Human Resources

Hiring Process

On this page:

Student Access to Job Postings

On-campus student employment job postings are listed in Handshake.

Students: do not take action to create a Wright State Handshake account. Your account is created automatically when you register for credit hours. 

State of Ohio Minimum Wage Update

The Constitutional Amendment passed by Ohio voters in November 2006 states that Ohio's minimum wage rate shall be increased on the first day of the following January, by the rate of inflation, according to the Consumer Price Index.

As a result, the minimum wage for Wright State student workers will increase to $10.45 per hour effective with the payroll period beginning December 23, 2023.

Any student employee currently earning less than new minimum wage will automatically receive an increase to $10.45 per hour beginning December 23, 2023.

Questions? Email studentemployment@wright.edu

Supervisors Post Jobs in Handshake

Submit your job postings before you interview or make offers.

Review the Student Employment job posting process

  • Jobs must be posted in Handshake for a minimum of five business days before offering the position to an applicant.
  • Although an offer has been made, the student is not yet an employee and is not yet permitted to begin work.
  • Confirmation of employment and the student employee's approved start date will be emailed to the time card approver and the student, from Student Employment.
    • Student employee access to electronic time card will be available beginning on confirmed start date.

Determine Student Eligibility

To determine student eligibility for student employment, verify student answers to the following questions:

Are you registered for the minimum credit hours?

  • Fall and Spring Semesters: you must be registered for at least the student employment required minimum of six undergraduate credit hours or three graduate credit hours.
  • Summer Semester: to be eligible for student employment, you must—at minimum—be pre-registered for the Fall Semester for the student employment required minimum of six undergraduate credit hours or three graduate credit hours.
    • To qualify for exemption from Ohio Public Employment Retirement System (OPERS), you must be registered for Summer Semester credit hours at the minimum of six undergraduate credit hours or three graduate credit hours. Beyond credit hours requirement, additional action may be required to apply for exemption from OPERS.
    • If your Summer Semester registered hours fall below the required minimum for exemption from OPERS, then you will be enrolled in OPERS; membership contributions will be deducted from your paychecks; the employer contributions will be charged to the employing department. Medicare deductions will also be applied.
  • During Winter Break: you must be pre-registered for Spring Semester for the student employment required minimum of six undergraduate credit hours or three graduate credit hours.

If you drop below the minimum credit hours required: 

  • In Fall and Spring semesters, you will be terminated from your student employment position. 
  • In Summer Semester:
    • If you drop below the required minimum number of Summer Semester credit hours for exemption from OPERS and you are registered for Fall Semester required minimum credit hours, then you will be enrolled in OPERS and the OPERS membership contribution will be deducted from each of your paychecks.
    • If you are not registered for Fall Semester required minimum credit hours, you will be terminated from your student employment position. 

Is it your final semester?

  • If your final semester registration will be below the student employment required minimum credit hours, you may apply for a one-time, one-semester exception. Contact studentemployment@wright.edu to apply for the exception.
     

Have you completed your federal Form I-9 verification? 

After a student employment job offer has been extended, becoming a student employee at Wright State requires multiple processes, including I-9 verification process.

Per federal law, for each individual an employer wants to hire for employment in the U.S., the U.S. employer and the employee must properly complete an Form I-9 and I-9 verification process. This rule applies to citizens and non-citizens.

How I-9 verification appointments are arranged:

  • First, the hiring department emails a hiring request to Student Employment, using the appropriate personnel action grid.
  • After receiving the hiring request via personnel action grid, Student Employment sends the student an email to their wright.edu email address, containing the student's next-step instructions.
    • For each of the multiple processes in the employee onboarding, Student Employment will send instructions to the student's and/or time sheet approver's wright.edu email address.
    • Instructions will differ if the student is a New Hire (never before employed at Wright State) or a Rehire (previously employed at Wright State).
    • All New Hires will receive instructions for scheduling an I-9 verification appointment and a Student Employment appointment.
    • To the I-9 verification appointment, each student must bring I-9 verification documents acceptable to the U.S. Government .
      • Consult the federal government list of acceptable documents. Bring one document from List A or Bring one document from List B + one document from List C.
    • For a required meeting in Student Employment immediately after the I-9 verification:
      • All students must also have:
        • Original Social Security Card 
          • International students, in addition to original Social Security Card, bring the following documents:
            • Passport
            • Visa
            • I-20
            • I-94 
    • If you arrive to your appointments without acceptable documents, you will not be processed. You must then reschedule both meetings.

After completion of the I-9 verification and Student Employment meeting:

  • The student is not yet an employee. The student may not begin working.
  • There are additional processes to complete. 
  • The student monitors wright.edu email for next step instructions and forms sent by Student Employment.
  • The student completes the forms in a timely manner. After completion, the forms are automatically returned to Student Employment.
    • There are additional processes to complete. The student is not yet an employee. The student may not begin working.
  • The student monitors wright.edu email for an email from Student Employment containing confirmation of employee status and including a start date.
    • After receiving the email from Student Employment that confirms employee status and includes a start date, the student is eligible to begin working, after receiving a work schedule from the supervisor.
      • Waiting for receipt of the Student Employment confirmation email and start date also applies to students who are Rehires (have previously been employed at Wright State.
         

Were you offered a work-study award in your financial aid package?

Students who have received a work-study award in their financial aid package must accept their work-study award prior to the hiring process to enable application of the award to their student employment.

  • The work-study award is not a loan and does not need to be repaid.
  • The work-study award is a federal subsidy of wages for on-campus student employment. Wages earned are given to you to spend at your discretion. Generally, student employees are paid bi-weekly and earnings are directly deposited into the student employee's personal bank account.
  • Students with a work study award are eligible to work in any position type.
  • Visit Federal Work Study (FWS) for additional information and eligibility criteria.

Does the position require a background check?

The employer must contact Human Resources, human_resources@wright.edu, to initiate the background check.

The employer may make a conditional offer of employment, pending the results of the background check, but the student may not work while the background check is in progress.

Completion of the background check does not allow the student to begin working.

As in all cases of student employment, the student is not yet an employee and may not begin working until the student and the time sheet approver have received an email from Student Employment confirming employee status and providing a start date (the first date the student may begin working, if scheduled to work by the supervisor).

Will you have a conflict with a Graduate Assistant Contract?

Students who have an active graduate assistantship contract through the Graduate School are not eligible to be hired for a student employment position.

Students who have an active student employment position may not enter into a graduate assistantship contract.

Whether or not a graduate assistantship contract or student employment position is active is determined by the begin and end dates on either the contract or the student employment record.

To avoid a conflict, all student employment positions must be terminated with an effective date prior to the begin date on the graduate assistantship contract.

Are you active in another employee role at Wright State University?

Individuals who are active on payroll as staff, faculty or administrator role are not permitted to hold a student employee role.

Individuals who are active on student employment payroll are not permitted to hold a staff, faculty or administrator role.

"Active" is determined by active and terminated dates inside your Wright State employee record, not by whether or not you are still reporting on the job for work hours.

    Have you received confirmation of your student employment and your start date?

    All students, New Hires and Rehires, must wait to begin work until after receiving a Student Employment confirmation email sent to their wright.edu email address, that includes confirmation of employee status and a start date, which is the first day you may begin working in the position, if scheduled to do so by the supervisor.

    Have you violated limits on Maximum Working Hours Per Week (in All Jobs Combined)?

    Violations of Maximum Working Hours Per Week policy results in termination of student employment. 

    Other types of violations and lack of qualifications may result in termination.

    Review all pages of student employment policies, procedures, and guidelines in the On-Campus Student Employment section of this website.

    Additional Information for International Students

    How to terminate a student employee


    Follow Step-by-Step for Hiring Returning and New Student Employees

    The following steps, in the following order, apply for every student employee at Wright State, their supervisors and their time card approvers. 

    • Per U.S. Citizenship and Immigration Services: “Federal law requires that every employer who recruits, refers for a fee, or hires an individual for employment in the U.S. must complete Form I-9, Employment Eligibility Verification.”
    • The federally-mandated I-9 verification process for new student employees must be completed (by appointment) prior to being assigned or accruing any work hours.
    • A “new student employee” is a student offered a student employment position who has never before been paid on Wright State student employment payroll.  

    Follow the Step-by-Step

    1. The hiring department submits job posting in Handshake.
      • Job posting must be in Approved status and then be active for 5 business days before a hiring decision is made.
    2. The department interviews, checks student eligibility, makes offer as desired.
    3. If student accepts offer for on-campus student employment position.
      • The student is not yet an employee and is not yet confirmed to begin working for the university.
      • Supervisor may not yet schedule the student to work. 
      • Federal law mandates all new student employees must complete the federal I-9 verification process. 
        • A “new student employee” is a student offered a student employment position who has never before been paid on Wright State student employment payroll.  
    4. After the student accepts the offer, the hiring supervisor alerts the time card approver to request a hiring packet for the student. 
    5. Time card approver for the position sends hiring packet request to studentemployment@wright.edu
    6. Student Employment determines the student’s history of employment, to verify if they are a new student employee or a returning student employee. 
    7. Student Employment sends the appropriate hiring packet and instructions via email to the time card approver. 
      • Instructions differ depending on the student’s history of employment. 
    8. Any student offered a student employment position who has never before been paid on Wright State student employment payroll must, as their first step toward employment, complete the federally-mandated I-9 verification process.
      • Following instructions in an email sent by Student Employment to the student's wright.edu email address, the student schedules two, in-person appointments to complete the employee section of the I-9 form:
        • To the appointments, the student must bring Form I-9 Acceptable Documents 
          • In addition, international student must also bring I-94, passport, and original Social Security card.
          • For international students, the I-20 and visa may be helpful in completing additional hiring documentation.
      • In the first appointment, with Human Resources, the student presents their Form I-9 Acceptable Documents and completes the employee section of the I-9 form.
        • Human Resources completes the employer section of the I-9 form either on the same day of the appointment or no later than the third business day after the appointment.
      • In a second appointment on the same day, with Student Employment, the student receives additional onboarding instructions.
      • The student is not yet an employee and is not yet allowed to begin working for the university.  
    9. For all students, Student Employment will send an electronic Docusign hiring packet for completion by the a) time card approver; b) the student. 
      • The hiring packet will be sent for prospective new student employees only after successful completion of their I-9 verification process.
    10. After completion by the time card approver and the student, the Docusign hiring packet returns to Student Employment. 
      • The student is not yet an employee and is not yet allowed to begin working for the university. 
    11. After the Docusign hiring packet has been successfully processed by Student Employment, then a Student Services Coordinator will send a confirmation email to the time card approver and the student a) confirming the student’s employee status and b) specifying the student employee’s start date. 
      • The 30-day window to apply for exemption from Ohio Public Employment Retirement System (OPERS) begins on the student employee’s start date as indicated in the confirmation email. 
      • Recommended: the time card approver and the student complete the Docusign hiring packet within 48 hours of receipt, to optimize the window for the student’s OPERS enrollment/exemption choice. 
    12. The student employee may begin working as a university employee on or after the start date specified in the confirmation email. 

    Find Time Card Approver Code

    The time card approver code is required for the student employment personnel action forms and when approving biweekly submitted time cards.

    If you are newly-assigned to be a time card approver, contact Tony Whack, tony.whack@wright.edu in Human Resources to set up your code.

    Find an existing approver code:

    1. Open your WINGS Express account and proceed as you would when approving time cards.
    2. Advance to the screen where you select the pay period.
    3. Below the header Department and Description, are items including a capital letter, a number, and your department name.
    4. The number is your approve code. For some, this number will match your organization number. For others it will be a different and unique number. Some approver codes may be a combination of letters and numbers.

    Ohio Public Employees Retirement System (OPERS)

    As part of the hiring process, student employees must choose a membership status option (exemption or enrollment) for Ohio Public Employees Retirement System (OPERS). The option to choose expires thirty days from the Payroll Begin Date specified on the student employment personnel action forms. If the student does not make a choice before the expiration date, the student will be automatically enrolled in OPERS.

    • In any semester, a student employee may voluntarily select enrollment in OPERS membership.
    • In all cases where the student employee is enrolled in OPERS—either by mandate or choice—the student contributes to OPERS through payroll deduction and the hiring department will be charged the employer portion of the OPERS contribution.
    • In any semester, if a student employee meets exemption eligibility requirements, completes the OPERS required request for exemption, and receives exemption approval from OPERS, then no student contributions or departmental charges apply.
    • During Summer semester, to qualify for exemption for OPERS, the student must be registered for the student employment required minimum of six undergraduate credit hours or three graduate credit hours for Summer semester A-C. If the student’s registered hours fall below the required minimum, then the student will be enrolled in OPERS; membership contributions will be deducted from the student paychecks; contributions to Medicare will be deducted from the student paychecks; and the employer contributions will be charged to the employing department. Once enrolled, OPERS enrollment is perpetual.

    An OPERS enrollment or exemption remains valid as long as the student continues to be employed by the institution; changing positions or departments within the institution does not affect the enrollment or exemption status. If a student employee separates from all student employment positions for a period exceeding three months, then the student employee may revise their OPERS selection.

    Processing Student Employee OPERS Options

    Beginning May 1, 2021, OPERS exemption requests for students that meet exemption eligibility requirements will be processed as follows:

    1. As part of the hiring process, Student Employment notifies OPERS of a new Wright State student employee.
    2. The student employee may request enrollment in OPERS or exemption from OPERS.
    3. If the student employee is eligible for exemption, Student Employment forwards the request to OPERS.
    4. OPERS sends the student employee an email to student employee’s wright.edu email address.
      • The message contains a time-limited, personally-customized link directing the student employee to a web page, where the student employee may request exemption from OPERS membership by selecting the link and completing the form.
      • The exemption request option expires 30 days from the first day (inclusive) of the OPERS exemption request period.
        • For first-time employees who have never before worked at Wright State, the first day of the OPERS exemption request period matches their I-9 completion date.
        • For rehired employees who are eligible to request OPERS exemption, the first day of the OPERS exemption request period matches the student employee begin date as identified in the Student Employment confirmation email 
          • Not all rehired student employees will be eligible for exemption. If relevant, details will be included in the confirmation email.
      • Student employees who do not complete an OPERS exemption request form before the 30-day deadline date must be enrolled in OPERS.
        • A student employee’s selected or default OPERS status applies for the duration of their employment, with the exception of mandatory OPERS enrollment during summer semester as a result of minimum registration requirement not being met.
      • The Basics: Membership in OPERS for College Students
    5. Student Employment takes action related to student employee enrollment in OPERS.
      • If the student employee chooses voluntary enrollment, Student Employment submits the student employee's enrollment Form A, Personal History Record, to OPERS.
      • If the student employee failed to complete the exemption request before the 30-day deadline date, then the student employee must be enrolled in OPERS; Student Employment submits the student employee's enrollment Form A, Personal History Record, to OPERS.
    6. Outcomes of enrollment or exemption.
      • When a student employee is enrolled in OPERS, then membership contributions will be deducted from the student employee’s paycheck and employer contributions will be deducted from the departmental budget.
      • When a student employee requests exemption from OPERS within the 30-day request period and exemption is approved, no deductions are applied to the student paycheck or department budget.
      • Changes in employment circumstances or in enrollment status may affect OPERS status.

    If the student requested exemption from OPERS membership, Wright State will receive a copy of the exemption form. No membership contributions will be deducted from the student employee’s paycheck and no employer contributions will be deducted from the departmental budget.

    To request OPERS enrollment, students contact studentemployment@wright.edu

    Student employees (regardless of exemption eligibility) may voluntarily request to enroll in OPERS at any time. If the student selected enrollment in OPERS membership, Student Employment will submit to OPERS a Personal History Record, Form A, for the student employee. OPERS membership contributions will be deducted from the student employee’s paycheck and employer contributions will be deducted from the departmental budget.

    Requesting a Refund of Student Employee OPERS contributions

    A student may receive a refund from OPERS if:

    • Three months have passed from the end of contributing service;
    • The student has not returned to contributing service; and
    • The student is not a member of the State Teachers Retirement System or School Employees Retirement System.

    Refunding your OPERS account


    Assignment of Student Employment to Budgetary Accounts

    Organization and fund codes to which student employee wages are to be allocated must be documented on each student employment authorization form. Student employment authorization forms submitted without the organization and fund codes cannot be accepted or processed by Student Employment staff.

    A request to transfer a student employee from one organization and fund code to another must be submitted in writing, by a departmental authority, to Student Employment.

    It is the responsibility of the department representative to notify Student Employment staff of an organization and fund code termination at least one month prior to the account's termination. Lack of notification may result in incorrect allocation of student wages.


    Student Employee Begin Date (First Allowed Work Day)

    Before working any hours, the student employee must first be confirmed by Student Employment as an employee.

    Employment confirmation arrives via email from Student Employment, to the student and the timecard approver.

    • Student Employment sends a student employment confirmation email to the student's wright.edu email address and to the time card approver.
    • The email confirms that the student may be scheduled for work hours and includes the date on which work hours may start.
    • The email includes the timesheet number for the student’s web time entry, which the student must use to record hours worked on the job.
      • A timesheet will not be available for the student until the student has been confirmed as a Wright State University employee.
      • The timesheet for each position should be opened during the student employee's first work shift, to ensure it is available and working correctly.

     


    How many hours each week may a student employee work, in all jobs combined?

    General information affecting all student employees

    Additional details for domestic student employees

    Additional details for international student employees (F1 / J1)

    General information affecting all student employees:

    Before working any hours, the student employee must first be confirmed by Student Employment as an employee. Employment confirmation arrives via email to the student and the timecard approver.

    There are upper limits on the total number of hours a student employee may work each week.

    • Per the Payroll Schedule for Student Employees - the work week begins on Saturday and ends on the following Friday.
      • Students: before submitting timesheet for approval, doublecheck that you have entered the correct timesheet, correct week, correct day, correct hours.
    • Hours worked each week are calculated by combining all reported and approved hours for that week, for all student employment positions combined.
    • The upper limit applies to hours worked each week, not the total hours worked in the two-week pay period.
      • Upper limits on total work hours per week vary by a combination of the student employee’s international or domestic student status, the number of their registered credit hours for the semester, and the work period in which the hours occur. Refer to the detailed information on this page for domestic students and international students.
      • If a student is employed in more than one position, then the student employee and all supervisors must continuously work together to create a weekly schedule, for all positions combined, so that the student employee's combined work hours do not result in violations.
      • Student employees should start their electronic time sheet(s) at the beginning of each week and update the timesheet(s) at the end of each work shift, to maintain an accurate, ongoing total of hours worked.
      • Supervisors may ask to review all of the student employee’s electronic timesheets, to check the accumulating total hours each week, for all positions combined.
        • Electronic timesheet running totals are accurate only if the student updates each timesheet, for each position, at the end of each work shift.
      • After each student employment biweekly pay period end date, the payroll system automatically totals all hours reported, from all positions combined, for each week worked.
        • Each week is automatically reviewed for a violation of the limit on work hours per week, as applicable for that student employee.
        • Emails containing a violation notice are automatically sent to the student employee, the designated time card approver and the business manager.
          • Each violation notice is the student’s and supervisor’s opportunity to implement corrective actions to prevent future violations.
          • Each violation is recorded on the student employee record and follows the employee if they move to additional or subsequent positions. 
          • Repeated violations lead to termination from all student employment positions, as indicated in the following tables.

      Additional details for domestic student employees

      Student employee group Hour per week limits during different work periods  

      Domestic student: ADDITIONAL DETAILS

       

      Also review General Information Affecting All Student Employees

      Before working any hours, the student employee must first be confirmed by Student Employment as an employee. Employment confirmation arrives via email to the student and the timecard approver.

      Hours per week are calculated from all student employment positions combined.

      Per the Payroll Schedule for Student Employees - the work week begins on Saturday and ends on the following Friday.

      A violation notice is the student’s and supervisor’s opportunity to implement corrective actions to prevent future violations.

      After a third violation of upper limit on work hours per week, domestic students will be terminated from all student employment positions.


      During Fall and Spring Semesters, including Exam Week (A; B; C; A+B or other combination):

      • No more than 28 hours per week total combined hours for all student employment positions.

      During Spring Break Week work period:

      • Applicable dates = the payroll-defined work week in which the end date, a Friday, is the last day of Spring Break Week.
      • No more than 28 hours per week total combined hours for all student employment positions.

      During Summer Semester, including Exam Week (A; B; C; A+B or other combination):

      • No more than 28 hours per week total combined hours for all student employment positions.

      During University Break work periods, between semesters:

      Review General Information Affecting All Student Employees



      Additional details for international student employees

       

      International Student (F1 / J1): ADDITIONAL DETAILS

       

      Also review General Information Affecting All Student Employees

      Before working any hours, the student employee must first be confirmed by Student Employment as an employee. Employment confirmation arrives via email to the student and the timecard approver.

      Hours per week are calculated from all student employment positions combined.

      Per the Payroll Schedule for Student Employees - the work week begins on Saturday and ends on the following Friday.

      After the first violation of upper limit on work hours per week, international students will be terminated from all student employment positions.

      • The student will remain terminated during a suspension and review period or will be terminated permanently.
      • As part of the review process, international students who violate limits on work hours per week must consult with University Center for International Education (UCIE).
        • UCIE review and follow-up email does not reauthorize the student to work. The student remains terminated.
        • Additional actions may be required - monitor wright.edu email.
        • After additional actions are resolved and if student is determined eligible for reauthorization, then Student Employment will email the student and timecard approver that student employment has been reauthorized.
          • After receipt of Student Employment email, then the student may return to work.

      A first violation notice is the student’s and supervisor(s) opportunity to implement corrective actions to prevent future violations.

      • After a second violation, international students will be terminated from all student employment positions.

      During Fall and Spring Semesters, including Exam Week (A; B; C; A+B or other combination):

      • No more than 20 hours per week total combined hours for all student employment positions.

      During Spring Break Week work period:

      • Applicable dates = the payroll-defined work week in which the end date, a Friday, is the last day of Spring Break Week.
      • No more than 28 hours total combined hours for all student employment positions.

      During Summer Semester, including Exam Week (A; B; C; A+B or other combination):

      • No more than 20 total combined hours for all student employment positions if registered full time for Summer Semester.
      • No more than 28 total combined hours for all student employment positions if not registered full time for Summer Semester.

      During University Break work periods, between semesters:

      During a Non-Traditional (non-Summer) Official Break approved by UCIE:

      • International students are allowed to take their Non-Traditional Official Break during any semester (not limited to summer).
          • The Non-Traditional Official Break Period must be approved by the University Center of International Education (UCIE).
          • Prior to working any hours in a student employment position during Non-Traditional Official Break, the student must bring to Student Employment the F1 or J1 reduction course load certification given to them by UCIE.
        • No more than 28 total combined hours per week for all student employment positions. 

      Review General Information Affecting All Student Employees


        Calculating Work-Study Student Work Hours, Other Wage Topics

        A pay period spans two weeks. There are 18 pay periods in fall and spring semesters combined, and 26 pay periods in fall, spring, and summer semesters combined (including all breaks).

        To avoid exceeding a student's available work-study amount, complete the following calculation for the maximum number of hours per pay period that the student can work:

        • Total work-study award/pay rate/pay periods expected to work = hours the student can work in one pay period.
        • Examples with Ohio Minimum Wage increase effective 12/23/2023
          • Hours rounded down to nearest half hour, to avoid exceeding the work-study award limit.
          • Student employee working Fall and Spring Semesters only: $4,000 award / $10.45 per hour = 382.5 hours / 18 pay periods = 21 hours per biweekly pay period / 2 work weeks per pay period = 10.5 hours each week.
          • Student employee working Fall, Spring and Summer Semesters*: $4,000 award / $10.45 per hour = 382.5 hours / 26 pay periods = 14.5 hours per biweekly pay period / 2 work weeks per pay period = 7 hours each week.
            • *Student employee must meet minimum credit hour registration requirements for Summer Semester use of work-study (6 undergraduate credit hours, 3 graduate credit hours).
          • NOTE: If the student is employed in more than one student employment position, the number of hours they can work in their work-study job is also affected by the university policy limiting how many hours each week student employees may work, in all jobs combined.
            • Violations lead to termination without possibility of reauthorization.
            • The work week begins on Saturday and ends on Friday.

        Supervisors: How to Calculate Summer Student Wage Budget, including OPERS

        How to calculate, for each student, the budget needed for Summer Semester student wages:

        • For students who register at least part-time credit hours (at least six undergraduate; at least three graduate) for Summer Semester before first student employment hiring process begins for their summer position(s), and then maintain at least that minimum level of credit hours throughout Summer Semester: hourly rate of pay X number of hours working each week X number of summer weeks.
        • For students who register less than part-time credit hours (fewer than six undergraduate; fewer than three graduate) for Summer Semester before first student employment hiring process begins for their summer position(s): hourly rate of pay X number of hours working each week X number of summer weeks + (total wages X OPERS benefit rate).
          • To learn OPERS rates charged to the employing department and OPERS rates deducted from member paychecks, visit the OPERS FAQs page.
          • Summer Semester OPERS enrollment will persist, even if the student registers for additional credit later in the semester.

        Sick, Vacation, Holiday Pay, and Unemployment Compensation

        Student employees are not entitled to sick, vacation, or holiday pay. If a student works on a holiday, the student will receive the usual hourly rate for all hours worked. According to Ohio Revised Code 4141, student employment is not considered employment for the purposes of unemployment compensation eligibility.

        Assigning Job Class and Pay Rate

        Supervisors assign Job Class and Pay Rate to the position description when it is created, prior to posting the job in Handshake and hiring a student. On Campus Supervisors: refer to How to Post On-Campus Student Employment Jobs (PDF).

        Hourly wage for a student employment position must comply with Student Employment Job Classes and Pay Ranges.


        Student Web Time Entry of Work Hours, Payroll Schedule, Direct Deposit, Pay Stubs

        Student Time Entry for Hours Worked

        Electronic time sheets are completed and submitted online in WINGS Express. The payroll department requires all student employees to use online time entry.

        It is recommended that student employees enter their hours each day, as the hours are worked.

        For each pay period, the Pay Period End Date is the date by which web time entry of hours must be completed.

        Pay periods begin on Saturday and end on Friday, according to the Pay Period Schedule (log in with CAMPUS username and password).

        Self-Service Videos: Time Sheet/Leave Reporting

        Pay Period Start and End, Pay Schedule

        Students are paid bi-weekly.

        The pay period schedule may be altered due to holidays, closures, or other circumstances, as needed.Updates are posted to the online pay period schedule. Check frequently.

        Pay Period Schedule (log in with CAMPUS username and password)

        Direct Deposit and Pay Stubs

        Per University Policy 9180.1.1, students are required to turn in a completed Direct Deposit Form when they are initially hired. The Payroll Department will contact the student employee directly with any issues. Contact the Payroll Department directly by emailing payroll@wright.edu with any questions and / or concerns regarding your pay.

        Pay remittance advice - pay stubs - are available online in WINGS Express > Employee Tab > Pay Information. Students can obtain help accessing this site from the CaTS Help Desk at 937-775-4827 or helpdesk@wright.edu


          Rehire Process and Student Eligibility

          Summer semester and Fall semester rehire information for time card approvers

          At the end of the Spring semester, all student employment is automatically terminated.

          • Student employees previously employed during spring semester may be rehired for summer semester if student eligibility requirements are met.
          • Student employees who were employed in either of the most recent Spring or Summer semesters may be rehired for Fall semester if student eligibility requirements are met.
          • If offered a work-study award in their financial aid package, the student must have accepted or declined their award prior to time card approver’s initiation of student employment personnel action.

          Once a supervisor has identified the student(s) they want to rehire, the time card approver for the student employment position emails studentemployment@wright.edu to initiate student employment personnel action.


          Information related to On-Campus Student Employment includes Job Postings & Student Eligibility, Hiring Process, While on the Job, and Separate, Terminate, Verify Student Employment.

          Next: While on the Job