[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-163425-105":53,"doc-detail-163425-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","student-labor-work-study-pay-scale-general-information","Student Labor Work Study Pay Scale - General Information","","Provides general guidance for UConn student job classifications and pay-rate assignments, including how positions map to Class I–IV categories and corresponding supervision/experience expectations. Explains the recommended approach for departments to create fair pay plans and enforces pay-class rate caps. Details how pay raises and promotions are discretionary, including Core-CT steps for on-campus employers, and directs off-campus Work-Study employers to process increases. Covers minimum wage changes and potential reclassification or rate adjustments.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/student-labor-work-study-pay-scale-general-information/163425/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/student-labor-work-study-pay-scale-general-information/163425.png","ImageObject",442,249,{"name":88,"@type":89},"Jiven","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-27","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":47},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"How are student positions categorized for pay rates?","Question",{"text":108,"@type":109},"Positions are grouped into Class I (100 level) through Class IV (400 level) based on job type and expected experience and supervision. Higher classes correspond to more advanced or specialized duties.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"Can a student be paid higher than the maximum rate of their assigned pay class?",{"text":113,"@type":109},"No. Students performing work within a specific pay class cannot be paid a rate higher than the maximum rate within the assigned pay class.",{"name":115,"@type":106,"acceptedAnswer":116},"Are pay raises automatic, and what changes are needed to promote a student?",{"text":117,"@type":109},"Pay raises within the same classification and promotions to a higher classification do not occur automatically; they are determined by the supervisor. On-campus employers may update the job code and hourly rate in Core-CT using the Student Payroll Data/Pay Change template, while off-campus Work-Study employers should contact Student Employment to process increases.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},163425,1788143519,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":47,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":73,"language":135,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":136,"faqs":137,"seo_title":138,"seo_description":61,"update_tm":125,"read_time":9},1099513958607,"https://ap-avatar.wpscdn.com/avatar/100002390cf8733938c?x-image-process=image/resize,m_fixed,w_180,h_180&k=1778829742770036399","GENERAL INFORMATION\nRefer to the \u0013 HYPERLINK \"https://studentjobs.uconn.edu/jobs/\" \\t \"blank\" \u0014Student Job Description Catalog\u0015 for student job codes, job titles, and job descriptions. Positions are categorized by job type and correspond to the following pay rate classifications:\n100 level positions (Class I) – Entry-level, no prior experience required\u000b200 level positions (Class II) – Routine tasks, direct supervision required\u000b300 level positions (Class III) – Intermediate-level, less supervision\u000b400 level positions (Class IV) – Advanced-level positions, with duties specific to a particular student (no standard job descriptions – individual descriptions developed by departments)\nIt is recommended that departments develop a pay plan to ensure that student employees are compensated fairly.\nStudents performing work within a specific pay class cannot be paid a rate higher than the maximum rate within the assigned pay class.\nPAY RAISES (within the same pay classification) and PROMOTIONS (to a higher pay classification)\nThe decision to award a pay raise or promote a student is at the supervisor’s discretion and does not occur automatically. To promote a student, on-campus employers may modify the job code and the hourly rate for a current payroll authorization in Core-CT utilizing the Student Payroll Data/Pay Change (UC_TBH_DC_STUD_DAT) template.  For more information view the \u0013 HYPERLINK \"https://lms.uconn.edu/bbcswebdav/xid-38778396_1\" \\t \"_blank\" \u0014job aid\u0015.  Off-campus Work-Study employers should contact Student Employment to process pay increases.\n*FY24 Minimum Wage increases to $15/hr on 06/01/2023.\nHow will this work?\nMinimum Wage will increase to $15/hr on 06/01/2023. Class levels will change/shift along with the minimum wage on 06/01/2023.\nTwo options will be available for this change:\nIf you choose to keep the employee at their current rate beyond 05/31/2023, a Smart HR transaction might be required to reclassify them.\nExample: Jacob Smith is currently a Class III at $16/hr, but on 06/01/2023, $16/hr will fall under Class II, so a Smart HR transaction would be required to reclassify them at Class II and their pay rate would remain $16/hr.\nIf you do NOT want to reclassify the student, nothing would need to be done.\nExample: Jacob Smith is currently a Class III at $16/hr, but on 06/01/2023, $16/hr will fall under Class II. If you do not want reclassify Jacob and want him to remain at a Class III, nothing from you is required. On 06/01/2023, Core-CT would increase Jacob’s pay rate to the minimum pay rate for a Class III position, so on 06/01/2023 Jacob would be moved to $16.40/hr and remain a Class III.\nRemember to bookmark the ISS Business Office FAQ: \u0013 HYPERLINK \"https://iss.uconn.edu/business-faq/\" \u0014https://iss.uconn.edu/business-faq/\u0015 for up-to-date information.","cbCaikoUd6YVBqBn","https://ap.wps.com/l/cbCaikoUd6YVBqBn","docx",74011,"English","# Student job description catalog\n## Pay rate classifications (Class I–IV)\n# Fair compensation and rate limits\n## Pay-class maximum rate rule\n# Pay raises and promotions process\n## On-campus Core-CT steps\n## Off-campus Work-Study handling\n# Minimum wage changes and reclassification\n## Options and examples","[{\"question\":\"How are student positions categorized for pay rates?\",\"answer\":\"Positions are grouped into Class I (100 level) through Class IV (400 level) based on job type and expected experience and supervision. Higher classes correspond to more advanced or specialized duties.\"},{\"question\":\"Can a student be paid higher than the maximum rate of their assigned pay class?\",\"answer\":\"No. Students performing work within a specific pay class cannot be paid a rate higher than the maximum rate within the assigned pay class.\"},{\"question\":\"Are pay raises automatic, and what changes are needed to promote a student?\",\"answer\":\"Pay raises within the same classification and promotions to a higher classification do not occur automatically; they are determined by the supervisor. On-campus employers may update the job code and hourly rate in Core-CT using the Student Payroll Data/Pay Change template, while off-campus Work-Study employers should contact Student Employment to process increases.\"}]","Student Labor Work Study Pay Scale - General Information | DOCX"]