51探花

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. 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.