Introduction to student employment at 泡芙短视频
Student employment helps you build skills, gain experience, and connect with mentors. About half of student jobs are funded through work-study awards, while the rest are supported by department budgets (Institutional Employment). Student employment at Fort Lewis College is a collaborative effort between Human Resources, Career & Life Design Center, Skyhawk Station, Financial Aid, and Payroll to support your success.
Find student job opportunities on , managed by the .
There are two types of student employment contracts that students can be hired through:
Students are paid no less than the current Colorado minimum wage and no more than the maximum amount as outlined in the Pay Plan. Students must complete New Student Employment Onboarding Workday Tasks within the first three working days, including verifying their eligibility to work in the United States. Information on acceptable documents to verify their eligibility is found on the .
The supervisor completes the hire student steps in Workday using the process found under our Workday Training website to create positions and hire student employees.
Students must complete their New Student Employment Onboarding through their Workday profile, including verifying their work authorization with Human Resources or their supervisor.
Work-study is a Financial Aid program that enables students to work and earn money to meet educational expenses. The program promotes part-time employment for students. It is designed for eligible students to pursue their post-secondary education. It is funded by institutional, state, and federal funds.
Although the needs of the on-campus employer are undoubtedly critical, they are not the foremost priority in the work-study program. Funds appropriated are intended to supplement rather than supplant other employment funds. Therefore, student employees may not be used to displace regular, non-student employees. The department will compensate for any work performed after the work-study funds have been exhausted.
In the case of Colorado No-Need Work-Study, all the above requirements apply, and the student must be classified as a resident of Colorado for tuition purposes.
Supervisors will indicate they are hiring Work-Study eligible students using a Work-Study Job Profile in Workday. Financial Aid will contact the supervisor if the Work-Study Job Profile is not selected when the student is eligible for work-study. Work-study awards will be rescinded if students fail to obtain a position by the deadline as outlined by the Financial Aid Office.
Supervisor responsibilities are:
If supervisors do not fulfill their responsibilities, they may be relieved of their supervisory duties.
Students seek employment through Handshake, 泡芙短视频 boards, and networking, independently with supervisors. Before posting their positions on , supervisors must know their department's short- and long-term student employment needs and the skills required of prospective student employees. Many students have considerable potential with little work experience.
Jobs are part of their educational process and may complement their academic work. Supervisors can teach valuable job skills and offer internships to facilitate career transitions. Carefully matching qualifications with job requirements enhances their employment experience.
Interviews are essential to ensure the student employee is suited to the position. Student employees have the option to be promoted to a higher-level position. Supervisors must ensure that promotional opportunities are posted on Handshake to provide equal opportunity for students to apply.
Please note that the pay rate should be communicated to the student according to the pay plan when hired. However, the student should complete all required onboarding through Workday within their first three working days.
Student employees accessing staff, faculty, administrators, and/or student records must know the Family Education Rights and Privacy Act of 1974 (FERPA) provisions and the confidentiality and information disclosure law, and complete the FERPA Training annually through the . Violating the right to confidentiality is serious and could result in liability to the institution. For positions requiring system data usage, please have student employees sign a Confidentiality Contract and submit it to Human Resources.
Student employees receive sick leave benefits under the Colorado Healthy Families and Workplace Act and are covered by Workers鈥� Compensation while on the job. Students are not eligible for fringe benefits such as retirement*, vacation, or paid holidays.
Students may qualify as eligible employees for specific reasons under . If students believe they qualify, they can apply through Fort Lewis College鈥檚 private plan through . Students can contact Human Resources for more information.
*Students who work while enrolled less than 1/2 time (less than six credits) will automatically be enrolled in a Student Employee Retirement Plan with TIAA that includes 7.5% of their pay automatically deducted from their paycheck and deposited into their account. Students can access their retirement account information at or by calling TIAA at 800-842-2252.
Paydays are every other Friday, and paychecks are mailed to the student鈥檚 mailing address on file with 泡芙短视频 unless they are signed up for direct deposit through payroll. Signing up for direct deposit is highly encouraged. Students can update their mailing address through Workday.
Some circumstances that justify involuntarily terminating a student's employment include violations of confidentiality, insubordination, poor work performance, habitual tardiness, and absence without prior notice or approval. If the student is not performing satisfactorily, supervisors should discuss issues with students and attempt to assist in an effort to improve the student's work performance. Supervisors must clearly explain their expectations and allow students to ask questions and receive clarification.
In all cases of involuntary termination, the notification must be in writing, and records must be sent to Human Resources for the student鈥檚 employee file.
Fort Lewis College is committed to creating a work environment where all faculty, staff, students, and community members are treated with dignity and respect. Each employee should have an opportunity to work in a professional space that allows them opportunities to participate and contribute to the strategic vision and be valued for their skills, experience, and diverse perspectives. Fort Lewis College prohibits discrimination and/or harassment against any person based on disability, race, creed, color, sex, sexual orientation, gender identity, gender expression, religion, age, national origin, ancestry, political affiliation, veteran鈥檚 status, marital status, or any other protected class recognized under the Colorado Anti-Discrimination Act (CADA).
The College is committed to promoting equal opportunity and treatment to increase student, faculty, and staff diversity. It is also dedicated to building a culturally diverse and pluralistic faculty and staff committed to teaching and working in a multicultural environment.
Fort Lewis College expressly prohibits any form of unlawful employee harassment or discrimination based on the abovementioned characteristics. Discrimination and/or harassment are unacceptable and will not be tolerated in any workplace or other College-sponsored work-related settings. .
Office of the Title IX Coordinator 210 Berndt Hall 1000 Rim Drive Durango, Colorado 81301 (970) 822-8728 tellsomeone@fortlewis.edu
Office of the Director of Compliance and Community Standards 210 Berndt Hall RM 1000 Rim Drive Durango, Colorado 81301 (970) 247-7182 eeocoordinator@fortlewis.edu
Information about Fort Lewis College鈥檚 alcohol and drug policy, sexual assault policy, campus security policies, campus crime statistics, fire safety procedures, and fire statistics, as well as campus/community resources, can be found in the Annual Security and Fire Safety Report. Hard copies are available upon request.
* Title IX of the Education Amendments of 1972 and Part 106 of the Code of Federal Regulations (CFR) prohibit discrimination on the basis of sex, including in admission and employment. Inquiries about applying Title IX and CFR 106 to Fort Lewis College may be directed to 泡芙短视频's Title IX Coordinator and/or the Assistant Secretary for Civil Rights of the Department of Education. Fort Lewis College does not discriminate on the basis of race, age, color, religion, national origin, gender, disability, sexual orientation, gender identity, gender expression, political beliefs, or veteran status. Accordingly, equal opportunity for employment, admission, and education shall be extended to all persons. The College shall promote equal opportunity, equal treatment, and affirmative action efforts to increase the diversity of students, faculty, and staff.
Sexual harassment is generally defined as "any deliberate or repeated unsolicited or unwelcome verbal comments, gestures or physical contact of sexual nature". It is distinguished from voluntary sexual relationships by the elements of coercion, threat, or unwanted attention. It is an abuse of power. Men, as well as women, are victims of sexual harassment. Fort Lewis College is committed to ensuring all employees and students can work and learn productively without unnecessary interference or distraction. As part of this commitment, we strive to maintain an environment that is free of unlawful discrimination, including sexual harassment. Sexual harassment is unethical and illegal. It is a violation of:
Employers and supervisors at Fort Lewis College must adhere to the Student Employment Pay Plan. The Pay Plan is a guide for determining seniority and merit pay raises and complying with the Colorado Equal Pay for Equal Work Act.
Employers are required to pay each of their student employees with the same job title and job description equally unless the following systems are in place and such a plan is written clearly in the job description:
Effective July 1, 2022, the minimum wage for Fort Lewis College workers, including student employees, is $15 per hour. The allowable range is $15-$17/hour. Any student hired more than the allowed maximum will automatically be lowered to the maximum amount the student may earn.
Under the Fair Labor Standards Act, students who work as graduate teaching assistants, research assistants, or residential assistants may be paid a flat rate and exempt from overtime. Contact Human Resources to verify if the position falls within one of these categories.
The supervisor and the student establish a work schedule considering the student's class and vacation schedules. The supervisor ensures that the student agrees to abide by the schedule and does not work during class time. Each term, the student's work schedule may be revised according to their new class schedule.
Students paid through work-study funding may not earn more than half of the yearly award before the end of the fall term. Conversely, the unused portion of the fall award is added to the spring term award.
Full-time students should not work more than 20 hours per week except during vacation. Work-study students are not permitted to work overtime (40 + hours per week). Overtime hours will be charged to the department budget. The student may not work for pay after the last day of the award period: the last day of spring term finals if awarded work-study for the school year, or the last day specified in their Workday profile.
The chart below is designed to help estimate the number of hours a student can work per week to meet their annual work-study award. It assumes the student will work for two terms, not including Thanksgiving, Winter Break, or Spring Break. The chart below is designed for the typical yearly maximum work-study award of $3,000.
Award
Weeks per School Year
Amount per Week
Hourly Wage
Hours per Week*
$3,000
/30
= $100
/15.00
= 6.75
/$15.50
= 6.5
/$16.00
= 6.25
/$16.50
= 6
*Rounded to nearest quarter hour
A short instructional video can be found on our . Employees should submit their time every week to get paid accurately. The supervisor is responsible for ensuring student employees are familiar with this process and submitting timesheets according to the payroll deadlines.
Supervisors are responsible for verifying the accuracy of hours reported. The person approving timesheets must have direct knowledge of the hours worked as they appear on the timesheet. These timesheets are official records subject to scrutiny through audits and program reviews from institutional, state, and federal regulatory agencies. The supervisor is accountable and will be held responsible for the accuracy of these records.
Students must submit their timesheet to their supervisor every week and no later than the entry deadline listed on the payroll calendar. Supervisors are required to approve their students' timesheets in Workday by the approval deadline listed on the payroll calendar. Students whose timesheets are not submitted or approved by the deadline will not be paid until they submit their time, and the time is approved in Workday, and their pay may be delayed.
Students paid through the work-study program must qualify for the award each year. THIS IS NOT AUTOMATIC.
If you plan to re-hire a work-study student, remind your student to complete the (FAFSA) by the recommended early submission deadline of November 15 each year. Due to funding limitations, students who do not meet the deadline may not be awarded work-study.
Determine your anticipated student employment needs for each academic year. To create new positions, you must complete a Student Job Description Form. Supervisors will post the job on to advertise a student position, including promotional opportunities.
Fort Lewis College values and fosters a culture of personal and professional growth as part of career development. Students and supervisors are encouraged to utilize the Workday task to start employee performance reviews. You can also use a Career Conversation and Goal Setting tool as a guide to documenting meaningful conversations, goals, and reflection periods.
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Q: Is it possible for the student to work more than one job at 泡芙短视频 simultaneously?
A: Yes, students may work through multiple institutional or work-study positions simultaneously or a combination of the two. Student employees working more than one job at 泡芙短视频 should not work more than 12 hours a day or more than 40 hours a week to avoid overtime, and are encouraged not to work more than 20 hours combined when classes are in session.
Q: May the student earn more than their work-study award amount?
A: No; the work-study award sets the maximum amount the student may earn. The students鈥� earnings should be monitored to ensure that they do not earn more than the approved maximum and do not work past their position's last day. The earnings are charged to the department budget if a student鈥檚 schedule exceeds their work-study award. The work-study student cannot earn more than the fall award during the fall term. If an unused portion of earnings remains from the fall term, it is added to the spring term award, and that total becomes the maximum amount the student may earn for the spring term.
Q: May the student be paid from department funds after the work-study limit has been earned?
A: Yes. The supervisor will associate a department or grant costing allocation during the Workday hire process to indicate the cost center to be charged after work-study has been fulfilled.
Q: Are the student employment earnings taxable?
A: Yes, depending on how the student completed their W-4 form.
Q: Are there limitations on the type of work a student can be asked to do?
A: Yes, the supervisor cannot ask a student to do personal tasks such as personal correspondence, running personal errands, etc. The work assigned must be necessary for the operation of the department or office and must directly support its function.