Questions? Contact Student Employment (319) 335-1460 EMAIL

Work Hours Per Week

According to State of Iowa law, student hourly employees are limited to working no more than 20 hours per week during the academic year. During the summer employment session, students can work up to 40 hours per week.

• Students may work a maximum of 20 hours per week during the academic year (including finals weeks).

• Students may work a maximum of 40 hours per week during Thanksgiving week.

• Students may work up to 40 hours per week during the winter break.

• Students may work a maximum of 40 hours per week during Spring Break.

• Students may work up to 40 hours per week during the summer employment session.

Employing High School Students in the Summer

Iowa law (19A) allows departments to hire individuals regardless of their student status for the summer session only (May to September). This exclusion is referred to as the summer hire exclusion. Exact summer employment dates are determined by the Student Employment and University Personnel Offices in relation to the University Bi-Weekly Payroll Schedule. First priority in hiring should be given to students who will start or continue as UI students in the fall.

Employing High School Students 16 Years of Age or Younger

The summer employment of high school age or younger students is restricted to certain types of jobs based on Iowa child labor laws. A work permit is required for individuals under age 16. A certification of age may be required for ages 16, 17 or older. For further information regarding age restrictions for particular types of jobs, call the Work Force Center at the Iowa City office at 351-1035. The appropriate job service form must be obtained before the individual can by employed by the University of Iowa.

Employment of Individuals Who Are Not University of Iowa Students

Iowa law (19A) allows departments to hire individuals regardless of their student status for the summer session only (May to September). This exclusion is referred to as the summer hire exclusion. Exact summer employment dates are determined by the Student Employment and University Personnel Offices in relation to the University Bi-Weekly Payroll Schedule. First priority in hiring is given to students who will start or continue as UI students in the fall.

Employing Relatives

As outlined in the University Operations Manual (Part III, Human Resources, Chapter 8, Section 8.7), no person shall make decisions related to the hiring, retention, promotion, salary, or employment responsibilities of a student related to himself or herself by blood or marriage. This employment, however, is permitted if the student earnings will be $1,800 or less in any fiscal year.

Terminating Employment

Employment may be terminated for a variety of reasons such as:

• the student wishes to terminate the working relationship due to class conflicts or a new job opportunity

• the student withdraws from University classes

• the employers needs to terminate the employment due to budget constraints or inadequate performance on the part of the student

• the employment eligibility has been earned

When termination is necessary due to inadequate employee performance, it should be the end result of a series of progressive penalties. Discipline and reprimand are unavoidable with certain employees. When discipline becomes necessary, a fair and well publicized policy of progressive penalties might include the following:

1. simple oral warning

2. written warning noted in student's file

3. termination

There may be cases when immediate termination without progressive discipline is appropriate, but this is limited to cases of severe misbehavior, such as physical or verbal abuse, theft, or the falsification of work hours on the Employee Time Record.

Student employees have a right to know their supervisor's expectations for job performance and whether or not their performance is substandard. They should be given an opportunity to improve their performance. Students have a right to use the Student Employee Grievance Procedures for a difference, complaint, or dispute regarding the interpretation or application of established policies and/or procedures governing the terms of employment, working conditions, hours of work, or compensation. Hard copies of the grievance procedure are available from Student Employment, Room 213 Calvin Hall.

Students have the right to seek the advice of staff in the Office of the University Ombudsperson for employment concerns such as perceived unfair working conditions, inappropriate discipline or termination procedures.