Any remote working positions must complete Remote Work Arrangement form as an agreement between student and supervisor. A copy should be sent to the CWSP to keep on file.
What to consider for remote work:
- City and state remote work will be taking place. *Remote work can only be conducted in the United States.
- Start and end dates for remote work.
- Best contact number for students and supervisors during anticipated work hours.
- Number of hours planned per week.
- What form and frequency of interaction will occur between the supervisor and the student employee.
- What work is to be completed.
- How will the productivity and quality of work be measured.
How many hours may a student work?
During the academic-year employment term, Cornell strongly suggests that students work no more than 15–20 hours per week. Students may work full-time over breaks, and over the summer if they are not taking classes. A student must secure her supervisor’s approval to work during a school break.
Students are allowed to work full-time, as long as they are not taking classes during fall, winter and spring breaks, however, many students may choose to go out of town.
If there are many hours worked over break, it could quickly deplete FWS funds.
Winter break will require an eligibility check before work is authorized.
Mental Health Awareness
Contact us when:
- You and/or others are concerned about a student
- Significant change in job performance
- Sudden failure of communication
- Academic, behavioral, physical, emotional, or other factors seem to be causing a student significant stress
For emergencies, call 911. For other immediate concerns, call Cornell Health’s Counseling and Psychological Services at 607-255-5155 to speak to a 24 hours on-call health care provider. Contact the CWSP Coordinator with non-urgent communication or performance concerns.
If a student wants to work for Cornell Reunion, which is in June, they are not allowed to work at their FWS job during that week.
Holiday, vacation and sick pay
FWS does not allow fringe benefits, including holiday and vacation pay. Students may work on holidays, however, the wages will be paid as if it were a normal day.
New York State Paid Sick Leave
Student appointments are covered under New York State paid sick leave policy and will accrue 1 hour for every 30 hours worked. The maximum usage is up to 56 hours or 7 days of paid sick leave each calendar year, and only paid sick leave accrued may be used. Full details of the policy are available within the Sick Leave section of University Policy 6.9.
If a student serves on a jury, FWS will not pay for any portion of the student’s wage or jury fee. The off-campus employer is the employer of record, and the jury fee is paid by New York State or by the employer, depending on the day of service and size of employer. To learn more about jury-duty regulations, read Jury Information for Employers or contact the CWSP Coordinator.
Workers’ Compensation and Liability
As stipulated in the Work Study Agreement (contract), a FWS student’s off-campus employer is the employer of record and responsible for filing any workers’ compensation and liability claims.
Supervisors and students will be added to CWSP email lists during their participation with CWSP. These e-lists are used to communicate important payroll and employment information, as well as awards and funding that may be of interest to employers or students.
Employer Sponsored Net ID notifications
If an employer receives a notification from firstname.lastname@example.org that says my Cornell sponsored Net ID will expire soon, forward this message to CWSP immediately so they can renew your Net ID so you can maintain your access to approve timecards in WorkDay. You need to be an active/eligible supervisor to maintain your Net ID. Net IDs can only be renewed for a year period.
Student Employee Terminations
A student may choose to resign from their FWS position. We request that student’s provide adequate notice (2 weeks) and must notify the CWSP of intentions. Ensure student’s time is submitted in WorkDay by the last day of work.
Off-campus employers/supervisors have the right to dismiss a student for unsatisfactory job performance. This may include, but is not limited to:
- Repeated failure to comply with the agreed work schedule;
- Unwillingness to accomplish assigned tasks;
- Insubordination or lack of cooperation which results in disturbing the workers or work progress;
- Illicit behavior, such as falsifying timecards, stealing, or misuse of computers, phones, or other equipment, etc.
A student may also be dismissed due to changes in the employer’s available funding and/or because you have run out of federal work study eligibility. The employer will follow their agency policies in regards to terminations.
Employers in the Community Work-Study Program are required to complete an evaluation form for each student they employ. Student employees are also required to complete an evaluation of their work-study job, expectations, and experiences. Both are confidential.
Evaluation forms are emailed to the supervisor of record at the end of each employment term (academic year and/or summer) or upon end of employment.
CWSP uses these forms to assess how its students are assisting community agencies and the opportunities being offered to students, as well as to assess and monitor off-campus positions.