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Student Employment Guidelines

 
 Student Employment
 
Students that are currently enrolled at Lincoln University are eligible for employment through departmental student employment. The hiring unit should have authorized budgeted funds for departmental student employment and complete the proper student employment request form, the Student Employment Request Form (SER)
 
Employment through federal aid/work study is also available for qualifying students.
 
The SER form goes through the following authorization and approval process. The department completes the top half of the SER form and then processes the form thru the:
·         Department Head signature at the bottom of the page, the SER form is then submitted to the,
·         Financial Aid Office for verification of student status and signatory, the SER form is then forwarded to the,
·         Budget Office to ensure appropriate account number, availability of funds and signatory. The form is then forwarded to the,
·         Human Resource Office for finalized signatory and entry into the payroll system.
 
The departments do not receive a copy of the completed SER form unless it is specifically requested. The department can contact the Human Resource Office via phone for verification of form approval.
 
If this the first time the student has worked at Lincoln University, the student must report to Human Resources prior to starting work and complete the following forms in the Human Resource Office:
·         An I-9 Work Authorization Form
·         State and Federal Tax Withholding Forms
·         Student and Employee Data Sheet
 
A student worker that has previously worked on departmental employment doesn’t need to complete these forms more than once and can check with the Human Resource Office to see if the forms are on file.
 
Student Employment Session Periods are the:
·         Fall Semester {August 1 through December 31},
·         Spring Semester {January 1 through May 31},
·         Summer Sessions {June 1 through June 30 and July 1 through July 30}.
 
All student employment must have established start and stop dates in conjunction with school sessions. When effectuating a student employment please note the period date parameters.  A SER form needs to be completed for each period the student works.  At the conclusion of each period in accordance with the stop date, all student employment will be terminated automatically in the administrative management system.
 
Student Employment

Student employment is limited to twenty hours (20) per week during the semester/summer session.

 A student may be employed full time (forty hours per week) between semesters/sessions and during scheduled breaks (Thanksgiving, Christmas, Spring Break, etc.) as long as the student plans to enroll for the upcoming semester/session.
 
Students utilizing work study are not allowed to work on an SER. Exception: Work study students working as tutors can work on a SER after 5 p.m. for no more than two hours.
 
Students who work as tutors, are authorized to work an additional job as long as the two combined jobs does not go over twenty hours (20) per week during the semester/summer session.
 

 The department supervisor is responsible for monitoring the performance and conduct of the student worker and for submission of time sheets for payroll processing.

 
Student workers’ supervisors should submit properly signed timesheets to the Payroll Office in accordance with a recognized payroll schedule. Typically, the timesheets are due on the 1st of the following month for the preceding month with payroll checks available the 15th of the following month (i.e. February 1st for time worked in January, with the paycheck being available February 15th).
 
Students will be paid hourly wages only. There will be no salaried student workers.
 
A student worker must be paid at least minimum wage but can receive a higher rate of pay that equates to a level of skill and knowledge demonstration for that type of work.
 
The supervisor may terminate the student for poor performance, misconduct, or a lack of funding.
 
Summer Employment
If you wish to have a student employed and paid from your department funds during the summer, please submit a new SER for each month the student will work. 
 
Summer employment sessions: 
          June 1 through June 30
          July 1 through July 31
 
If you plan to hire a student worker during the summer semesters (June and July), please be aware that two separate SERs will need to be completed – one for each month.  Separate SERs are needed because budgets can change between fiscal years and LU’s fiscal year begins July 1. 
 
Please remember that no student is to start working until proper paperwork has been submitted and approved by proper authorities.  Also, if you plan on having students work this upcoming fall semester, a separate SER form must be completed.  
 
International Students:
F1 visa holders are not allowed to work off campus without approval from HR.  They are eligible to work on campus for 20 hours per week during the academic sessions and 40 hours per week during breaks (summer, Christmas, etc.).   However, all F-1 visa holders working on campus must complete an “On-Campus Work Authorization Form” located in the International Center. 
 
If a student is on an F-1 visa but not registered for classes at the university, he or she is not allowed to work on the campus.  For example, if a student wanted to work this summer, HR would have to verify that he or she is enrolled for fall 2010 classes in order for them to be eligible to work for the summer. 
 
International students need a social security number to work. To obtain a card, the Social Security Administration requires an official letter or a form (such as On-Campus Work Authorization) verifying that the International Student has a job on campus before issuing a Social Security Card. This form can be requested/received from Admissions.

 

 

 

U.S. Immigration and Customs Enforcement
On-Campus – Basic Guidelines
 
1.1. What qualifies as on-campus employment for F-1 students?
 
On-campus employment is defined at 8 CFR 214.2(9)(i).
There are two components for qualified on-campus employment:
·     Limits on the type and location of the employment, and
·     Limited to jobs that do not displace a U.S. citizen or lawful permanent resident
 
1.1.1 Type and Location of Employment:
On-campus employment for F 1 students is work that takes place either at your school or at an off-campus location that is educationally affiliated with your school. This work could be for an on-campus commercial business, like a bookstore or cafeteria, as long as the work directly provides services for students.
Employment located on-campus that does not directly involve services to students (such as construction work) does not qualify as on-campus employment. However, work with an employer that is contractually affiliated with the school is considered on-campus employment even if the work site is not located on the campus (such as a research lab affiliated with your school).
Educational affiliation means the job is associated with the school’s established curriculum or is part of contractually funded research projects at the postgraduate level.
 
1.2. What are the basic guidelines for on-campus employment?
F 1 students may work at any qualifying on-campus job that does not displace a U.S. citizen or lawful permanent resident (LPR).
They can work up to 20 hours per week while school is in session. They may work full-time during those periods when school is not in session or during the student’s annual break.
F 1 students should report their work to you and receive a certification letter to present to the Social Security Administration in order to be able to receive a social security number.
Not complying with these guidelines for on-campus employment may be a violation of status that could result in the student having to leave the United States.
 
1.3. When is on-campus employment allowed?
The questions above on What qualifies as on-campus employment? and What are the basic guidelines for on-campus employment? define the parameters for on-campus employment.
As the DSO, you need to:
·         Counsel the student concerning;
o    Number of hours they can work
o    Type of employment
o    Need to maintain F 1 status
o    Tax and social security implications
o    Reporting changes in employment and hours worked
·         Have a letter from each employer concerning the nature of the job and the work hours;
·         Give the student a letter for social security purposes certifying that the job qualifies as on-campus employment and that the student is in F 1 status;
·         Keep records on the student’s employment in the school files; and
·         Terminate the student’s SEVIS record if the student engages in any unauthorized employment or works hours in excess of those allowed.
 
1.4. When do F-1 students become eligible for on-campus employment?
F 1 students can begin working as much as 30 days before the start of classes. They should have permission from you before they begin work.
If an F 1 student finishes one program (such as a Bachelor’s Degree) and starts another program at the same campus, he or she may continue on-campus employment as long as he or she plans to enroll for the next term.
 
1.5. Where can on-campus jobs be located?
The job has to be physically located on the school’s campus or off-campus at the site of an educationally affiliated organization.
 
1.6. What qualifies as providing services for students?
Employment on-campus has to be for the school or for a company that contracts with the school to serve students directly.
For example, if your school contracts with a food service company, F 1 students can work for the company at school facilities. However, they cannot work for the same company at any off-campus locations.
F 1 students cannot work for a company:
·         Contracting with the school for something other than student services
OR
·         That does not contract with the school, even if they are physically located on school property.
 
For example, they cannot work for a construction company even if the job site is on the campus.
F 1 students can work for an educationally affiliated company, such as a school bookstore, even if it is not located on campus.
 
1.7. What does educationally affiliated mean?
In the case of off-campus locations, educational affiliation means the location is associated with the school's established curriculum or related to contractually funded research projects at the post-graduate level.
 
1.8. Can F-1 students work on-campus if they enroll in a new program of study?
Yes. If an F 1 student finishes one program (such as a Bachelor’s Degree) and starts another program at the same campus, he or she may continue on-campus employment as long as he or she plans to enroll for the next term.
 
1.9. If otherwise eligible, can F-1 students continue to work on-campus with a pending application for reinstatement or change of status?
Yes.
 
1.10. How long can F-1 students continue to work on-campus?
As long as they are enrolled in school, maintaining their status, and following the guidelines for on-campus employment, F 1 students can continue to work. They should keep you informed of any changes in employer and hours.
F 1 students cannot work on-campus after graduation unless they are continuing their education at the next program level at your school.
 
1.11. Do students have to wait one academic year before they can start working on-campus?
No.
 
1.12. An F-1 student’s work at more than one on-campus job?
Yes, however, their total work hours for all jobs cannot exceed 20 hours while school is in session. They may work full-time during those periods when school is not in session or during the student’s annual break.
 
1.13. Can F-1 students work on-campus if they are participating in practical training (OPT or CPT)?
Yes, but only if it is pre-completion OPT or CPT and their total work hours for all work do not exceed 20 hours while school is in session. They may work full-time during those periods when school is not in session or during the student’s annual break.
F 1 students cannot work on-campus after graduation unless they are continuing their education at the next program level at your school.
 
1.14. Can F-1 students work on-campus during the grace period after their program end date?
No. The 60 day grace period after graduation or post-completion OPT is for the student to prepare to leave the United States.
 
1.15. What are the requirements for students who transfer?
When a student transfers to your school, you have the jurisdiction over on-campus employment after the records release date. The student cannot work at the prior school after that date.
You can authorize work starting within 30 days of the program start date.
 
1.16. Are border-commuter students eligible for on-campus employment?
No. [8 CFR 214.2(f)(18)] Border commuter students are limited to practical training – CPT and post-completion OPT.

 

 

Student employment is limited to twenty hours (20) per week during the semester/summer session.

A student may be employed full time (forty hours per week) between semerster/sessions and during schduled breaks (Thanksgiving, Christmas, Spring Break, etc.) as long as the studnet plans to enroll for the upcoming semester/session.

A student may be employed full time (forty hours per week) between semesters/sessions and during scheduled breaks (Thanksgiving, Christmas, Spring Break, etc.) as long as the student plans to enroll for the upcoming semester/session.

Students utilizing work study are not allowed to work on an SER. Exception: Work study students working as tutors can work on a SER after 5 p.m. for no more than two hours.

Students who work as tutors, are authorized to work an additional job as long as the two combined jobs does not go over twenty hours (20) per week during the semester/summer session.