The student employment program exists to provide the support necessary to allow University of Rochester students to engage in non-benefited hourly employment through the University. The student employment program also works with local, non-profit agencies to provide community service opportunities through the Federal Work-Study Program. The program handles the hourly employment process for all students matriculated in degree-granting programs who are not already employed through Human Resources in benefits-eligible positions.
It is reasonable for student employees at the University of Rochester to expect:
- To be treated fairly and equitably by their supervisor.
- To know what is expected of them concerning their work schedule, actual duties, and any other requirements made by the supervisor.
- To be informed about their work performance through ongoing discussions, including informal and formal verbal communication and performance assessments.
- To be paid in a timely manner.
- To be made aware of health and safety issues related to their role in the organization.
It is reasonable for student employers at the University of Rochester to expect:
- Quality performance from student employees in regard to the requirements of the particular job.
- Student employees to report to work in a timely fashion and follow the agreed upon work schedule.
- Timely notification from a student employee about adjusting work hours.
- Quality customer service.
- To be notified if someone is injured on the job.
- To be notified of an employee's limitations so that accommodations might be made.
Student Employment Handbook
- Section 1 – Conditions of Student Employment
- Section 1 provides the definition of a student employee at the University of Rochester, emphasizing their role as student first. Expectations for all University student workers are also provided in this section, including topics like appropriate behavior, attendance, confidentiality, dress, and work schedules.
- Section 2 – University Employment Policy
- The vast majority of University employment policies administered by the Office of Human Resources also apply to student workers. Section 2 provides information on policies pertaining to student workers which are administered by offices other than Human Resources.
- Section 3 – Wage Structure and Policy
- Section 3, the Student Employment Classification System (position categories and levels), provides the basis for setting salaries in the student employment compensation plan. Hiring ranges, pay increases, promotions, and other pay related considerations are also addressed.
- Section 4 – Classification Summary (Position Codes provided here)
- The three levels of student employment positions are defined in Section 4; as well as how the six categories of student employment positions are determined (classification examples are included). The three unique job characteristics that must be tracked for positions are identified - Community Service Positions, Patient Care Positions, and Age Restricted Positions. Position codes are also provided for employers.
- Section 5 – Recruitment
- Section 5 provides information on the process of recruitment, application options, and job posting. Guidance is also provided regarding interviewing and final candidate selection for open positions.
- Section 6 – Hiring and Termination
- Section 6 provides information on how student workers can complete their I-9 requirement and the hiring/termination process for employers using the Position Authorization Form.
- Section 7 – Timekeeping
- Section 7 provides an overview of timekeeping, including reporting of student work hours, completion of tax withholding forms, and the treatment of paychecks (direct deposit vs. mailing checks). Information regarding the employment of international students is provided in this section as well.
- Section 8 – Performance Expectations
- Section 8 covers addressing performance expectations and providing assessments, both of which are key to the success of student employees. Setting expectations, resolving problems on the job, correcting performance issues, and the grievance process for student employees are also addressed here.
- Section 9 – Using Strong Staffing/UR Employment Center
- Students who are no longer matriculated in a degree program at the University are not eligible for employment through the student employment program. Section 9 provides information regarding Time as Reported (TAR) and temporary positions through Strong Staffing; both options are available through the Human Resources office.
How to Find a Job
- Check the Job Board for open positions.
- Complete a job application and submit it to your potential employer via email.
- Follow up with the employer to verify that they received your application and to reaffirm your interest.
How to Complete an I-9
Before you begin working on campus, you must complete an online I-9. Part I of the I-9 must be completed at www.newi9.com.
You will need the following information when completing Part I of your I-9:
- Our employer code is 11968.
- Our employer location is 100000-Student Workers
(this option should appear at the top of the list for you).
- Once you submit the Part I online, you’ll be provided with a list of the acceptable documentation that you are required to provide to the Financial Aid Office to complete Part II of your I-9. When you have the original versions of your required documentation, contact the Financial Aid Office at (585) 275-3226 to schedule an appointment to have Part II completed. Appointments are available daily and must be scheduled a day in advance.
- Come to your scheduled appointment at the Financial Aid Office with all of your documentation. Remember that the documents must be originals, not copies. If you fail to bring your documents with you, your appointment will be rescheduled. Appointments should last about 5 to 10 minutes.
- Once both parts of the I-9 are successfully completed, you can start working!
Payroll Schedule, by academic year
NYS Wage Theft Prevention Act
Complete and attach the following document to the Payroll Authorization Form at the time of hire for student workers who have identified their primary language as: