responsibility and judgment. May lead or coordinate activities of other student employees. Requires previous knowledge or skill and/or equivalent experience or training.|
|III||$12.42||$15.57||$12.96||$16.25||Duties are technical and complex and involve a high degree of responsibility and judgment. May supervise or direct activities of other student employees. A significant amount of specialized training or experience is required.|
|IV||$14.14||$50.00||$14.76||$50.00||Duties are highly technical and/or complex and involve a significant degree of responsibility and judgment. This classification is limited to teaching/research aide type work or those positions requiring highly specialized skills and/or technical knowledge.|
|Job Level Descriptions|
|I||Duties are of a routine and simple nature; entry level. Requires direct supervision with relatively specific instructions. Little or no training or experience is required.|
|II||Duties are varied and less routine and involve a moderate degree of responsibility and judgment. May lead or coordinate activities of other student employees. Requires previous knowledge or skill and/or equivalent experience or training.|
|III||Duties are technical and complex and involve a high degree of responsibility and judgment. May supervise or direct activities of other student employees. A significant amount of specialized training or experience is required.|
|IV||Duties are highly technical and/or complex and involve a significant degree of responsibility and judgment. This classification is limited to teaching/research aide type work or those positions requiring highly specialized skills and/or technical knowledge.|
ExceptionsThe 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.
International students allowed to work on campus under the same rules as US citizens:
Student Employment for students with an F-1 visa:
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:
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:
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 the Student Employment Office 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 email@example.com or (480) 965-5186.
Information for Current Off-Campus FWS Agencies:
Resources: Off-Campus Work-Study Manual
Information for Current Off-Campus FWS Employed Students:
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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:
For Full-Time Jobs or ASU Career Link: Please contact ASU Career Services at (480) 965-2350, E-mail: firstname.lastname@example.org
For Internships: Please contact ASU Career Services at (480) 965-2350, E-mail:email@example.com
For Part-Time Jobs: Please contact Student Employment at (480) 965-5186, E-mail: firstname.lastname@example.org
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.