Student Employee Handbook University of Denver

Types of Student Employees

Student Employees Defined

Student Employees are students who work and their primary association with the University of Denver is as a student. Their academics come first. Student Employees include undergraduate and graduate students who are funded through a variety of sources. Funding sources can include department, work-study, external grants and/or donations, and graduate assistantships. Regardless of funding source, all student employees have access to the Office of Student Employment, training, and resources.

While navigating the dual identity of student and employee can be challenging, we believe this is one part of what makes the student employment experience so meaningful. Students can learn the navigation of work life balance early, preparing them for careers and lives of purpose.

Student Employee Eligibility

Any employment with the University of Denver is related to the student’s educational program and students who are currently enrolled in the University of Denver are eligible to apply.

Some student employee positions on-campus have qualification requirements such as citizenship, FAFSA completion, credit hours, and being enrolled in a particular program. Please review the “required qualifications” section of each job posting to determine eligibility.

Work Study Funding

The work-study program provides job opportunities for students with financial need, allowing them to earn money to help pay educational expenses. Work-study jobs are available both on and off-campus. If the student works off-campus, the employer must be an approved private, nonprofit organization or public agency. The work performed must be in the public interest.

Students may only have one work-study position at a time. Work-study awards may not be utilized in combination with graduate assistantships within the same quarter or semester.

Although many students qualify, a work-study award is not offered to all eligible students due to limited funding. We strive to support employment needs of all University of Denver students to the greatest extent possible. Priority awarding will be given to students who meet the priority application deadline. Work-study awards may be prorated for students that do not attend the University for the full academic year.

If you applied for financial aid and a work-study award was not included in your financial aid offer, you may request to be added to the waitlist by sending an email to workstudy@du.edu. F-1 and J-1 international students are not eligible for Federal Work-Study positions.

For more information on work-study, please visit the Financial Aid website. In addition, please review the Work-Study Policy Guide.

Graduate Assistantships

Graduate Assistantships provide graduate students with experience to pursue a career in their field of study. Departments assign graduate assistantship positions to eligible students according to the guidelines below. Graduate Assistantships recognized by the University are coordinated through the Office of Graduate Education.

Regardless of terminology a unit or department may use to describe these positions (GXA, GSA, GA, GTI, RSA, etc.,) the University recognizes only three official assistantship types: Graduate Teaching Assistantship (GTA), Graduate Service Assistantship (GSA) and Graduate Research Assistantship (GRA). Assistantships can be in support of teaching assignments, general administrative duties, or research.

Please refer to the graduate assistantship website for policies and procedures related to these positions. In addition, please review the GTA Handbook.

F-1 and J-1 International Students

Federal regulations for F-1 and J-1 international students limit employment in the U.S. such as the kind of employment, the number of hours per week and the periods of employment. F-1 and J-1 international students are eligible for on-campus employment (this includes F-1 students enrolled at the English Language Center). See the ISSS website for details.

The on-campus employment limits apply to the total number of hours worked in a workweek (Monday through Sunday) among all on-campus positions: hourly student employment, Graduate Assistantships, Residents Advisors, Adjunct teaching, etc.

Working without authorization or working more than the number of hours allowed is a violation of legal status and can result in the termination of legal status in the U.S. or the loss of future immigration benefits. If an ISSS advisor has knowledge of the violation, they are obligated by federal regulation to terminate the F-1 or J-1 student’s SEVIS record and legal status in the U.S.

If you have concerns about a violation of status, consult an immigration attorney (www.aila.org).

Academic Probation

As student employees’ priority should remain academics, supervisors and departments are encouraged to work with students who are struggling to balance their student and employee roles. Student employees who are placed on academic probation may remain in their position unless the specific position or department has rules or guidelines that do not allow work to be performed while on probation.

For example, Federal Work-Study and Graduate Assistantships are required to maintain Satisfactory Academic Progress and meet other conditions to maintain employment eligibility. See links below for information on each –

• Work Study Satisfactory Academic Progress
• Graduate Assistantship Academic Requirements

If a student employee or supervisor is unsure if a student can or should continue working while on probation, please reach out to the HR Partner for Student Employment.

Addressing Performance Issues

Student Employment is committed to a work environment in which employees receive clear messages when their performance needs to improve. We provide guidance to address these performance concerns. For employees who are not performing at the level they need to, we encourage an informal verbal discussion, followed by a formal warning and written improvement plan, followed by separation where sufficient improvement has not been made. Action taken by management in an individual case does not establish a precedent in other circumstances.

The University of Denver is an at-will employer, and it reserves the right, in its sole discretion, to decide what disciplinary action will be taken in each situation, including termination without prior warnings.

Possible Behaviors for Immediate Termination

Employment at DU is at will, meaning that the employee or DU may terminate the employment relationship at any time, for any or no reason, with or without advance notice.

It is impossible to provide an exhaustive list that identifies every type of conduct or performance problem that may result in some form of discipline. However, in some instances, circumstances may warrant immediate disciplinary action up to and including termination of employment.

Examples of egregious conduct that may warrant immediate action up to termination of employment include, but are not limited to:

1. Theft
2. Working under the influence of alcohol or illegal drugs
3. Fighting or threatening violence in the workplace
4. Publicly disclosing another's private information. (Breaking confidentiality)
5. Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
6. Falsifying company records or reports, including one's time records or the time records of another employee.

Any employee who was involuntarily released by the University, and whose record of prior employment was unsatisfactory, as determined by the University in its sole judgment, is ineligible for reemployment.

The Office of Student Employment encourages the rehire of former student employees unless the separation reason was due to illegal or egregious misconduct. If the hiring manager has questions about the rehire eligibility of a former student employee, they can contact the HR Partner for Student Employment.