These PDF documents must be printed separately.
Benefits
Student employees (both student hourly and work-study) are not eligible for benefits nor for paid time off such as vacation, sick leave, or paid holidays. Student employees are not entitled to State Unemployment insurance through Colorado State University.
Employment Concerns
The University is committed to providing an environment that is conducive to hiring and retaining productive student workers. Student employees are "employees at will" and their employment is subject to termination at any time.
Student employees should resolve employment issues with their supervisor with a discussion regarding any concerns or problems. If there are concerns after this discussion, these issues should be directed to the supervisor's supervisor. Student Employment Services or the Office of Conflict Resolution and Student Conduct Services may be contacted for the following purposes:
Student Employment Services can assist with ideas on how to talk to supervisors. They can also provide information on open positions elsewhere on campus and in the community.
The Office of Conflict Resolution and Student Conduct Services considers all sides of a question in an objective and impartial manner then determines how best to help bring about a non-adversarial solution. Where appropriate, they can facilitate communication between parties who find themselves in a dispute.
Complaints of a discriminatory nature (e.g. race, age, color, religion, national origin, sex, veteran status or disability) and complaints of sexual harassment should be directed to the Office of Equal Opportunity.
Eligibility for Campus Student Employment
An eligible student employee is described as an undergraduate or graduate, accepted for enrollment as a regular certificate/degree-seeking student at Colorado State University, carrying at least 1 RI credit per term during the academic year. The student must be registered by the census date for each term. (GUEST students are not eligible.)The student must also be in good standing and able to demonstrate eligibility to work by completing Form I-9.
Graduate students who are "continuously registered" may be employed as student employees, but are subject to withholdings for the Student Employee Retirement Plan. Continuous Registration must be completed before the census date for both fall and spring terms in order for the individual to be employed as a student. An undergraduate Work-Study student employee must be enrolled for at least 6 credits a term; a graduate Work-Study student employee must be enrolled for at least 5 credits.
During the summer, students are not required to register for credits if they were registered the prior spring and are registered for the coming fall, or are admitted for fall.
International students at Colorado State University with employment eligibility questions should contact International Student Services, Laurel Hall, Colorado State University, Fort Collins, Colorado, 80523, Phone: (970) 491-5917.
Since departments may directly hire student employees, it is essential that department personnel fully comply with the University's nondiscrimination policy.
Form I-9 Requirements for Student Employees
In compliance with the Bureau of Citizen and Immigration Services regulations, an employer may only hire persons who may legally work: citizens and nationals of the United States and aliens authorized to work. Every time a person is hired to perform labor or services in return for wages or other remuneration, the employer must verify the individual's identity and employment eligibility, complete and retain a Form I-9, and be able to make the Form I-9 available for inspection. This form is available from Student Employment Services, Human Resource Services and the USCIS website.
Employees must present to the employer an original document or documents that establish identity and employment eligibility. For convenience, on the back of the Form I-9 are the Lists of Acceptable Documents. Some documents establish both identity and employment eligibility (from List A), other documents establish identity only (from List B) or employment only (from List C). Employees can choose which document(s) they want to present from the Lists of Acceptable Documents -- either one document from List A, or a combination of documents (one from List B and one from List C). The employee must complete Section 1 of the form when work begins. The employer must review the employee's documents and fully complete Section 2 of the form within 3 business days of the hire.
Student Employee Payment
Student employees must be paid on an hourly basis whenever a department employee/employer relationship exists.
Student employees will be paid every 2 weeks as shown on the Pay Period Schedule, with possible exceptions during holiday periods. Direct deposit to the student's checking or savings account is required for all new employees. The earnings statement will be sent to the designated employing department.
A time sheet or time clock hours must be submitted when due in order for the student to be paid. A daily record of time worked must be maintained. At the end of the pay period, the employee and the supervisor must certify total hours worked by signing the time sheet or approving time clock hours. It is the student's responsibility to ensure the time sheet is completed accurately and in a timely manner. If the time sheet or time clock hours are not submitted correctly and on time, the student will not be paid on time. Late time sheets mean late pay.
Student government officers and students employed by student organizations and other approved departments for a predetermined amount or on a commission basis, are not subject to the State's employment rate and hour rules, but must maintain authorizations for payment and back up for payment including applicable time sheets, sales records, etc.
Students will generally be compensated at the rate of time-and-a-half for any overtime (more than 40 hours/week). Student employees are not eligible for compensatory time, and generally not eligible for shift differential or call back pay.
More payroll information for employers is available on the Human Resource Services Payroll website.
Sexual Harassment Policy
Colorado State University does not tolerate sexual harassment among students, employees, or other members of its community. Sexual harassment is prohibited in the employment context by Title VII of the 1964 Civil Rights Act and in the education context by Title IX of the Educational Amendments of 1972. For further information, visit the Office of Equal Opportunity & Diversity.
STUDENT EMPLOYEE RETIREMENT PLAN (SERP)
Requirements for Exemption
Undergraduate students
An officially admitted student enrolled at least half-time during that particular assessment period (6 RI credits each semester for the academic year/3 RI credits for summer).
Graduate students
An officially admitted student enrolled at least half-time during that particular assessment period (5 RI credits each semester for the academic year/3 RI credits for summer).
Students must be registered by the census date for each term in order to be exempt.
A list of students who will have SERP/Medicare withheld will be available through the Oracle HR/Payroll system to employers each term. Affected students must complete a TIAA/CREF application and will have a total of 8.95% (7.5% SERP and 1.45% Medicare) withheld from gross earnings for each pay period worked.
Taxes
All wages paid to student employees by Colorado State University, including those that are earned through the work-study program, are subject to federal and state income taxes and must be reported.
| August 1, 2007 | First day work-study students may begin work. |
| December 14, 2007 | Last day of work for fall only work-study. |
| January 17, 2008 | First day of work for spring only work-study. |
| May 16, 2008 | Last day of work for all work-study students. |
Work-Study Rules & Regulations