UND’s Student Employment program is designed to provide part-time job opportunities to students in an effort to help finance their college education and to gain educational benefit.
Work experience allows students to explore career options, discover strengths, and
see how academic learning applies to the world of work. We hope to help make the
student employment experience a rewarding one.
UND is committed to the principle of equal opportunity in education and employment and does not discriminate on the basis of race; color; national origin; religion; sexual orientation; gender identity; genetic information (GINA); sex; age; creed; marital status; veteran's status; political belief or affiliation; or physical, mental or medical disability (unrelated to the ability to engage in activities involved with the job).
Types of Jobs
Federal Work Study (FWS) may be available to you as a student if you demonstrate financial need through your FAFSA (Free Application for Federal Student Aid).
A work study award indicates that you are eligible to seek FWS employment; however, it is not a guarantee of a job. The average FWS award is $3,000 per academic year.
Jobs span across the entire campus and to some eligible off-campus employers as well.
To apply for a FWS position, students must:
- Have an accepted Federal Work Study award on Campus Connection (please allow 24-48 hours after accepting for the information to load into the system)
- Be enrolled in 6 credits or more
- Be free of any financial aid holds including but not limited to Verification, Documentation and be meeting Student Academic Progress standards as defined by the university
- If you do not have a FWS award offered to you on Campus Connection, you may request to be considered, provided you have already completed the FAFSA. To submit a request please contact One Stop Student Services:
One-Stop Student Services
2901 University Avenue Stop 7124
Grand Forks, ND 58202-7124
T: 701.777.1234 | F: 701.777.6931
Not eligible for Federal Work Study? No problem! Any UND student can be employed as an Institutional student employee.
Institutional employment is offered to students enrolled in at least 1 credit. It is not based on financial need.
Positions are available on campus and wages vary depending on the job. International students may apply for these positions.
Students may also work on campus during the summer. Students working under Institutional Employment may do so as long as they were enrolled in at least one credit for the previous spring, current summer or the upcoming fall. If you are not yet enrolled for fall you must intend to enroll.
Financial Aid will consider you for a summer FWS award after you enrolled in 6 or more credits for the summer term. Students working under the FWS program for the summer must have accepted their summer FWS award on Campus Connection.
Both FWS and Institutional students may work up to 40 hours during the summer beginning May 16 and ending August 15. Your supervisor will inform you of the availability of hours. Students graduating may not work past the date of graduation.
It is preferred that you work on campus while attending UND. Students who work on campus are shown to perform better in their classes, are more engaged in UND student life, and benefit from flexible work schedules. If you prefer to work off campus, check out the opportunities listed on Handshake:
FAQ and Policies
We cannot advise on filing taxes. Check out Tax Information on the UND Human Resources website.
Students may not be scheduled or choose to work during their scheduled class time. The supervisor and student will determine the student’s schedule based on the student’s availability along with the needs of the office or department.
Student employees (working at UND) may work no more than 20 hours a week while classes are in session. Studies have proven working more than 20 hours a week while going to school full-time can have a negative impact on a student’s academics. Students may work up to 40 hours per week on University recognized breaks including winter, spring and summer break. Availability of additional hours is dependent on the department you are working for.
Students are expected to clock in and out for their shifts using the Time & Labor feature in the Employee Self Service system. This system is also used for employees to update their direct deposit information and to view their paycheck. Your supervisor will give you more information on how you will punch in and out for each shift.
Student employees at UND shall be offered meal period and/or rest period breaks in accordance with federal and state labor laws.
All departments are required to offer employees who work more than four consecutive hours in any one day a minimum of thirty consecutive minutes for one meal. A student employee may waive their right to an unpaid meal break if their employing department is in agreement.
If the employing department allows a student to waive their unpaid meal break, the student must complete the Student Break Waiver Form and the employing department must keep the signed Student Break Waiver Form on file. If a student completes a Student Break Waiver Form, the student is still entitled to a minimum 30-minute unpaid meal break if they choose.
Departments can offer students a paid rest break consisting of 15 minutes for every four consecutive hours the student works. If a department chooses to offer a paid rest break, they must offer this paid rest break to all student employees. Student employees must be relieved of all duties during a meal break or rest period and be free to leave their assigned work area.
Meal breaks and/or rest periods should be scheduled by the supervisor to allow for appropriate coverage of the department. However, departments must schedule reasonable meal breaks and/or rest periods in accordance with the student’s shift.
Meal breaks or rest periods must be taken during the student’s shift and cannot be taken at the start or end of a shift. Multiple paid rest periods cannot be combined into one break to allow for a longer break.
Non-essential offices are closed on the following days — check with your supervisor if you will be scheduled to work.
- New Year's Day
- Martin Luther King Day
- President's Day
- Good Friday
- Memorial Day
- Independence Day
- Labor Day
- Veteran's Day
- Thanksgiving Day
- Christmas Day
- Log in to Employee Self Service
- Under My Homepage, click Employee Self Service.
- Click on the View Paycheck tile.
- You will need to use the Duo Prompt Two-Factor Authentication to verify your identity before you can view your paycheck. More information on how to use that system is in a link on the page that opens.
- Click on the View Paycheck link next to the date of the check you want to view. A PDF of your paycheck information will pop up. You may print this page if you desire.
- You will be paid twice a month which is the 15th and the last day of the month.
- If a payday falls on a Saturday or Sunday, payday is the Friday prior to the weekend.
- Due to the PeopleSoft system, there is a two week lag in paychecks (meaning, if you were hired on the first of the month, your first paycheck would be paid to you on the last day of the month)
Student employees are required to conduct themselves in the following manner
- PUNCTUALITY: Student employees must be on time and must call their supervisor if unforeseen circumstances arise causing them to be late.
- ABSENCE: Student employees are responsible for calling their supervisor, in case of absence. All attempts should be made to give as much advance notice as possible.
- PROCESSES: Student employees should discuss office policies and procedures with their supervisor, and refrain from inviting friends into the office during work hours.
- WORK ASSIGNMENTS: The first priority of the student employee is to gain experience that fosters a positive work ethic. If student employees do not have something to do, they should ask their supervisor for additional work or find something that needs to be done.
- RESPECT: Proper respect must be shown to staff, other student employees and students. It is expected that all employees will be courteous and helpful to others.
- CONFIDENTIALITY: Work-related information is confidential and should not be discussed with others. Any information (files, student and employee information) a student may come in contact with during employment is strictly confidential. Information should not be discussed outside work under any circumstances. Any violation of confidentiality will be subject to discipline up to and including termination of employment.
- EMERGENCY SITUATIONS IN THE WORK AREA: The student employee should first notify their immediate supervisor.
- CELL PHONES: Student employees are expected to refrain from cell phone usage while working.
- DRESS CODE: Student employees are expected to report to work in attire that is appropriate for the position. This should not be confused with casual recreation attire. Student employees should check with their supervisors regarding specific departmental dress code expectations.
- COMPUTER/INTERNET USAGE: Some student employment positions require the use of computers and the internet. Student employees should not use the workplace computers for personal reason without permission from their supervisor.
- RESIGNATION: Student employees should attempt to provide notice to their appropriate supervisor two weeks prior to their resignation date.
II-1 DISMISSAL PROCEDURE
If a student employee’s performance proves unsatisfactory, the supervisor shall advise the student of the dissatisfaction and indicate what improvements are necessary. If the problem is not resolved, termination procedures may be initiated and the student employee notified of the release (preferably by personal interview) by the department supervisor.
Departments must notify the student of unsatisfactory performance due to inefficiency, inability to perform an assigned task, tardiness, etc. and provide a minimum of two weeks for the problem to be resolved before termination procedures are initiated. A student employee may be dismissed immediately from employment without prior notice for just cause including dishonesty, insubordination, gross negligence or conduct unbecoming an employee in which the health, welfare, or safety of another employee/employer, person or the workplace is negatively affected.
II-2 INFORMAL GRIEVANCE PROCEDURE
If a student employee feels he/she has been treated unfairly or has a justifiable complaint that could not be resolved through a frank discussion with the immediate supervisor, the student should contact the supervisor’s supervisor or the Career Services/Student Employment office. The Student Employment Coordinator or designee within the Career Services/Student Employment office the will attempt, through discussion with the student employee and/or the supervisor, to resolve the grievance and file documentation. An appeal of the decision by the Student Employment Coordinator or designee may be submitted to the Director of Career Services for consideration.
II-3 FORMAL GRIEVANCE PROCEDURE
If, after these conversations, the aggrieved student is still not satisfied, the student may pursue the formal grievance procedure. The Vice President for Student Affairs (VPSA) or designee shall act as a facilitator to assist in the grievance procedure.
The student employee’s first step shall be to submit a written grievance to the VPSA or an appropriate designee within five business days after the contact with the Career Services/Student Employment office relative to the informal grievance discussion.
The VPSA shall assemble the Student Employee Grievance Board within 10 business days of the receipt of the written grievance. The Board shall be diversified and comprised of three members appointed by the VPSA and will consist of two staff and/or faculty members and one student.
All proceedings of the Student Employee Grievance Board shall be administered by the VPSA or designee. The Student Employee Grievance Board shall meet with the persons concerned in the case.
The Board meeting must be closed unless the aggrieved student employee requests an open meeting. The student employee and the department involved shall be present and each entitled to have one representative of their choosing present during the testimony.
Each party may call in other individuals to present information at the meeting. The names of those to present information shall be submitted in writing to the VPSA or designee at least 48 hours prior to the meeting and the relevance of each person shall be stated.
Within five business days after the meeting, the Student Employee Grievance Board shall forward written notification of its decision to the student employee, the department involved, and the VPSA or designee.
If the student employee is not satisfied with the Student Employee Grievance Board’s decision, the student shall, within five business days of the Grievance Board’s decision, submit a written appeal to the VPSA. Within ten business days after receiving the appeal, a final decision by the VPSA shall be made. The VPSA shall announce the decision by a written communication to the student employee, the employing department, and the Director of Career Services.
Note: Students who wish to challenge specific data or information in their student employment records or who wish to amend their records should refer to Section 8-3-F of the Code for procedures.
Have you experienced an unwanted sexual encounter, sexual violence, or sexual harassment as a UND student, staff, faculty member, or visitor?
We are here to help. Please contact the Title IX Coordinator or any Deputy Coordinator:
Title IX Coordinator
Twamley Hall Room 401
UND prohibits discrimination and harassment of students, faculty staff and visitors based upon sex. Sexual harassment is a form of sex discrimination and includes sexual violence, such as rape, dating violence, domestic violence, stalking, sexual abuse, sexual assault, and sexual coercion. Prohibited harassment includes:
- Acts of verbal, nonverbal or physical aggression, intimidation or hostility based on sex, even if those acts do not involve conduct of a sexual nature
- Sex-based harassment by those of the same sex
- Discriminatory sex stereotyping and harassment of GLBTQ individuals
- Sexual violence
We will take prompt action to eliminate the harassment, prevent its recurrence and address its effects.