Student Employment Student Jobs at Purdue

Employment Eligibility

Eligiblity for Student Employment

Employment of Minors

Employing International Students

Background Checks

Eligibility for Student Employment

(*Note: For Graduate Staff Appointments, please refer to the Terms & Conditions of Employment of Graduate Student Staff) 

A “student” employee is defined as an individual who is at least a half-time undergraduate student or a half-time graduate/professional student whose intent is to obtain a degree, certificate, or other recognized educational credential.  High school and non-Purdue students are also eligible to work in this employee class.

Graduating students may continue employment in their student position for up to 90 days after enrollment ends. Continued employment beyond this timeframe must be in another employee class.

All hourly paid student positions are temporary and thus not eligible to participate in the University staff benefits program.

Employment of Minors

For employing minors, the pertinent laws of the state of Indiana and the United States must be followed.

Age Restrictions

Anyone under eighteen (18) years of age is considered a minor (legal age for employment is 14). Minors under 14 years of age are not permitted in gainful occupations except in domestic service and certain agricultural occupations. It shall be the duty of every department employing minors to post and keep posted in a conspicuous place, a printed notice showing the maximum hours minors are permitted to work in a day and in a week, beginning and closing hours, and time allowed for meals; also a notice must be posted with the names and ages respectively, of minor employees. These forms are available from the Indiana Division of Labor, Bureau of Child Labor, Indianapolis, IN 46204, or from a superintendent of schools' office.

Work Permit

Work permits must be obtained for all minors under age 18 except minors who have graduated from high school.

Work permits are obtained from the accredited high school in the school district where the minor resides.

  • The employer must complete the Intention to Employ/A1
  • The minor must get his/her parents' signature on the form
  • The minor must present the completed Intention to Employ/A1 to the issuing officer, along with proof of age
  • The work permit is completed by the issuing officer, and given to the minor
  • The original copy of the work permit must be submitted to the employer and stay on file for the duration of the minor’s employment
  • At the termination of employment, the employing department must return the Termination Notice to the school that issued the work permit
  • A work permit is not transferable from one job to another or from one department to another. If for some reason the certificate cannot be granted, the employing department will be notified

Appointing payroll change forms for employees under eighteen (18) years of age must contain under item 18, the statement that "an employment certificate issued by the superintendent of (name of applicable school district) is on file in the employing department's office and no work assignment will be made to this employee that is in violation of State, Federal and University laws and regulations." No employment certificate is required for a minor to perform certain occupations in agriculture, domestic service, or to serve as a newspaper carrier, caddy on a golf course, actor or performer. Child labor laws do not apply to these occupations.

Restricted Hours

  • Minors 14 and 15 years of age:
    • may work up to 3 hours per school day;
    • may work no more than 8 hours per non-school day;
    • may work no more than 18 hours per school week;
    • may work no more than 40 hours per non-school week;
    • cannot start work before 7:00 a.m. or work after 7:00 p.m. (9:00 p.m. from June 1 through Labor Day); and
    • may not work more than 6 days per employer’s work week.
  • Minors sixteen (16) years of age:
    • may work up to 8 hours per day
    • may work up to 30 hours per week
    • cannot start work before 6:00 a.m. or work after 10:00 p.m.
    • may not work more than 6 days per employer’s work week
    • with a Parental Permission Form on file, may work more than 8 hours per day, until 11:00 p.m. on nights followed by a school day, until 12:00 a.m. on nights NOT followed by a school day, up to 40 hours per school week and/or up to 48 hours per non-school week
  • Minors seventeen (17) years of age:
    • may work up to 8 hours per day
    • may work up to 30 hours per week
    • cannot start work before 6:00 a.m. on school days or work after 10:00 p.m. on nights followed by a school day
    • may not work more than 6 days per employer’s work week
    • with a Parental Permission Form on file, may work more than 8 hours per day when school is not in session, up to 40 hours per school week and/or up to 48 hours per non-school week
    • with a Parental Permission Form on file, may work until 11:30 p.m. on nights followed by a school day
    • or until 1:00 a.m. on nights followed by a school day, but not on consecutive nights and not more than two school nights per week. On nights during the school year when there is no school the following day, there are no hour restrictions.

Permitted Occupations

Fourteen (14) years of age. (NOTE: to serve as a guide, not conclusive):

  • office and clerical work, including operation of office machines;
  • cashiering, selling, modeling, art work, advertising;
  • assembling order, packing and shelving;
  • bagging and carrying out customer orders;
  • errand delivery work by foot, bicycle, and public transportation
  • cleanup work, including the use of vacuum cleaners and floor waxers; maintenance of grounds, but not the use of power mowers;
  • kitchen work and other work involved in preparing operation of machines and devices used in the performance of such work, such as but not limited to dishwashers, toasters, dumbwaiters, popcorn poppers, milk shake blenders, and coffee grinders, but not slicers, power saws, etc.
  • helpers to mechanics and other skilled craftsman, TV and radio repairmen, etc.;
  • attendants in amusement places; as pin boys in bowling alleys;
  • nurserymen helpers and greenhouse workers; or
  • actors, etc.

Restricted Occupations

Youth under eighteen (18) years of age must not be employed in jobs or with conditions as follows (NOTE: to serve as a guide, not conclusive):

  • hazardous work;
  • in or around boiler or engine rooms;
  • occupations of motor-vehicle driver and helper;
  • involved in operation of power-driven metal forming, punching, or shearing machines;
  • involved in the operation of bakery machines;
  • occupations involved in the operation of circular saws, band saws, and guillotine shears;
  • roofing and hod carriers;
  • oil and chain moving machinery;
  • in or about any mine, quarry or excavation;
  • operation of any elevator, lift or hoisting machines;
  • in any building construction;
  • work in or about areas where nitroglycerin, dynamite, dualin, guncotton, gunpowder, or other explosives are manufactured, compounded, or stored;
  • work on a job that involves exposure to radioactive substances;
  • engaged in any other occupation dangerous to life or limb or injurious to health or morals;
  • operate any abrasive, polishing or buffing wheel (except that an apprentice may sharpen tools he uses);
  • metal finishing, spray painting; or
  • operation of power driven meat processing machines.

Occupations in Agriculture

No one under sixteen (16) years of age may be employed in agriculture during school hours for the school district in which the employed minor is living; nor in any hazardous conditions. No one under fourteen (14) years of age may be employed, even outside of school hours. Twelve and thirteen year olds may be employed in certain agricultural occupations with parental consent. Proof of age is required. Hazardous conditions in agriculture are those which involve the use of power equipment or toxic chemicals that are experimental in nature or that have been altered or modified in any way for experimental purposes, or any power equipment where moving parts are not properly guarded or where guards have been removed.

Pool or Billiard Rooms

No one under eighteen (18) years of age may work in any pool or billiard room.

Appointments

Payroll change forms for minors under eighteen (18) years of age for which Employment Certificates are not obtained because of the exceptions in "Occupations In Agriculture" must contain a statement under item 18 on the payroll change form that "an Employment Certificate has not been obtained for this employee because (state reasons) and no work assignment will be made to this employee that is in violation of State, Federal, and University Laws and Regulations."

Employing International Students

International students may be eligible for student employment positions. The International Students & Scholars Office provides support and oversight for international student employment including eligibility and working hours.

Eligibility

In addition to other employment types, J-1 and F-1 students are eligible for on-campus hourly employment. Visa type determines the rules and regulations a student must follow in order to be employed. J-1 students must obtain authorization from the ISS Office for on-campus hourly employment. J-1 students need to obtain a J-1 Student Employment Information Form from the ISS Office, have the on-campus employer complete the form, and submit it to ISS for approval during the semester of employment. F-1 students are not required to obtain permission from the ISS Office prior to accepting on-campus employment.

Hours Per Week

J-1 and F-1 students are restricted to the amount of hours per week they may work:

  • Fall/Spring academic semesters: maximum of 20 hours per week
  • Semester breaks, official school/summer vacation: 40 hours per week
    • Exception: if a student is required to register during the summer, a maximum of 20 hours per week is permitted.

Please note that on-campus employment is not permitted after completion of a degree program unless the student:

  • has been issued a Form DS 2019 to begin a new program and intends to enroll for the following semester, or
  • has obtained Academic Training authorization to be employed on-campus.

Additional details can be found at: http://www.iss.purdue.edu/Resources/

Background Checks

Background checks for student employees may be conducted, when deemed appropriate, in connection with specific job functions. If the position involves one or more of the following tasks, the department should consult with Human Resources Talent Acquisition to verify whether a Background Check should be initiated:

  • Master key access to buildings, including residences or other facilities
  • Direct responsibility for the care, safety and security of people, or the safety and security of personal and university property (includes child care workers, physicians, student affairs officers, residence hall supervisors, coaches, transit drivers, etc.)
  • Direct responsibility for the care, safety and security of animals
  • Direct access to or responsibility for cash, cash equivalents, checks, credit card account information, or university property disbursements or receipts
  • Extensive authority for committing the financial resources of the University
  • Direct access to or responsibility for controlled substances or hazardous materials
  • Direct access to or responsibility for protected, personal or other sensitive data (includes auditors, information systems personnel, Human Resources and payroll staff, registrars, etc.)

(Reference: University Policy Office, Background Checks (VI.F.6) - http://www.purdue.edu/policies/human-resources/vif6.html)

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