Student Employment Office Staff Members
Affirmative Action and Equal Opportunity Policies
Student Employee Defined
Forms Needed to Hire a Student
Definitions and Codes
How to Request a Student
Interviewing Student Employees
How to Hire a Student
Hiring Students under 18
Hiring Disabled Students
Breaks / Lunch Period
How to Pay a Student
Updating a Student Hiring Form (SPAF, WSPAF, GASPAF, SSPAF)
Monitoring Student Hours / Earnings
Number of Hours Students Can Work
Reporting On-The-Job Injuries
Termination of Employment
Karla J. Shugart, Administrator, Student Staffing
Kathy Johnson, Student Employment Specialist
Employers must adhere to all applicable policies when recruiting, interviewing, and hiring student employees. Students who believe they have experienced employment discrimination based on any of the above mentioned circumstances should be referred to Equal Opportunity, Bouillon 205. All employment grievances based on discrimination are processed through that office & utilize the Affirmative Action Grievance Procedures.
Student Employee: A student employee is a person hired in a temporary role position on campus who is also enrolled at least half time (6 credits for undergraduate students, 5 for graduate students). See Summer Work Hours Eligibility for special summer definition, as summer can be treated as a break period, providing that certain conditions are met.
There are 3 main types of Student Employee:
Regular Student Employee - Students who work on-campus and are not awarded Work-Study. Employers pay 100% of the student's hourly wage. The vast majority of campus jobs are regular jobs.
Federal Work-Study (FWS) - Students who are awarded FWS by the Student Employment Office. FWS is a federally funded financial aid program that usually pays 65-75% of a student's hourly wage. The wage rate must be based on job duties and the current rate for similar positions. Non Washington State residents will be awarded FWS unless there is a compelling reason to award SWS instead (see below).
State Work-Study (SWS) - Students who are awarded SWS by the Financial Aid/Student Employment Office. SWS is a state funded financial aid program that pays 70% of a student's hourly wage. Per program rules, SWS wages must be comparable to on-campus civil service wage rates. These wage rates are set by Student Employment and are determined by comparison of the Job Description to the WA Dept. of Personnel position classification tables. Typically SWS is awarded to Washington State residents, and priority consideration will be given to those who find jobs related to their major/minor or career goals, high demand or high skill level jobs. SWS may also be awarded if FWS funds are exhausted. A very small number of non WA residents may be awarded SWS for SWS special projects under very limited circumstances.
Because Work-Study Funds are limited, many qualifying students do not receive an award. Awards are made to students on a first-come, first-served basis. Please see details. Most students are hired through the Regular Student Employment Program using departmental funding.
ALL students must complete a Pre-Employment Authorization forms packet (contains I-9, PERS form, and CWU Drug and Alcohol Policy information, and a payroll designation form) before working at CWU for the first time.
Students working on the main Ellensburg campus complete forms at Student Employment in Bouillon 140. CWU Center supervisors must complete all applicable forms with the student. International students complete the necessary I-9 forms at the Office of International Studies and Programs.
CWU Center supervisors may download all forms listed below from the Student Employment web site. Please click Online Forms on the menu to the left to go to the download area. Supervisors on the Ellensburg campus should send the student to Student Employment to complete the Pre-Employment Authorization forms.
I-9 Form - Student Employment will complete this form with students, except for students hired at CWU Centers. Center supervisors should complete this form with the student. The student completes their section and shows appropriate identification. Students can use any of the acceptable pieces of identification listed on the back of the I-9 form that they wish to use. By law, the employer cannot specify which documents they will accept. The student must present ORIGINAL, unexpired documents. Human Resources (or Center staff) views the documents and completes the remainder of the form.
The I-9 form only needs to be completed once (properly) for all the years the student will work at CWU UNLESS there is a lapse in at least half-time enrollment of more than one quarter. Students who do not enroll at least half-time for more than one quarter must report to Student Employment for updating or re-certification before working again on campus.
PERS Statement - Optional form for student to complete if they are enrolled full-time and wish to work more than 69 hours per month. This form only needs to be completed once for all the years a student works on campus.
Background Inquiry Form - Effective Spring quarter 2012, criminal background checks are required for all new student employees, and current student employees who change jobs and have not previously had a background check. Once students authorize the background check (either by signing the authorization form or logging onto HireRight (a third-party vendor) and completing the authorization process on-line) may begin working. If there is an issue with the background check, staff from the Student Employment office may contact the department as necessary. The background check typically takes one day but, on occasion, may take up to a week.
Student Personnel Action Form (SPAF) - Downloaded and printed by the supervisor and completed by both the student and employer. This is the main hiring document. The form contains all information needed to add the student to the payroll system. A new form is required for each job. The academic year hiring form is effective only through the end of spring quarter, and expires on June 15 at the latest. If the student is hired to work over the summer, a separate Summer SPAF must be submitted. The form MUST be signed by the departmental Appointing Authority. You are responsible for making sure that the form is filled out properly, signed by the proper Appointing Authority in your area, and that all accompanying forms are submitted. You should never allow a student to begin working unless the form has been completed and you have confirmed that all other pre-employment processing (I-9 and background check) is complete. It is the responsibility of the supervisor to make sure hiring forms are done before allowing the student to work.
Combo Code (Budget Code in PeopleSoft FMS)
This is the budget code on the student hiring form that specifies what funding source the student will be paid from. The entire combo code consists of the 5-digit department code, the 8-digit Project ID code, and the one-digit Operating Unit code. Please make sure this code is correct for your area and clearly written. Incorrect or incomplete codes will necessitate correction follow up and greatly slow processing. The FMS Account code for student wages is 51815, and is assumed on the student hiring form. You do not need to fill it in on the SPAF, and is the same for nearly all student employees.
Person authorized to approve hiring decisions for specified area/department and to authorize wage expenditures from the combo code you are using to pay the student.
Student Personnel Action Form (SPAF) Packet
The SPAF is printed from the on-line forms page on the Student Employment website by the employing department. This download area contains *all required hiring documents that employers and students must complete prior to working on the CWU campus.
NOTE: Work-Study Personnel Action Forms (WSPAF) are only available at Financial Aid-Work Study, Barge 103. Work Study is a need-based financial aid award and not all students are eligible.
Special Note for CWU Centers: CWU Center supervisors must print all necessary forms and complete them with the student, then send them to Student Employment. It is highly recommended that you fax or scan/email the forms to us while the student is with you. This allows us to review and correct the forms if necessary; this saves valuable time by avoiding return of the forms for completion.
Identifies the category of Student Employee earnings in the payroll system. Click here for a listing.
Part of the budget "combo code." On hiring forms write in the Department Code, the Project / Grant ID, and the Operating Unit. Contact the Accounting dept. for assistance in identifying your number. (On the full combo code that includes Account, student wages are always 51815 for the last part of that number, and is assumed on student hiring forms, so you do not need to fill out this number. You will see it on your labor distribution reports.)
Time frame defining the days covered by each pay check. CWU has two Pay Periods per month: 1st - 15th (paid on the 25th) and 16th - the end of the month (paid on the 10th of the following month). See the payroll schedule and click on the current Calendar on the left menu for details.
Project / Grant ID Number (PeopleSoft FMS)
The second part of the combo code cluster required on the SPAF and other hiring documents. It identifies the specific "pot" of money the student will be paid from. As of 7/1/2008, the Project ID number is an 8 digit number.
A one digit code that identifies the area(s) of the university that this expenditure will support. It does not identify the area where the employee is located, but rather who they serve. For example, if your student employee will be staffing a counter that will ONLY serve people located in Ellensburg, then you should use a "1" for the code. If this same student also serves people from other areas, such as one or more CWU Centers, then use a "0" for the code. Please contact Budget if you need assistance in determining your Operating Unit code.
Time Keep Location
A 3-digit code assigned by Payroll Office; this number is not the same as your building or room number. Identifies your department / location so Payroll knows where to open the Rapid Time Entry window for Timekeepers or to send the Time Report.
Rapid Time Entry
On-line process in the payroll system to submit student work hours for payment. Time Keep Location code determines where the Rapid Time Entry panel will be accessed and controls which employees appear.
Printed by the Timekeeper from the Rapid Time Entry panel as a physical record of time submitted.
Available after payroll has run and printed as a physical record of time submitted. The payroll supervisor emails departments after payroll has confirmed to let Timekeepers know they can run this report. Timekeepers should carefully check this report to make sure that the time that will pay is the same as the time that you intended to submit. If you catch any errors on this report, please notify the Student Employment office (or Financial Aid-Work Study if it involves Work Study). The RTE report allows you to see if the time you intended to pay is what in fact, will pay.
An hour-by-hour record of time a student worked. Do not cross pay periods on a single Time Sheet; only ONE pay period should be listed on a Time Sheet. The timesheet must be completed and signed in ink by both student and supervisor. RETAIN in department records for audit purposes. IMPORTANT: In almost every case of alleged Time Sheet fraud, the employee had access to the Time Sheet after it was signed. Protect your student employee from the risk of suspicion or temptation; NEVER allow the student to have possession of the Time Sheet after it is approved.
Contact the Financial Aid-Work Study office (Barge Hall, Room 103 or 509-963-3008) with Work Study questions or concerns.
When submitting a Student Personnel Action Form (SPAF) or Work-Study Personnel Action Form (WSPAF), the department is responsible for making sure the correct Appointing Authority signature is on the form.
Effective Winter Quarter 2013, on-campus student jobs (Ellensburg and the Centers) are posted in PeopleAdmin (PA) on the Human Resources Jobs page.
All student jobs must have a Job Description and must list the JD# on the hiring form. You can submit a request for a new or current job via PeopleAdmin. You should find the PeopleAdmin posting process somewhat similar to the previous posting process; you enter job information on-line into specific fields. Most student jobs have been uploaded into PA and are in “Draft” status; if you know the job number or title, we can help you find any job. Contact Student Employment if you need immediate assistance. (NOTE: We will be scheduling training on how to submit a job posting.)
Employers are not required to post jobs but you are encouraged to do so. You may have a sufficient applicant pool through direct inquiry from students, but it would be easier to find qualified students and for them to connect with you if you post your jobs on-line. You will have a larger applicant pool from which to select and you avoid confusion regarding qualifications, job duties, wage, etc.
Remember: Even if you do not post the job on-line, you must adhere to the University's Affirmative Action Policy and practices when recruiting and/or hiring students and avoid prohibited pre-employment inquiries (see information below).
Supervisors must avoid any Prohibited Pre-Employment Inquiries as outlined in WAC 162-12. Interview questions should be based on job duties and necessary qualifications, and the same questions should be asked of all applicants. Be sure to avoid any questions regarding gender or age bias or other inappropriate inquiries.
Procedures: Click here for more information on checking credits.
First, ask if the student has the Pre-Employment Authorization Card (PA Card), which is a yellow NCR copy of a 1/3 cut page, and displays the Student Employment stamp in special ink. This was implemented in 7/01 and is an added service to students and employers. If your student has the PA Card, then the only form you need to complete is the SPAF.
If the student has lost the PA Card, you can call (509-963-3053) or email Student Employment to verify that the student has completed the Pre-Employment packet (which contains I-9, and PERS forms, plus the University Drug and Alcohol Statement). The student can get a duplicate card from Student Employment; if the SE office tells you the student has one on file, you don't need to actually see it. Do not keep the PA card. It should be retained by the student.
Complete the employer section of the SPAF and have the student complete the student section. The student Social Security number is not required in the "Student" section because it is collected through the I-9 form. On-line forms are downloaded by the department, completed by the student and department, and forwarded to Student Employment for data entry and filing purposes only. Make sure that you and the student thoroughly read the Instruction Sheet before you fill out the SPAF form.
Verify that the student is enrolled at least half-time (6 credits for undergraduate students; 5 credits for graduate students enrolled in a graduate degree (MA, MS) program) by checking their enrollment for attempted credit hours. Please contact the Registrar if you need access to check credits. Use "Term History" rather than "Unofficial Transcript" to minimize the system resources load.
The number of credits determines whether the student qualifies for student employment and, if they do, how many hours per week they can work. Students enrolled full-time can work up to 19 hours per week (see section on student hours for complete details). Students enrolled less than full time are limited to 69 hours per month - about 15-16 hours per week depending on the number of work days in the month.
Click here for an easy tutorial which will help you determine the maximum number of hours per week the student can work and does the work of interpreting the regulations for you!
If the student has not worked on campus before and does not have the PA Card, have them visit Student Employment to complete the I-9 and PERS Form. If you are at a CWU Center, please complete these forms with them IF you are SURE you know how to complete the I-9 form properly. The INS fines employers very heavily for incorrectly completed forms.
Students only need to complete the PERS form once for all the years they work at CWU. Staple all other forms to the SPAF and submit them together to Student Employment. Give the student a copy of the University Drug and Alcohol Statement if they have not already received one in their PA packet. Supervisors at CWU Centers should complete the I-9 with the student at the time of hire and forward it to Student Employment. Please fax or email a scanned copy with the SPAF before the student leaves your office, if possible, so we can help you to fix any errors before you mail it.
Hiring forms received by Student Employment after the 1st day of a pay period may not be processed in time to appear on the Time Report for that pay period. If it is not processed in time, it will delay the student's first pay check by one pay date. If the Timekeeper is able to enter the student's hours for the student for the first pay date, the hiring prom was processed and the student will receive a check on the regular pay date.
(NOTE: Employers must notify students of this delay at the time of hire so they can plan their finances accordingly.)
Employers are responsible for knowing and correctly stating all information requested on the Student Personnel Action Form (SPAF). Incomplete or inaccurate forms are returned to supervisors through campus mail. This will delay when the student can be placed on the payroll.
The Student Employment web site does not list all policies relating to employment at CWU, but rather gives general employment guidelines and information specific to student employees. Please contact Student Employment if you have questions not addressed in this manual.
If you are hiring a student under the age of 18, you must be aware of special conditions involved in hiring a minor. Full details on hiring a minor are available on the WA state L&I website.
How to hire a minor:
Supervisors must not discriminate against a disabled student applicant or employee who is otherwise qualified to perform the essential functions of the job. Reasonable accommodation must be made to employees, provided such accommodation does not create undue hardship on the conduct of the University's function. Contact Disability Services for guidance in determining reasonable accommodations for disabled students.
Employers must ensure that students have a clear understanding of their duties & responsibilities prior to beginning work. Hiring a student is a responsibility which requires planning by the employer. It is imperative that you inform the student of office procedures such as, safety rules, what to do in an emergency situation; how to respond to a fire alarm; where the first aid kit, fire extinguisher, and other safety equipment is located; make sure they are aware of evacuation routes and procedures; etc.
Students should understand the hours they are expected to work, how requests for time off are handled, how/when to call in sick, departmental dress code, etc. Employers must also provide basic information, such as the location of restroom, where coats & personal belongings should be kept, departmental policy regarding beverages/food at the work station, etc.
In many cases, this may be a student's first work experience. A clear understanding of expectations set forth at the beginning helps prevent misunderstandings, and the necessity for taking corrective action. Communicating regularly with your students greatly helps both of you.
Praise your students often when they do a good job. This will encourage them to do their best, and when you need to correct them, they are less likely to resent it. They won't be inclined to feel like the only time they hear from you is when you have complaints about their work.
Dealing honestly and promptly with inappropriate behavior problems can often stop bigger problems from developing later. Don't assume they somehow "know" you are happy or unhappy with their work - tell them. They cannot know how you judge their work unless you tell them. When correcting an employee, do so privately and in a civil manner that respects their human dignity. Do not humiliate them by reprimanding them in front of other employees or the public. In short, treat them the way you would like to be treated if you were in their place.
Students working at least four consecutive hours must be allowed to take a paid break of at least ten minutes for each four hours they work; the break should fall approximately half-way through each four-hour shift.
Students working more than five consecutive hours must be given an unpaid lunch break of at least 30 minutes. This break is in addition to the paid break.
Breaks and lunch periods may not be accumulated and taken at the end of a shift (such as not taking a break & leaving early). Breaks are intended to provide a rest period during a shift in order to promote safety and productivity. Breaks and meal periods are regulated by Washington State rules: WAC 296-126-092.
Please read the university procedure on paying a student. After the student has been approved to work, provide them with a time sheet. Time Sheets are printed from the HR website. MAKE CERTAIN that you have completed a hiring form with the student and that it has been sent to Student Employment.
You are responsible for informing the student that their first pay check will be delayed if the hiring forms are received after the beginning of the payroll period. For example, if you start a student working on the 19th, you must have the completed and signed SPAF to Student Employment by the end of the day on the 16th in order for the student to receive a check on the first payday, the 10th. (In addition, the student must have completed all of their paperwork, such as I-9, background check authorization form, PERS waiver, etc.) If the 16th falls on a weekend or a holiday, the deadline is the last working day BEFORE the 16th.
If the form is received after the first day or the pay period, the 19th in this example, you MUST notify the student that they will miss the payday on the 10th, and their first check will be on the 25th of the next month and will include hours worked from the 19th of the first month through the 15th of the next. Assure the student that all hours worked will be paid. Students are usually okay with waiting a pay period for their first check, IF they know about it and can plan their finances. But, as you can imagine, it would be very difficult to budget if they did NOT know about the delay.
Make sure the student knows to sign the time sheet, and when the time sheet must be submitted to their supervisor (normally the 15th and the last workday of each month). It is the student's responsibility to submit the time sheet to their supervisor by the department deadline, and the supervisor's responsibility to make sure that they follow instructions. Late time sheets will be paid on the next regular payday. Departments may contact Payroll for special instructions in a hardship situation. Follow Payroll office instructions for submitting hours from a prior pay period. Late time sheets are a supervisory problem and should be handled as such. You should take corrective action if your student employee submits late time sheets without a really good reason - especially on a recurring basis. It causes extra work for you, for your office support staff, for Student Employment, for Payroll, and for Student Financial Services. Train your students to turn in their time sheets on time every time, to sign them in ink, and cross out and initial any changes before they give it to you.
At the end of each Pay Period, the supervisor must:
Do not allow the student to handle their time sheet after the supervisor has signed it. Protect your student employees from the risk of suspicion or temptation.
The Timekeeper will enter the time on Rapid Time Entry panels or transfer hours to a Time Report.
If the student's name does not appear on the Rapid Time Entry panel, contact Student Employment to find out why the student's name did not appear. DO NOT send the student to find out why they did not appear on the payroll; the department must inquire. In most cases the reason is that the SPAF was submitted late (or not at all) to Student Employment for the student, or there was a problem with it or a system glitch. Remember that a new SPAF must be done for each summer and academic year. If the submission deadline has been missed, the time sheet must be submitted as soon as possible with a Pay Request to Student Employment; the student will normally not be paid until the following pay period. Students who turn in late time sheets must wait until the next regular payday, and the department must submit these late hours per Payroll office procedures.
Employers must proof all pre-printed information on the timesheet and/or Rapid Time Entry Panel for errors. Report errors to Student Employment as soon as possible so that we may correct the data. We will appreciate the chance to correct the data.
Student jobs cannot be set up to automatically split payments between two or more budget codes. If a student has more than one payroll assignment, the Timekeeper must ensure that hours are placed on the correct line. Pay particular attention to Earn Code. Hours intended to be paid on Work Study must be paid on the correct line. Student Employment will not correct earnings if Work Study hours are placed on the wrong line. However, we will correct earnings if the problem was caused by Student Employment data entry error or a system or similar type error. Contact the Payroll office if you need to request that wage expense be moved from one Project ID to another Project ID. If the student has reached their maximum earnings on Work Study, excess hours will automatically switch over to regular student employment at the Work Study wage rate. Hours that exceed the maximum may be manually divided and placed on a separate line by the Timekeeper.
Employers may not add a name to the Time Report for a Work-Study student, or change existing information. Student Employment must verify data and sign off on changes before forwarding to Payroll. Changes not signed by Student Employment will be rejected by the Payroll Office.
Click here for a copy of the SPAF / WSPAF Update form
Use this form to submit all changes and/or corrections to a previously submitted SPAF or Work-Study Personnel Action Form.
Changes and/or corrections must be received by Student Employment by the FIRST day of the Pay Period in which the change is to take effect. We cannot change data retroactively. We will accept only one wage change request per employment period (summer or academic year) and the change must effect at least one whole pay period. We encourage you to make a substantial wage increase at the beginning of an employment period or once during the year rather than attempting to make small changes more often.
Late submissions will not appear until the following Pay Period.
Click here to view and print the current Payroll Schedule on the Payroll website.
It is the employer's and the student's responsibility to ensure students do not exceed the number of hours they are allowed to work. Do not schedule (or allow) students to work beyond these limits.
Employers must ensure that Work-Study students do not exceed their per term award amount. Once the student earns their full term award, they can continue working if a Regular Student Employment Personnel Action Form (SPAF) is submitted PRIOR to scheduling additional hours. Forms can be downloaded here.
Per federal law, employers must pay students for all hours worked - no exceptions.
The totals listed below include all on-campus jobs combined. See the easy Hours Tutorial! Just answer a series of yes or no questions and find out how many hours per week your student can work.
The totals listed below include all on-campus jobs combined.
Full-Time Students (12 or more credits, 10 if a graduate student):
Can work 19 hours per week while classes are in session, and 40 hrs/wk during breaks. Students may begin working their increased hours during breaks immediately after they complete their last final exam. Special Note: All students EXCEPT international students may average their hours over a calendar month. So, for example, they could work 20 hours one week, 18 the next, etc. as long as they do not exceed the 19 hour per week average. International students have an absolute per week limit due to their special visa status. (See Summer section for special summer hours)
Less than Full-Time Students (6 - 11 credits, 5-9 if a graduate student):
Are limited to 69 hours per month during ALL months, including breaks.
If a student drops below full time credits within a term, the 69 hrs/month limit applies, beginning with the month they drop.
Dropping below full time credits during any term of the academic year may affect the number of hours a student can work during SUMMER. See Summer section.
All student employees must be paid on an hourly basis except for certain established salaried positions. Employers may set the hourly wage for all students except State Work-Study student employees. Per program rules, State Work-Study wages are set by Student Employment, and are comparable to civil service rates.
Wages should be based on skills and qualifications required for the job. It is not appropriate to set an hourly wage based solely on student status or Work-Study eligibility. The minimum wage in Washington state is established each year on January 1. Please check for the current minimum wage in Washington state.
If a student works in excess of 40 hours in one week (Sunday - Saturday), they must be paid the standard overtime rate. Overtime is not allowed for student employees except during breaks. If a student is employed in two or more departments, the department that works the student beyond 40 hours in the week is the department that is responsible for paying the overtime.
Students cannot be paid overtime through the Work-Study Program. Overtime must be paid as Regular Student Employment.
Employers are prohibited from accepting volunteer hours from their paid Student Employees, per the federal Fair Labor Standards Act.
Volunteer hours cannot be requested/suggested, or otherwise solicited by employers. Students cannot be pressured or coerced in any form to volunteer. Students cannot receive any real/implied, present or future reward/penalty for volunteering or not volunteering hours.
Employers may accept volunteer hours when: They are offered of the student's free will, AND the student is not otherwise employed by the department doing similar work, AND the student is not employed anywhere on-campus doing similar work, AND the student does not have a Work-Study position in that department.BACK TO INDEX
Students are paid twice per month, on the 10th and 25th (same as staff and faculty). Student Personnel Action Forms (SPAF) and Work-Study Personnel Action Forms (WSPAF) are due by the first day of the pay period in order to be included on Rapid Time Entry for that Pay Period. Students whose forms arrive after the deadline will have a delay in the first pay check by one pay date. Students who do not have sufficient enrollment or a current I-9 form on file will not be placed on payroll even if the hiring form is received by the deadline. Employers are responsible for ensuring that students are aware of this delay. See the payroll schedule for specific dates.
Pay Period Pay Date
1st - 15th of each month pay date is the 25th of the same month
SPAF / WSPAF Forms due by the 1st
16th - 31st of each month pay date is the 10th of the following month
SPAF / WSPAF hiring forms due by the 16th
If the 10th or 25th falls on Saturday, payday is the day before (Friday); if on Sunday, payday is the next day (Monday).
Students will have direct deposited funds available ON payday, NOT BEFORE! Students who elect to have paychecks mailed will receive their check through US Mail. Special pay checks may be picked up at the Cashier's Office with picture ID in the Cashier area in Barge Hall, Room 104. Students must show a photo ID.
Students are encouraged to arrange for direct deposit by contacting the Student Employment office (Bouillon, Room 140) or Payroll (2nd floor of Mitchell Hall.)
Supervisors should offer on-going verbal feedback about a student's job performance (so they can assess their strengths & weaknesses). If unsatisfactory work or behavior is identified, supervisors should speak to the student immediately, offering suggestions and an opportunity to improve. They won't just somehow "know" unless you tell them! Written performance evaluations are not required for Student Employees. However, they are recommended as good practice.
If a student employee is injured on their on-campus job, the injury should be reported to you immediately. Please provide the student with a Campus Accident Report Form. After the student completes the form and returns it to you, forward it to Environmental Health and Safety (EHS) at mailstop 7425.
As an employee of CWU, students are covered by Worker's Compensation Industrial Insurance. This insurance will cover all medical expenses associated with work-related injuries and may cover lost wages if the student can't work because of injuries.
Contact EHS at 509-963-2252 if you have questions about Worker's Compensation or safety concerns.
Student Employees are hired on a temporary basis. The student or supervisor may terminate the employment at any time. Advanced notice is not required by either party. However, it is considered good practice to give two-weeks notice.
In terminating a student's employment, supervisors must insure they do not violate the University's Affirmative Action Policy, and that the termination is handled in a manner that respects the student's dignity.
Supervisors are responsible to verify that student employees return keys or other University equipment/supplies when employment ends. In addition supervisors are responsible to end computer access and verify that electronic key access has been terminated when student employment has ended.
What is Work-Study?
Please contact the Financial Aid-Work Study office for Work-Study questions or concerns.
As of December 26th, the Student Employment office is located in the main office Human Resources, BoNew Location For On-Campus Job Board
Effective Winter Quarter 2013, on-campus student jobs (Ellensburg and the Centers/Sites) are postedMinimum Wage Increasing - January 1, 2013
Washington's minimum wage increased to $9.19 on January 1, 2013.