Student employees

In accordance with UW Employment and Administrative Policies, Chapter 104, a student must be enrolled at the University of Washington and meet the following minimum enrollment requirements (not including correspondence credits) in order to hold a position in a student job profile:

  • Undergraduate students – 6 credits
  • Graduate and professional students – 4 credits
  • Ph.D. candidates working on dissertations – 2 credits
  • Granted “on leave” status

The process used to recruit and hire 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 the Revised Code of Washington (RCW) 73.16 regarding the employment and reemployment of veterans.

Academic student positions are covered by the contract between the UW and the United Auto Workers (UAW). For all other student employment positions, Compensation establishes compensation requirements in accordance with University policy and as described below.

Non-UW Students: Non-UW work study students may be hired into job code 11836 (Assistant – Non-UW Student Work Study), and non-UW nursing students may be hired into job code 11835 (Nursing Technician – Non-UW Student). While considered temporary hourly staff employees, non-UW students employed in these job profiles are not subject to the 950-hour limit on temporary employment, and may be eligible to participate in the PERS 2 or PERS 3 retirement plan.

Other non-UW students who are not work study eligible or who are not nursing students may be employed as a temporary hourly employee using the classified job profile that most closely matches the work to be performed. With advance approval from HR Operations, it may be appropriate to use Temporary Staff Helper job profile for such positions.

It is the responsibility of the employing department to confirm an individual’s eligibility for a position as a student employee by verifying enrollment with the appropriate registrar’s office. Student hourly employees are responsible for notifying their supervisor if they no longer meet minimum enrollment requirements.

UW Student employee job profile and compensation information

Job Code Job Profile Overtime Eligible Min ($/hr) Max ($/hr) Usage
10875 Student Assistant
Calendar Year 2022
Yes $17.27 $75.00 Undergraduate student employment performing a variety of support tasks (Seattle & Bothell campuses)
10888 Student Assistant, UWT
Calendar Year 2022
Yes $14.49 $75.00 Undergraduate student employment performing a variety of support tasks (Tacoma campus)
10889 Student Assistant – Grad
Calendar Year 2022
Yes $17.27 $75.00 Graduate student employment performing a variety of support tasks (non-ASE) (Seattle & Bothell campuses)
10891 Student Assistant UWT – Grad
Calendar Year 2022
Yes $14.49 $75.00 General student employment performing a variety of support tasks (Tacoma campus)
10884 Nursing Tech, UW Student Yes $17.50 $30.00 Only available to employ UW nursing students who perform selected nursing duties under supervision
21242 Pharmacist Intern – Student Yes $21.89 $34.29 Only available to employ UW Pharmacy students who perform selected pharmacist tech duties under supervision
10890 ASUW/Appointee No $1,274 /mo $2,678 /mo Only available for ASUW positions
21877 Respiratory Care Intern – Non-UW Student Yes $17.27 $30.00 Only available to employ students currently enrolled in an accredited Respiratory Care Program in the State of Washington who perform respiratory care duties under supervision.
Pay determination guidelines

Student hourly employees must be paid at least the Washington State minimum wage and must be compensated within the assigned salary range for the job profile and in accordance with the pay determination guidelines below.

Appointing departments are responsible for maintaining consistent and equitable pay practices across student hourly positions based on considering factors such as:

  1. The range and complexity of the job’s duties;
  2. The knowledge and skill requirements necessary to perform the job;
  3. Equity, including salary relationships with other student employees in the department or unit;
  4. Longevity, merit, market conditions, and/or recruitment difficulty;
  5. The appointee’s relevant experience and training.

The department determines the starting wage and subsequent pay increases within the pay range.

Graduate Research Student Assistants (GRSA)

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 positions 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 hiring and employment of academic student employees on an hourly basis.

Work hour limits

Employment of Minors – Work hours and working conditions for student hourly 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, but may work more than 19.5 hours per week during school breaks or when “on leave”. Students are considered “on leave” as follows:

  • Undergraduates – For one quarter immediately following a quarter in which the student was enrolled for at least 6 academic credits, including summer quarter.
  • Graduate and Professional Students – When the student has applied for and been granted such status by the Dean of the Graduate School.

For student job profiles covered by the contract between the UW and the United Auto Workers (UAW), see Contract Article 16, Leaves of Absence.

Hourly pay requirements, work records and overtime

Student hourly 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 hourly employees do not receive paid holidays, and holidays for which regular staff are paid are not considered “hours worked” for student hourly employees.

Appointing departments must maintain a timesheet for student hourly employees to comply with Fair Labor Standards Act (FLSA) record keeping requirements.


Student hourly employees are covered by mandatory overtime requirements, and must be compensated at time and a half for all hours worked over 40 hours per workweek. If a student hourly employee has more than one University position, the hours worked in all positions are totaled to determine the total hours worked within the workweek. See also Overtime Eligibility and Compensation for Non-Academic Employees.