Student Employment

Policy

Before beginning work, students must obtain authorization. Student employees are assigned to work at either the university or at the Polynesian Cultural Center (“PCC”). Students are not permitted to work on campus until a job clearance is secured. Student employment is considered a non-benefited position and is not eligible for benefits such as retirement, insurance, maternity, sick leave, and paid holidays.

Implementation

1.1 Work Hours

1.1.1 Work Hours Limits

Full-time students must not exceed 19 hours worked for the university in a given week while school is in session. During defined breaks, student employees may be authorized to work beyond 19 hours but will be limited to no more than three consecutive 40-hour weeks. See the Work Hours policy.

1.1.2 Multiple Jobs

If a student holds more than one job at the university (including jobs assigned at the PCC), the combined total number of hours for such jobs cannot exceed 19 hours in a university work week during the semester.

1.1.3 One Employer

Students may not work for any other church entity in a paid capacity (such as the temple) while employed at BYU–Hawaii or PCC.  See the Part-Time One Employer policy.

1.1.4 Holidays

Student Employees are ineligible for holiday pay and cannot work on university holidays when departments are closed. Exceptions apply for students in operational departments that remain open, such as Food Services or Security.

1.1.5 Meal Breaks

Student employees scheduled to work more than 6 consecutive hours must be provided with a 30-minute unpaid meal period, during which they are fully relieved of all work duties. Supervisors are responsible for ensuring that work schedules accommodate this requirement, and employees may not shorten the workday by foregoing or working through scheduled meal periods.

See the Work Hours policy.

1.2 Remote Work

Student employees are not authorized to work remotely in any capacity. Student employees must be scheduled by a supervisor for specific hours or shifts that match the hours of operation.

1.3  Student Employment Unpaid Time

Student employees may request to take unpaid sick time. Time off longer than a week should be approved by a supervisor and accompanied by a doctor’s note. Student employees may take up to 6 weeks of unpaid time off associated with childbirth. Additional time off requires approval from a supervisor and documentation from a doctor. Refer to Student Employment or Employee Benefits in Human Resources for additional information.

1.4 Commercial Use

In all cases, students must refrain from any commercial use of university facilities, including residences.

1.5 Workplace Safety

Accidents, illnesses, unsafe practices, or emergencies should be reported and handled immediately.

1.6 International Student Employment

1.6.1 Lawful Employment

International students and dependents in F or J status must abide by all federal regulations governing their status, including regulations governing employment. Failure to comply with these regulations may invalidate students’ legal status in the United States, which would cause disenrollment from the university and removal from the country. According to federal law each individual international student is responsible for maintaining his or her own lawful status.

1.6.2 Authorization

The International Student Services department (“ISS”) must authorize, before employment begins, any on- or off-campus employment of university-sponsored F or J students or dependent.

ISS may authorize the following kinds of international student employment:

1.6.2.1 On-Campus Employment

Students in university-sponsored F-1 or J-1 status may be authorized by ISS to engage in on-campus employment. On-campus employment includes:

1. Work done on the university’s campus for any university department, school, or administrative unit. 
2. Work done by a student employee while assigned at the PCC. 

On-campus employment does not include work for employers near the campus who may provide services to the university or its students (e.g., the Laie Hawaii Temple, Hawaii Reserves, Inc., or any off-campus locations of employers who may run businesses on the university's campus).

1.6.2.2 Self-Employment and Experiential Learning

Any formulation of and/or participation in a business or enterprise where any type of profit can be sought or gained is prohibited.

Faculty wishing to design coursework for a class that international students are enrolled in, that includes the practice of designing, creating and/or operating a business must work with ISS. The international student may participate but must not gain profit from the involvement in the business. They may create, design, and give overall direction to the business only in the context of the course and only during the period the course is in session, and is strictly for academic purposes.

At no time can the international student work in a position as a compensated employee or participant in any business venture for any kind of remuneration including any type of self-employment.

1.6.2.3 Curricular Practical Training

F-1 Students may be eligible to engage in curricular practical training (CPT), gaining valuable work experience by working on- or off-campus in their field of study. CPT may be authorized on a full-time or part-time basis. However, employment in full-time curricular practical training for one year or more disqualifies a student from optional practical training after graduation. ISS may authorize curricular practical training for university-sponsored F-1 students only if:

1. The student has been enrolled as a full-time student for at least one full academic year. 
2. The student has a specific job offer. 
3. The student continues to work towards fulfilling his or her degree requirements. 
4. The work is an integral part of the established curriculum in the student's course of study. The work must be recommended by the student's academic adviser. 
5. The student maintains their student status with a full course of study as required under applicable immigration regulations and is in good standing with the university. 

1.6.2.4 Optional Practical Training

Optional practical training (“OPT”) allows qualifying F-1 students the ability to work for up to 12 months after their graduation in on- or off-campus positions related to their study but not necessarily integral to the course of study. ISS may authorize OPT for university-sponsored F-1 students who have completed the required coursework for their degree and are in good standing with the university. OPT must be recommended by ISS and approved by the U.S. Citizenship and Immigration Services prior to commencement of employment. Students should apply 60 - 90 days before graduation.

To be approved for OPT:

1. The student has no outstanding balance with the university or has arranged to repay any such balance prior to application. 
2. The employment opportunity: 
   
   1. Is related to the student’s major; 
   2. Requires an earned bachelor’s degree or equivalent skill level; 
   3. Significantly increases the student’s marketable knowledge, skills, and abilities and;
   4. Is with an employer qualified under the “Eligible Employers” and “Ineligible Provider” guidelines found in the Employer Recruiting policy.

An optional practical training at BYU–Hawaii or the Polynesian Cultural Center will be authorized only if the hiring department has an existing or an approved position open prior to offering the job to the student. Positions must have a clear description of duties and objectives.

1.6.2.5 Academic Training

The university is no longer authorizing post-graduation academic trainings. An initial total of up to 12 months of on- or off-campus employment may be approved as academic training (“AT”) for qualifying J-1 students during their enrollment. The proposed employment must be related to the student's course of study as confirmed by his or her academic adviser, the student must be in good standing with the university, and the job must be offered prior to applying for academic training.

Any extension of AT employment beyond the 12 months is an exception which is reviewed on a case-by-case basis by the international student services senior manager and the student life vice president.

1.6.3 International Dependent Spouse Employment

 
Primary F-1 and J-1 visa holders are responsible for their dependents on F-2 and J-2 visas. F-2 visa holders are not permitted to work. Those on J-2 visas may not seek employment until they have received a work permit. If a dependent is a compensated employee or receives any kind of payment for their services without a work permit, they will no longer be in legal status of their visa. If a dependent is found to be out of legal status, they and their family will no longer be eligible to stay in the United States or be enrolled in the university.

Disclaimer

The policies on this website (including any university procedures, processes, benefits, courses of conduct, or oral or written statements arising from or related to these policies) do not constitute any legally enforceable contract, obligation, or liability on the part of the university, except to the extent that they are incorporated by reference into a written agreement signed by an authorized university official. These policies do not alter the “at-will” employment status of any university employee hired on an “at-will” basis. The university reserves the right to interpret, revise, or withdraw these policies at any time and at its sole discretion.