Date: October 1983 (revised)
I. APPLICABLE TO:
All departments and all student employees.
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.
It is the policy of the University to provide employment opportunities for
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.
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:
1. For institutional Payroll (IPR) employment, students must
be matriculated and
currently registered for nine (9) credits.
2. For College Work Study Program (CWSP) student employment,
will be based upon the federal regulations governing the Federal College Work
work study program.
3. Graduate Students must be matriculated and registered
for a minimum of six (6)
b. During the summer recess:
1. 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.
2. 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.
3. 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.
4. 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
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
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
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.