Student Employee Resources

Increasing Federal Work Study Award

Please complete the Federal Work Study Increase Request form to request that your award be increased. You will need to specify the amount of increase. Your supervisor can help you determine what amount would be appropriate to request based on your wage rate and number of hours worked per week.

Expect a response to your request via your UND email account within 1-3 business days. The FWS contact for your employing department will also be notified.

Tracking Federal Work Study Earnings

To view your current earnings under the FWS program, log into the Student Employment FWS Database.

You will see your earnings for the current academic year or current summer session. This database is updated every pay period with the most current earnings.

screen shot showing what aid status looks like

Student Break Waiver

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 five 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 half-day 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. The workday may not be shortened, and meal breaks may not be lengthened, by omitting rest periods.

Track Hours

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.

Work Schedules

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. 

View Paycheck

  1. Log in to Employee Self Service.
  2. Under My Homepage, click Employee Self Service.
  3. Click on the View Paycheck tile.
  4. 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.
  5. 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.
  6. You will be paid twice a month which is the 15th and the last day of the month.
  7. If a payday falls on a Saturday or Sunday, payday is the Friday prior to the weekend.
  8. 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)

We cannot advise on filing taxes. Check out Tax Information on the UND Human Resources website.

Holidays

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

Student Employment Policies

Student employees are required to conduct themselves in the following manner:

  1. PUNCTUALITY: Student employees must be on time and must call their supervisor if unforeseen circumstances arise causing them to be late.
  2. ABSENCE: Student employees are responsible for calling their supervisor if they will be absent. All attempts should be made to give as much advance notice as possible to your supervisor.
  3. PROCESSES: Student employees should discuss office policies and procedures with their supervisor, and refrain from inviting friends into the office during work hours.
  4. 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.
  5. 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.
  6. CONFIDENTIALITY: Work-related information is confidential and should not be discussed with others. ANY information (i.e. 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.
  7. EMERGENCY SITUATIONS IN THE WORK AREA: The student employee should first notify their immediate supervisor.
  8. CELL PHONES: Student employees are expected to refrain from cell phone usage while working.
  9. 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.
  10. 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 reasons without permission from their supervisor.
  11. RESIGNATION: Student employees should attempt to provide notice to their appropriate supervisor at least two weeks prior to their resignation date. 

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.  

Informal Grievance Procedure

If a student employee feels that they have been treated unfairly or that they have 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 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.

Formal Grievance Procedure

If the aggrieved student is still not satisfied after following the steps above, they 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:

Donna Smith
Title IX Coordinator
Twamley Hall Room 401
701.777.4171
donna.smith@UND.edu
UND.affirmativeactionoffice@UND.edu

Prohibited Harassment

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.

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