Reviews eligibility requirements for student employment.

Outlines expectations for appointment duration and reappointment procedures. 

Establishes that all positions will conclude at the end of the academic year, unless otherwise specified. Lists criteria for offer letters and positions descriptions.   

Establishes a 14-day notice period for student positions, except in specific circumstances. 

This article introduces several new practices that will impact all departments.  

Departments will need to align their appointment policies with the current CBA—including requirements related to appointment duration, reappointment procedures, and notice periods.  

All student worker positions will need to have a templated position description that complies with the new policy. A standardized template will be provided soon to assist departments with this requirement.  

Note for Section 2: Departments who have previously indicated that a student’s position will extend past the current academic year are encouraged to honor that arrangement. In all other cases, departments should follow the practices outlined in this section.  

Before making any changes to wages, hours, or working conditions, supervisors should check with departmental HR and Employee and Labor Relations (uoelr@uoregon.edu).  

Note: Making changes solely to comply with the new CBA does not require notice). 

NA – Departments not responsible.  

Note: FERPA waivers will be added to student hiring packets on the central level, supervisors do not need to take action on this. 

It is not necessary for supervisors to understand all the details in this article; however, it is recommended that supervisors familiarize themselves with the overall structure and steps of the grievance and arbitration process. 

Supervisors or departments who receive a grievance directly from an employee or UOSW should contact Employee and Labor Relations at grievances@uoregon.edu and/or uoelr@uoregon.edu.   

Overview of new policies for hiring and job postings.   

Outlines parameters for job postings, including necessary information and a requirement to post on Handshake for at least seven days.   

Establishes that unsuccessful candidates will be notified within three weeks of the search’s conclusion. 

This article introduces several new practices that will impact all departments.  

It will be imperative for departments to read this article in its entirety and to implement any new policies and procedures, especially before starting the hiring process for new students. 

Defines a layoff and factors that can lead to layoff.  

Introduces a 10-day notice requirement for all student worker layoffs. 

Supervisors should review this article to familiarize themselves with new practices, and ensure they are aware of other leave options.  

Sick leave accrual rates will be adjusted centrally and supervisors do not need to take action on this piece. 

Outlines the university’s commitment to equal opportunity and non-discrimination, detailing specific policies and procedures to protect student workers from discrimination and harassment.  

This article also introduces new practices, including establishing a departmental safety plan and not requiring student workers to have a last name on their nametag. 

Outlines guidelines for conducting performance evaluations for student workers.   

Performance evaluations are optional for departments. However, should they elect to conduct them, they must ensure they are operating in compliance with this article.   

Performance evaluations may not be used as the sole justification for discipline. 

Departments that already have a performance evaluation process—or those looking to establish one—should carefully review this article to ensure compliance.   

Other departments may review for awareness. 

Should departments choose to keep personnel files on student workers, please review the article and ensure compliance.  

Other departments should review for awareness. 

Establishes that the department will cover the cost of training or certifications that are required after an employee begins their role.  

Establishes that the department will provide any required supplies or uniforms. 

All departments should review for awareness. 

Ensure that all required training or certifications required after hire are financially covered by the department.  

Ensure that all supplies or uniforms are provided by the department and are in good working order. 

This article contains significant operational impacts for departments.   

It is imperative for departments to read this article in its entirety to implement the necessary policies and procedures. 

Supervisors will need to review this article for awareness.   

Departments should ensure there is reasonable bulletin board space for union materials. 

Creates three classifications for student worker positions across campus with associated compensation ranges for each classification. Set to go into effect July 16, 2025.  

Includes a 2.5% annual across the aboard increases for returning student workers.  

Includes a 3% annual increase to each classification wage range. 

This article contains significant impacts for all departments.   

It is imperative for departments to read this article and classify student workers according to the classifications as described in the article, adjusting wage rates as needed to fit the pay scale. (Note: no student worker who remains in the same position may have their pay reduced.)  

The method for formally updating classifications and pay rates is being developed and will be shared with departments in the coming weeks. 

Outlines expectations for building access, including timelines for supervisors to grant access and consequences for violations of building policies.  

Encourages departments to provide storage for belongings and guarantees Resident Assistants a designated, secure space for required materials. 

Departments are encouraged to identify storage space for student worker belongings during their shifts and review requirements for granting necessary building access.   

University Housing/Residence Life should ensure there is a designated secure space for storing on-call phones, posters, and other necessary supplies.