This web page provides information about the employment of students in designated job titles. Employment practices for other student job titles are covered by the contract between the UW and the United Auto Workers (UAW).
In accordance with UW Employment and Administrative Policies, Chapter 104, Student Employees, to hold an appointment in one of the covered student job titles a student must be enrolled at the University of Washington and meet the following minimum enrollment requirements (not including correspondence credits):
Each employer of a student employee is responsible for confirming the individual's eligibility for appointment as a student employee. Each student employee is responsible for notifying his or her employer if he or she no longer meets minimum enrollment requirements.
The process used to recruit and appoint student employees must comply with the University's nondiscrimination and affirmative action policies (UW Executive Order 31 - See also information from the Equal Opportunity Office). Student employment is also subject to the provisions of Revised Code of Washington (RCW) 73.16 regarding the employment and reemployment of veterans. Refer to the UW/UAW Local 4121 Contract for guidance on the appointment and employment of academic student employees on an hourly basis.
| Class Code | Title | Overtime Covered | Pay Rate | Usage | |
|---|---|---|---|---|---|
| Min | Max | ||||
| 0872 | Student Assistant Exception | Yes | $18.30/hr | $70.00/hr | This is an exception pay category requiring approval as described below. |
| 0875 | Student Assistant | Yes | $9.04/hr | $18.29/hr | General student employment performing a variety of support tasks. |
| 0884 | Nursing Tech UW Student | Yes | $13.10/hr | $17.10/hr | Only available to employ UW nursing students who perform selected nursing duties under supervision. |
| 0890 | ASUW/Appointee | No | $1274/mo | $2682/mo | Only available for ASUW Appointments |
Student employees must be compensated within the assigned salary range for the job title and in accordance with the pay determination guidelines below.
Appointing departments are responsible for maintaining consistency and equity in pay rates based on factors such as:
The department determines the starting wage and subsequent pay increases within the pay range.
Graduate Research Student Assistants must be compensated based on the Graduate Research Student Assistant (GRSA) salary schedule published on the Graduate School's TA/RA Salary Schedule web page. GRSA appointments are made based upon the position's responsibilities, longevity, merit, market conditions, or recruitment difficulty. Refer to the UW/UAW Local 4121 Contract for guidance on the appointment and employment of academic student employees on an hourly basis.
Employing units may request an exception to the student employee pay range when it is necessary to pay a student employee above the maximum Student Assistant pay rate. Use of the Student Assistant Exception job title (class code 0872) requires advance approval of the appointing authority or designee. The Student Assistant Exception job title is only used where an exceptional pay rate is warranted. Circumstances warranting the approval of an exceptional pay rate include such factors as competitive market conditions or exceptional job skill requirements (e.g. advance computer programming skills).
To request an exception, the department administrator or the supervisor completes the Student Employee Exception to Pay and Classification Schedule Form.
Employment of Minors - Work hours and working conditions for student employees under the age of 18 are covered by the UW Requirements for Employing Minors.
Students 18 years of age and older are limited to working 19.5 hours per week when classes are in session, and may work more than 19.5 hours per week during school breaks or when "on leave". Students are considered "on leave" as follows:
For student job titles covered by the contract between the UW and the United Auto Workers (UAW), see Contract Article 16, Leaves of Absence.
Student employees are overtime eligible and must be compensated for all hours worked. Hours worked includes all time an employee must be on duty and is permitted to work. Student employees do not receive paid holidays, and holidays for which regular staff are paid are not considered "hours worked" for student employees.
Appointing departments must maintain work/time records for student employees to comply with Fair Labor Standards Act (FLSA) record keeping requirements. See the Work/Time Record Keeping webpage for instructions on how work/time records must be kept.
Student employees are covered by mandatory overtime requirements, and they must be compensated at time and a half for all hours worked over 40 hours per workweek. If a student employee has more than one University appointment, the hours worked in all appointments are totaled to determine the total hours worked within the workweek. See also Overtime Eligibility and Compensation for Non-Academic Employees.