51探花

Yes. This is to ensure that the 51探花 is following fair hiring practices and that all students are treated fairly regarding employment. The Hiring Manager will post hourly student employment positions in the electronic recruitment system (Handshake), screen and select qualified applicants, and notify the selected applicants of an employment offer via email.

The most common reason is that the account is in inactive status, or the account is pending. Once you create an account, it may take up to 5 business days for approval as all new accounts are carefully vetted. Please contact the 51探花 Center if you have any questions or concerns.

Your username is the email address you used to create the account. If you forgot your password, you will need to click on the 鈥渉elp鈥� link on Handshake.

If a position/job has been CLOSED for longer than 30 days, a new job must be created. The easiest way is to use the copy/duplicate job option when you are reviewing the job.

If a position/job has been CLOSED for longer than 30 days, a new job must be created. The easiest way is to use the copy/duplicate job option when you are reviewing the job.

Yes, the minimum document requirements for each student to apply is a resume and employment application.

Contact us via email student.employment@unt.edu or call us at 940-565-2105 and we will send you an employer guide.

Yes. Starting spring 2020 offer letters will be mandatory. The Hiring Manager will notify selected candidates of an employment offer via email. The required offer letter template is located under resources. You can add to it but not remove any verbiage currently on the offer letter. The student candidate will reply to the email or sign that they have received it. The supervisor will keep a copy of the offer letter for the student records.

Yes. Criminal history checks must be performed on all Hourly Student Employees in security-sensitive positions. UNT has deemed the entire university and its property as security sensitive.

The criminal history check must be cleared BEFORE the student鈥檚 first day of employment. ePARS will be rejected or delayed if the criminal history check is not completed.

Due to the new DPS system it literally just minutes and we鈥檝e gone paperless it literally takes minutes. We will process the background check prior to the student employee I9 verification. If there is an adverse finding on a background check it must be resolved BEFORE the I9 can be processed. You will be notified via email immediately if this happens.

Yes, the student may contact the 51探花 Center and set up an appointment to appeal.

No, BUT the 51探花 Center needs to be notified that this student has an existing criminal history check with Risk Management. Please attach the official authorization from Risk Management to the ePAR.

Contact our office either via phone or email. 940-565-2105 or student.employment@unt.edu

We maintain a database of cleared criminal history checks. Our database is audited by Texas DPS about once every three years. Once audited, all criminal history check forms are destroyed, and the process starts over for all student employees. We will send out a communication with supervisors once an audit has been conducted.

UNT Policy 05.025 was adopted to respond to the Affordable Care Act requiring all employers to provide health benefits to employees working more than 30 hours per week. The university looked at payroll records, student employee work history and other factors to determine that 25 hours per week would be the maximum number of hours for hourly student employees. This number keeps UNT fiscally strong in response to the Act. Read more about this decision in the 51探花 Hourly Student Employment Policy Statement.

• College Work Study student employees are limited to 25 hours per week during the fall, spring and summer semesters, and up to 40 hours per week during breaks.
• Work Study students who have funds left on their spring award can continue to work up to May 31st.
• Hourly student employees are limited to 25 hours per week during the fall and spring semesters. They can work up to 40 hours per week during breaks.
• Graduate research students may not work more than nineteen (19) hours per week.
• Undergraduate research students are limited to 25 hours per week during the fall and spring semesters. They can work up to 40 hours per week during breaks.
• International students are subject to the terms and conditions of their visa/work authorization status and may not work more than a total of twenty (20) hours per week except as authorized by UNT Policy 05.010. During Winter break and Summer IF the international student is NOT taking any classes (including online), they can work up to 40 hours per week. A graduating international student cannot continue to work their on-campus positions once their classes are complete unless they are enrolled in another program.

鈥婳ther limitations may apply when combining different student employee work categories.

NOTE: Policy clearly states that student employees shall not work during posted class times or test times even if the class was canceled or released early. This applies to summer classes as well.

The university must comply with posted beginning and end date on the class schedules. Reading Day marks the end of the class schedule. When the class schedule ends and the exam schedule begins, the student and supervisor must comply with exam schedule only. The student may work anytime that does not conflict with a posted class or exam time.

The 51探花 decided that the hourly student employees are to work no more than 25 hours per week.

Yes. Whether it鈥檚 an internship or not, if it鈥檚 an hourly student employment job code it鈥檚 affected by the policy and they cannot work more than the weekly hour limits between the two jobs.

No. Student employees shall not work during posted class times or test times, even if class is cancelled or released early.

Every semester all student employees must provide a copy of their schedule to ensure they are not working during class and meet minimum enrollment requirements. If the student has a schedule change, it is the student鈥檚 responsibility to notify their supervisor. The supervisor must keep a copy of the most updated class schedule.

Both the student and the supervisor will need to monitor shifts to ensure student employees do not exceed their maximum hours. Both student and supervisor are responsible for policy compliance.

Yes. You can utilize Web clock or electronic payroll with success. Regardless of the timekeeping method, it is the responsibility of the student and supervisor to ensure students do not exceed the number of hours worked each week. Contact the time and labor department to set up the online timekeeping process. WORK STUDY student employees 鈥� Financial Aid has a payroll template to assist supervisors in keeping track of hours and funds so that students do not run out of funds during the semester.

Rate of pay: Student employees must be paid at least minimum wage but may receive a higher wage depending on qualifications and department restrictions. Hiring managers must attach a justification in the form of an email, comment or letter to the applicant鈥檚 ePAR for pay rate of over $15/hour for work study and for pay rate of over $20/hour for all other hourly positions.

Yes. The student can hold more than one job but cannot exceed 25 hours per week between the two jobs. This includes both work study and non-work study jobs.

Yes, as long as the student does not go over 40 hours between the two departments.

No. Hourly student employees do not have to be enrolled in summer classes, but they need to be enrolled for 3 credit hours minimum in the spring or be registered for at least 3 credit hours in the fall.

Work study students must be enrolled in 6 credit hours at any time they are working. This includes fall, spring and summer.

If a department wishes to retain a student employee after they have completed their studies at UNT, the department must follow the HR criteria for hiring a non-student employee immediately upon the student鈥檚 graduation. Please see the document for help with hiring a non-student employee.

The 51探花 Center is authorized to audit Hourly Student Employee records to ensure compliance with this policy and applicable federal and state laws. Any Hiring Manager who fails to comply with any provision of this policy is subject to disciplinary action, up to and including termination as outlined in UNT policies 05.033 and 06.025.

Breaks for employees are no longer a policy but a constant practice of the university. Part time employees (student employees) are allowed a 15-minute rest break (on the clock) after four (4) continuous hours of work鈥� and that 鈥淚f a student works an eight-hour shift, he/she is entitled to one (1) hour off the clock for lunch, minimum break is 30 minutes break off the clock鈥� at the supervisors discretion.

A long semester is the traditional 16-week academic semester which includes the week of final exams. The break begins after the final exam week is over and the break ends once the new semester begins. For example, winter break is the period of time that the students take off during the months of December/January between the fall and Spring Semester.

You should counsel the student first, explain that they agreed to the hours/terms of the student position and now cannot seem to commit to their obligation. Has something happened that is preventing them from working their agreed upon hours/duties? Is there something else going on that maybe the CARE team should be made aware of?

1. Counsel/talk to the student to find out what鈥檚 going on and try to work it out. Make sure they understand they will have consequences if they continue missing shifts
2. Verbal warning with understood consequences
3. Written warning with consequence or action plan
4. Termination is the last resort

Always make a record of all 4 steps.

Per the Human Resources department, the best practice is to put in the termination ePAR as soon as possible.

Hiring Managers must attend mandatory training at least once every two (2) years, or if there has been a policy change.

Yes. Student Employees must complete New Student Employment Orientation  through Learning Bridge and within the first 7 days of employment during work hours. Training will include, but is not limited to, UNT policies on ethics, FERPA, nondiscrimination and sexual harassment, sexual assault, applicable employee-related insurance programs, and all other policies referenced in this policy. This orientation is paid time.

Graduate student instructors are salaried and hired through Academic Resources.  UNT generally does not allow graduate students to work remotely outside of Texas due to various reasons such as verifying state labor laws, it would be very rare for UNT to approve one. If they will be working remotely in Texas and outside of the DFW region that needs to be approved prior to their I9 being verified, this is a rule per the system Talent Acquisition team as they are the only ones allowed to process remote I9s. This has been updated as we have moved out of the COVID restrictions. UNTS Payroll has been doing audits and reviews of those working remote as we are not incorporated in every state and per Payroll we cannot approve remote work. This is more driven by federal and state laws to ensure Compliance.  鈥� Academic Resources | Office of the Provost and Human Resources.

Undergraduates:  Remote Work is allowed but it is department specific and should only work in the state of Texas as there are different tax stipulations in other states. A remote work request is mandatory and must be completed.  The 51探花 Center has NEVER been allowed to process out-of-state/area I-9s. HREmployment@untsystem.edu are the only ones to do so.

 A student working remotely (graduate, hourly or work study) is required to complete an UNT Student Employee Telecommuting Form:

 Hourly 鈥�

Salaried Graduate 鈥�

You may also want to check with your HR Business Partner to see if these are part time or full time positions within the university as opposed to student employment positions.