The University of Kansas is an Equal Opportunity/Affirmative Action Employer. The University encourages applications from underrepresented group members. Federal and state legislation prohibits discrimination on the basis of race, religion, color, national origin, ancestry, sex, age, disability, and veteran status. In addition, University policies prohibit discrimination on the basis of sexual orientation, marital status, and parental status.
The University of Kansas is proud of its goal to help all individuals realize their potential. We are committed to providing policies, programs, services, activities and classroom environments that are free of discrimination or harassment. The University applauds all efforts to create a positive working and learning environment for all individuals.
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All student hourly positions are to be advertised through the Student Employment Center at University Career & Employment Services by submission of a Student Employment Job Vacancy Form, SEC-1 (see Appendix I). Student hourly employment is divided into two categories: Job Specific and Job Pool. Each category will be advertised with the Student Employment Center for a minimum of three full working days, although the unit may choose to advertise a position for a longer period.
Job Specific: This category is mandatory for all units hiring four or fewer students for the same type of position. Units hiring more than four students for the same type of position may utilize either the job specific or job pool category. In job specific hiring, units must set a definite deadline date and must accept applications through that deadline date. Interviews may be conducted before the deadline date but the final job offer cannot be made until after the deadline date.
Job Pool: Those units having more than four student hourly employees for the same type of position may utilize the Job Pool Category. The Job Pool Category allows a unit to advertise position openings with a specific application deadline date of one semester or less. If the unit chooses to advertise on a semester basis, applications must be accepted from students for the entire semester. Students may be hired for positions at any time during the semester.
<">Student Employment Job Vacancy Form (SEC-1)
The Student Employment Job Vacancy Form (SEC-1) is to be completed for each advertised student hourly position. To complete the Job Vacancy Form, the unit is to:
1) indicate the type of job, i.e., student hourly or work-study, 2) complete the hourly wage, length of appointment, and hours per week information, 3) indicate the unit name, 4) indicate Job Specific or Job Pool and the appropriate academic session, 5) specify the duties, location of job if other than Lawrence, qualifications, procedures for applying, and the person to contact with the appropriate address and telephone number, 6) indicate the closing date past which no further applications will be taken.
After completing the form, the unit is to forward the form to the Student Employment Center, located in the University Career and Employment Services, 110 Burge Union. The Student Employment Center will assign each new job position a Job Serial Code. The Student Employment Coordinator will process the form and post the job vacancy notice. Job vacancy notices are posted on a bulletin board at 110 Burge and on the internet at (http://www.ku.edu/~uces/student_jobs.shtml). A copy of the Job Vacancy Form with the assigned Job Serial Code will be returned to the unit so that it may be filed with the University Student Hourly Employment Applications, SEC-2 (see Appendix 2), as they are received.
If a unit has not found a suitable applicant by the original deadline date, the deadline date may be extended by calling the Student Employment Center and setting a new deadline date. This may be done until a qualified applicant is found. It is not necessary to submit another SEC-1.
Graduate Research Assistant (GRA)
Units are encouraged to advertise GRA vacancies through the University Career & Employment Services. A GRA announcement should be posted on a centrally accessible departmental/unit bulletin board for a minimum of three (3) days.
Graduate Teaching Assistant (GTA)
Each academic department has its own requirements for selecting GTAs. The assistantships must be an integral part of the graduate student's academic endeavor. Every GTA signs a Graduate Teaching Assistant appointment form that specifies his/her direct classroom/teaching responsibility. This also specifies the length of appointment, percent time and total salary. GTA appointments are subject to the memorandum of agreement between the Kansas Board of Regents and the Kansas Association of Public Employees.
Student Hourly Employment Application Form (SEC-2)
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All units offering student hourly employment positions are required to have applicants complete the University Student Hourly Employment Application, SEC-2 (see Appendix 2).
The unit may add a supplemental sheet requesting additional information. The kinds of information that may be requested on the supplemental sheet include: 1) references, and 2) specific skills relating to the position. The kinds of information that may not be requested on the supplemental sheet include: 1) race, 2) color, 3) sex, 4) disability, 5) veteran status, 6) religion, 7) national origin, 8) ancestry, 9) age, 10) sexual orientation 11) marital status, 12) parental status and 13) arrest record.
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All interviewing and selection practices are to conform to applicable federal, state, and university anti-discrimination laws and policies and are to adhere to policies established by the Equal Opportunity Office. If sufficient applicants exist, it is recommended that a unit interview one applicant more than the number of positions to be filled. Units advertising student hourly positions in the job pool category must interview five applicants or one more than the number of individuals to be hired, whichever is greater.
Recruitment Recordkeeping
The unit must retain the completed applications, and any supplemental application sheets for a period of six (6) months from the date the position is filled. Retaining the application files for six (6) months will assure their availability for review should a hiring question be filed with the unit and/or the Equal Opportunity Office. At the end of the six (6) month period, the forms may be destroyed.
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Enrollment levels for student employees are based on requirements from the Internal Revenue Services; the Memorandum of Agreement between the University of Kansas, the Kansas Board of Regents, and KAPE; and University policies.
During the semester term of the appointment, the student hourly must be enrolled in no fewer than 6 credit hours. For summer periods the student hourly must: 1) have been enrolled in no less than 6 hours in the past spring semester or 2) be pre-enrolled in upcoming fall semester in no less than 6 hours or 3) be enrolled in summer session or 4) be admitted to study in the upcoming fall semester. Student Hourlies may be undergraduate or graduate students.
In order to be eligible for a GRA appointment, a graduate student must meet all of the following criteria:
(1) Be a degree-seeking graduate student, admitted to a graduate program during the current semester (fall/spring) or summer session;
(2) During the fall or spring semester, the GRA must be enrolled in no fewer than six credit hours required for the student's graduate degree. During the summer session, the GRA must be enrolled in coursework related to his/her graduate program. The number of hours must be determined by the student's advisor and must reflect as accurately as possible the student's demand on faculty time and University facilities. Generally, an enrollment of three credit hours is appropriate for the summer session. (Special conditions may apply for some doctoral candidates; see section D. Enrollment Exceptions... below.)
(3) A student who has earned a graduate degree may not continue in a GRA appointment after the graduation date unless he or she has just completed a master's degree and is enrolled in a doctoral program in the same field or a closely related field or is a doctoral graduate who has been accepted into another graduate program.
(4) Perform research that is in his/her field (or a closely related field) of study and is integral to the student's education (e.g., dissertation topic);
(5) During the term of appointment, the GRA must be in academic good standing and making satisfactory progress toward a graduate degree, as determined by the Graduate School and the department in which the person is enrolled. Students who are admitted to a degree program on probationary or provisional status are not considered to be in academic good standing for the purpose of GRA appointments. A graduate student must maintain a cumulative grade point average (GPA) of 3.0 to remain in academic good standing. However, if a department judges that a graduate student whose GPA falls below 3.0 after the first semester at KU is nonetheless making satisfactory progress, the department may recommend to the Provost that the student be allowed to keep his/her GRA position for one additional semester.
(6) Hold a GRA appointment approved by the Office of the Vice Provost for Research (for all funds under Research and KUCR), the Office of Budget Management and Fiscal Services (for the professional schools' state- and endowment-funded GRA positions), or the College of Liberal Arts and Sciences (for state- and endowment funded GRA positions in CLAS) and paid through the University payroll system.
In order to be eligible for a GTA appointment, all of the following criteria must be met as outlined in the Memorandum of Agreement:
(1) During the term of appointment, the GTA must be admitted to and enrolled in a graduate degree program offered by the University of Kansas;
(2) During the fall or spring semester, the GTA must be enrolled in no fewer than six credit hours required for the student's graduate degree. GTAs on summer session appointments may enroll but are not required to do so unless they are doctoral candidates, who are required to be continuously enrolled. (See section D. Enrollment Exceptions...below.) If a GTA is unable to enroll in the designated number of hours for reasons of medical condition or other hardship, the GTA, with supporting documentation and the approval of the department of employment (and department of study in cases in which the two are different), may petition the Office of the Provost that this requirement be waived. Final approval rests with the Provost. (Exceptions may apply for some doctoral candidates; see the section D. Enrollment Exceptions...below.)
(3) During the term of appointment, the GTA must be in academic good standing and making satisfactory progress toward a graduate degree, as determined by the Graduate School and the department in which the person is enrolled. Students who are admitted to a degree program on probationary or provisional status are not considered to be in academic good standing for the purpose of GTA appointments. A graduate student must maintain a cumulative grade point average (GPA) of 3.0 to remain in academic good standing. However, if a department judges that a graduate student whose GPA falls below 3.0 after the first semester at KU is nonetheless making satisfactory progress, the department may recommend to the Provost that the student be allowed to keep his/her GTA position for one additional semester.
(4) The graduate student must satisfy any and all English proficiency criteria established by the Regents and/or the University prior to finalization of a GTA appointment. All prospective GTAs must be interviewed and have their spoken English competency certified by no fewer than three institutional personnel, at least one of whom should be a student. Individuals whose first language is not English must achieve a minimum score of 50 on the TSE (Test of Spoken English) on the SPEAK (Speaking Proficiency English Assessment Kit).
(5) During the term of appointment, the GTA's assigned duties must consist primarily of direct involvement in classroom or laboratory instruction. The University also requires that a GTA's teaching assignment be in his/her own field of study or one that is closely related. Out-of-field appointments require consultation with the student's home academic unit and the explicit approval of the Office of the Provost.
In accordance with Graduate School requirements, after passing the comprehensive oral examination for a doctoral degree, the candidate must be continuously enrolled, including summer sessions, until all requirements for the degree are completed, and each enrollment must reflect as accurately as possible the candidate's demand on faculty time and University Facilities. Until 18 post-comprehensive hours are completed, the candidate must enroll in a minimum of six hours each semester and three hours during the summer session. Doctoral candidates may be enrolled in fewer than six post-comprehensive hours in the fall and spring semesters and in fewer than three hours during the summer session if all of the following conditions are met.
(1) Successful completion of the doctoral comprehensive examination;
(2) Completion of all other Graduate School and departmental requirements for candidacy to the doctoral degree;
(3) Completion of eighteen post-comprehensive credit hours;
(4) Enrollment in one or more dissertation credit hours, or, for the professional doctoral degrees, in dissertation-equivalent hours as approved by the Provost Office.
Certification of Eligibility to Enroll in Fewer than Six Hours
In order to certify that a GTA or GRA is a dissertation candidate who is eligible to enroll in fewer than six dissertation or equivalent credit hours (or fewer than three hours during summer session), campus departments must submit the "Graduate Teaching Assistant/Graduate Research Assistant Certification of Eligibility to Enroll Fewer than Six Hours" (www.ku.edu/~provost) form to the Provost's Office. Please contact the Office of the Provost (864-4904), provost@ku.edu, or the Department of Human Resources (864-4946) hrdept@ku.edu, for further information.
The hiring of non-KU students as student hourly employees is an exception to University procedures and requires the advance authorization of the Director of Human Resources. The circumstances which would be considered include: 1) a search for KU students has been unsuccessful; 2) a short-term emergency situation; 3) off campus sites where availability of KU students is minimal; 4) selected high school internship programs.
If a department employs a non-KU student they are responsible for verifying enrollment - see section IV. A.
If students being considered for hire are less than 18 years old, certain requirements established by the Child Labor Law portion of the Fair Labor Standards Act (FLSA) must be met before the student begins work. These requirements relate to hours of work and types of job duties that can be performed. Please contact the Department of Human Resources for further information (864-4946) hrdept@ku.edu.
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A. Student hourly appointments are authorized by the hiring department.
B. Appointment to the GRA job title requires prior authorization from the appropriate administrative office as specified on the "GRA Intent to Appoint Request Form" (see Appendix 3, or web site:http://www.ku.edu/~provost/graintent.shtml).
C. Appointment to the GTA job title requires prior authorization from the Provost Office via the GTA Appointment Form (http://www.provost.ku.edu/gta_gra/gta_apptform.pdf). Department must submit two signed originals of the GTA Appointment Form through the appropriate Dean's office to the Provost. If appointing a GTA whose first language is not English, the department must submit with the appointment form for the initial GTA appointment the Verification of Spoken English Competency form and a copy of the TSE or SPEAK score.
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Appointment(s) to any combination of student job titles during the academic year cannot exceed the equivalent of a 75% appointment (30 hours weekly for student hourly). Employment during the summer, when classes are not in session, or between academic sessions may be at the 100% level. Total hours worked on all combined appointments should never exceed 40 hours per week.
GTA appointments cannot exceed 50% during the academic year without special authorization from the Provost. Most international students may not work over 50% time during the academic year due to Visa restrictions (See Appendix 6).
Wages and salary increases for student employees are established by university departments within the guidelines and requirements outlined below. For GTA's refer to the Memorandum of Agreement (MOA) for additional requirements.
The pay period for student employees is biweekly with a work week that runs from 12:01 a.m. Sunday through 12:00 a.m. the following Sunday. A paycheck is issued two weeks after the end of the pay period on every other Friday (or the first working day before a holiday).
It is strongly encouraged for all employees to have their paycheck electronically transferred to a financial institution.
1. Student Hourly - Effective 6/18/07 student hourly employees must receive a minimum of wage of $7.25 hourly. Any student hourly hired at or given an increase resulting in wages of $14.00 or more hourly must have authorization from Human Resources before offering that wage. The Authorization Form is available at www.ku.edu/~kuhr.
2. Graduate Teaching Assistant (GTA) - Wages for GTA's are established by the Memorandum of Agreement (MOA), pursuant to article 6, section 3: Nothing in this section prohibits the University from paying a GTA salary above these minimum amounts.
3. Graduate Research Assistant (GRA) - Wages for GRA's are compensated at a salaried rate established by their department. Generally, positions with similar duties, responsibilities and work experience should be compensated at the same level.
According to Internal Revenue Service regulations, student appointments are exempt from the payment of social security and medicare taxes (commonly referred to as FICA) during the academic year under the conditions described below. If students do not meet these criteria, then 7.65% of their gross payment must be withheld for social security and medicare taxes, and the University must pay an additional 7.65%. Students with F-1 and J-1 visas are exempt from social security and medicare taxes.
1. The student's appointment must be incidental to his/her course of study. The tax exemption will not apply if the appointment is considered to be an individual's primary activity at the University. At no time will a student qualify for the exemption if the appointment is more than 75% (over 30 hours per week).
2. The student must meet the enrollment criteria as mentioned above in sections IV. A-D and regularly attending classes.
3. The non-KU student hourlies will be exempt from FICA if they are currently enrolled at another Kansas regents institution and work 30 hours or less. All other non-KU student hourlies will not be exempt from FICA.
The Fair Labor Standards Act (FLSA) determines whether employees are paid on an hourly or salaried basis. A summary of these requirements appear below:
Enrollment Level
Job Title/Code
FLSA
Undergraduate
Student Hourly/0S9900
Hourly
Graduate
Student Hourly/0S9900
Hourly
Graduate
GTA/0S1000
Salaried
Graduate
GRA/032000
Salaried
Federal Work-Study (FWS) is a federally subsidized program established to promote part-time employment of financially eligible students. This financial aid program is administered by the Office of Student Financial Aid, 50 Strong Hall. For those students with FWS awards hired by University units, the unit pays 25% of that student's gross earnings, the federal government pays 75%.
FWS allocations are made directly to students and they may utilize their allocation wherever they are employed on campus. Students may work up to thirty (30) hours per week when school is in session during the academic year; forty (40) hours per week otherwise. All work hours may be paid from FWS funds as long as the student does not exceed his/her FWS award.
To be eligible for FWS, a student's financial aid package must include an FWS award. A student with an FWS award receives an FWS authorization card, which identifies the student as eligible. If the student reaches his/her maximum FWS earnings limit or the work-study authorization end date is reached, the student may continue employment with the unit. However, at this point, the unit must assume 100% of the salary costs. A student's FWS award will be canceled if he/she is not paid from sources other then FWS funds for two consecutive payroll periods. Students may access an on-line application to apply for FWS at (http://www.ku.edu/~osfa/). New awards are made on a first-come, first-served basis using the date of the on-line request.
International students have specific employment eligibility requirements which must be met (see Appendix 6). Contact International Student Services, 2 Strong Hall, for additional information.
Students with hourly appointments are not eligible for a tuition reduction. Salaried students with at least a 40% appointment are eligible for resident rates for tuition only. Required campus fees or off-campus area fees still apply. Application forms for resident (staff) tuition rates are available in the Enrollment Center, 151 Strong Hall.
Eligibility Requirements for GRA Staff Tuition Rate
Fall or Spring: The GRA must have a salaried appointment starting not later than the first day of the first, full month of the semester and continuing through the 60th day of the semester.
Summer: The GRA must have met the eligibility criteria for the preceding fall and spring semester or the staff member must have a salaried appointment starting not later than the first day of the summer session and continuing through the 30th class day of the summer session.
Eligibility Requirements for GTA Tuition Reduction
Fall: The GTA appointment must start not later than September 1 and must continue for a minimum of four months.
Spring: The GTA appointment must start not later than January 16 and must continue for a minimum of four months.
Summer: Because of the variability of starting dates and term lengths of summer classes, the GTA appointment must start no later than July 1 and must continue for a minimum of one month. For appointments of one month duration, the percentage of the appointment will be divided by two for purposes of applying the tuition waiver.
The assessed tuition amount is paid by the University for the GTA in the percentages given below. The University pays required campus fees (RCF) for three credit hours, also based upon the percentage chart given below. The GTA is responsible for paying the remainder of RCF and any applicable off-campus area service fees. If the student is eligible, resident (staff) rates are assessed before applying the waiver. Departments submit GTA appointments to the Office of the Provost for approval. GTAs do not have to submit additional paper work to obtain applicable tuition rates.
GTA Appointment
Resident (Staff) Rates
Tuition/Three Hours RCF Waiver (Rates subject to change)
40 but less than 100%
Yes
100%
30 but less than 40%
No+
75%
20 but less than 30%
No+
50%
10 but less than 20%
No+
25%
+A GTA with less than 40 percent may obtain eligibility for the resident (staff) rate if coappointed to another salaried assistantship (e.g., research) and if together the total is a minimum of 40 percent of full time.
If the GTA appointment for an enrolled student ends or is found invalid before the last day of the applicable term, the resident (staff) rate and the tuition waiver will be rescinded. Tuition will be reassessed for the entire term at the appropriate resident/non-resident tuition amount.
Student employees are not eligible for any form of paid leave. Holidays that occur during their appointment period will not affect the pay status of exempt student employees.
Eligible GTAs and GRAs may participate in a health insurance program for which the University provides a contribution. For additional information, contact Staff Benefits, Human Resources, 864-4946 or (http://www.ku.edu/~kuhr/students/index.shtml). Other student health insurance plans are available to all students, regardless of their employment status.
Student employees, like all other employees, are covered by the University's Campus Workplace Violence Program. Contact Human Resources at (864-4946) or (http://www.ku.edu/~kuhr/faculty_staff) for more information.
Departments retain personnel records for student employees. Personnel records are University property and considered confidential. Records containing medical information are maintained with strict confidentiality and should be maintained in a separate file. Student employees, with adequate notice and administrative oversight, may review material in their personnel files. The GTA Memorandum of Agreement (Article 11) prescribes guidelines for GTA personnel files. A student's academic files should be kept separate from personnel files.
The student ID number must be reported accurately for taxes to be applied correctly. The student ID number must be verified from the KUID card before finalizing the appointment. For non-KU students, prior approval from Provost, Vice Chancellor, or University Director must be obtained before hiring:
Student ID Number 888888 -- is used for a high school student or college student enrolled at a non-Regents institution. Social security is withheld and unemployment compensation insurance is charged.
Student ID Number 999999 -- is used for a college student enrolled at a Kansas Regents institution other than KU. Social security is not withheld and unemployment compensation insurance is not charged.
The GTA Memorandum of Agreement prescribes a number of personnel and other policies. The Memorandum is available on the Provost Office web site (http://www.ku.edu/~provost/gta.shtml). Please feel free to contact the Department of Human Resources if you have questions regarding its applicability to employment situations.
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Student hourly employees, when hired, should be advised of the unit's evaluation process. The performance evaluation process serves the following purposes:
1) informs the student of the strengths and weaknesses and of job performance in relation to employer expectations; 2) provides the employer with documentation about areas of concern should further action be necessary; and 3) provides the student an opportunity to respond to the unit's concerns as well as their own. Each unit will establish its own evaluation procedures, meeting the following minimum procedures that are held in common for all units within the University:
1. The evaluation of student hourly employees should be an integral element of the daily employee-supervisor relationship.
2. A unit may, at its discretion, establish a formal evaluation system for student hourly employees. Sample evaluation forms that can be used as models are available from the Department of Human Resources, 864-4946 or (http://www.ku.edu/~kuhr/forms/index.shtml).
a. If the formal evaluation is verbal, the student may request that the results of this formal evaluation be in written form.
b. If the evaluation is in written form, it shall be signed by both the supervisor and the student and a copy given to the student. A copy of the written evaluation and any comments made by the student are then maintained in the unit's personnel files.
3. If a student is dissatisfied with the performance evaluation, the student may follow the grievance procedures available to all student hourly employees. (See Section IX.)
The evaluation should be done by the immediate supervisor, although the supervisor may also wish to consult his/her own supervisor. It is suggested that written documentation be maintained throughout the employment period to support the evaluation. If a student hourly employee receives a less than satisfactory performance evaluation, or at other times when performance is unsatisfactory, suggestions should be offered for improvement and a reasonable period of time allowed for such improvement, balancing fairness to the individual with demands of the work unit. If failure to improve performance is to be grounds for dismissal of a student hourly employee, the student must be so advised. Immediate dismissal may result from situations of severe misconduct or severely inadequate performance.
Graduate Research Assistants should be evaluated and provided guidance on an on-going basis because their research is a part of their academic program. In addition, it is recommended that supervisors conduct at least one formal evaluation per year. The evaluation guidelines for student hourly employees included above may serve as a model.
GTAs must be evaluated each semester in accordance with the Memorandum of Agreement. (See Article 5, Section 8.)
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The following procedures are to be followed if a situation arises which involves disciplinary action, early termination or dismissal of a student hourly employee.
1. Disciplinary Action:
Disciplinary action for student hourly employees may include verbal counseling, written warnings, suspension without pay or termination of appointment.
2. Early Termination:
Student hourly employees may be terminated at any time, with or without cause or notice. Generally, early termination occurs because of failure to meet minimum enrollment requirements, shortage of work or funds, or other changes in duties or organization within the unit. In the event that an early termination becomes necessary, the selection of the employee(s) to be terminated should be based on several factors: needs of the unit and the employee's length of service and work performance. It is strongly recommended that student employees be given notice (preferably in writing) of an early termination at least 30 days in advance of the effective date. If a situation arises which may involve early termination, the Student Employment Center can provide information about other job openings.
3. Dismissal:
A student hourly employee may be dismissed for non-performance or insufficient performance of duties, or other behavior which is determined to be detrimental to the unit. When a unit has cause for dismissal of a student hourly employee, the supervisor should notify the employee in writing of the reason for the dismissal and should provide an opportunity for the student hourly employee to present any mitigating circumstances. Whenever possible, a student hourly employee should be counseled/warned that performance or conduct problems exist and, if not severe, advised that their appointment could be terminated if corrective action is not taken. Severe misconduct or severe performance failure may be cause for immediate dismissal without prior performance counseling. At the unit's discretion, action to dismiss may require the concurrence of the next-level supervisor.
GRA employment is "at will," and may be terminated at any time with or without cause or notice. Some cases of early termination may be based on lack of funding or enrollment ineligibility. In addition, early termination may occur if the student's field of study no longer relates to the research duties being performed or if the duties being performed are no longer at a graduate research level.
Disciplinary action for GTAs may include written warnings, suspension with or without pay, or termination of appointment as described in the Memorandum of Agreement. (See Article 13.) Early termination of appointment based on nondisciplinary factors is also described in the Memorandum of Agreement. (See Article 5, Sections 2 and 9.)
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All grievances should be resolved at the lowest possible level. Should a student hourly employee have a grievance within a unit, the student should visit with the immediate supervisor about the grievance and both parties should seek a resolution. If a grievance cannot be resolved informally, the student hourly employee may decide to seek a formal resolution. For all employment grievances, the formal resolution process must be initiated within 10 working days from the date of the grievous act.
The student hourly employee may seek formal resolution of the grievance by submitting a written notice of grievance to the next-level supervisor, who shall make a judgment within 10 working days. The notice of grievance is to include the nature of the grievance and the remedy sought. Within 5 working days of the receipt of this judgment, the student may appeal the decision to the next-level supervisor, who will, within 10 working days, uphold, modify, or reverse the earlier decision. This appeal decision shall be final. This procedure shall be the sole grievance procedure for employment issues of student hourly employees except for those situations covered by the University's Equal Opportunity and Affirmative Action policies.
All grievances should be resolved at the lowest level possible. If a GRA is not satisfied with the grievance resolution he/she may seek further consideration by contacting the next higher administrative level.
A GTA "grievance" is defined as a statement of dissatisfaction by a public employee, supervisory employee, employee organization or a public employer concerning interpretation of a Memorandum of Agreement or traditional work practice.
(Grievance procedures are described in Article 14.)
The policies outlined in this document become effective September 1, 1999.
Revised August, 1999
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List of Appendices and Websites:
Appendix 1: Student Employment Job Vacancy Form (SEC-1) . . . . . . . . A.1.1
Appendix 2: University Student Hourly Employment Application (SEC-2) . . . . A.2.1
Appendix 3: GRA Intent to Appoint Request Form . . . . . . . . . . . . . A.3.1
Appendix 4: GTA Appointment Form . . . . . . . . . . . . . . . . . . A.4.1
Appendix 5: Verification of Spoken English Competency . . . . . . . . . . . A.5.1
Appendix 6: Guide to Nonresident Employment . . . . . . . . . . . . . . . A.6.1
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Websites and Forms/Information Available:
Human Resources and Equal Opportunity
Office of Student Financial Aid
http://www.ku.edu/~osfa/ for Federal Work Study Application Form
Office of the Provost and Executive Vice Chancellor
This is the link to information related to GTA and GRA employment http://www.provost.ku.edu/gta_gra/?G.
This includes the Memorandum of Agreement covering GTAs, GTA Appointment Form, GRA Intent to Appoint Request Form, GRA Tuition Assistance Announcement and Guidelines, GTA/GRA Eligibility Guidelines, GTA/GRA Benefits, Policy on Differential Tuition Payments for GTA's, Forms for reduced enrollment for GTA and GRA's, Spoken English Language Competency Policy and verification form.
University Career & Employment Services
https://jobs.ku.edu/ to view available student job openings
Email Page
Print Page
(785) 864-4946
(785) 864-5790