The following information pertains to all Kriege School of Arts and Sciences and Whiting School of Engineering students regardless of where they work within Johns Hopkins University.
Consistent with its obligations under Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990, and the Americans with Disabilities Amendments Act of 2008, the university provides reasonable workplace accommodations to qualified employees with disabilities. A reasonable accommodation is a modification or change in the workplace or the way things are customarily done that provides an equal employment opportunity to an individual with a disability.
Questions regarding this policy should be directed to the Student Disability Services unit in the Office of Institutional Equity.
Ethical & Legal Standards for Hiring Students
Consistent with our obligations under federal and state law, the university is committed to assuring compliance when hiring and paying students. All departments who hire students must adhere to the following employment guidelines. Failure to adhere to these standards place the university at risk of being non-compliant with state and federal employment laws.
- Hiring & Payroll: Under the Maryland wage payment law, an employer must establish a regular pay period and provide notice to the employee. The employer must then pay the employee according to the pay period ‘from the outset of employment’. Simply put, a new student hire must be paid in accordance with the next pay cycle from the first date of hire, based on established cutoff dates.
- Wages & Overtime: The Fair Labor Standards Act applies to students on university payroll. This means that all JHU student positions must be based on the Maryland State Minimum Wage -and- overtime pay of one-and-one-half-time the regular hourly wage applies for all hours worked over 40 per week. Please note: Student work hours are limited to 19.9 per week during periods of enrollment.
- I-9 Form: The U.S. government requires all employers to verify eligibility to work for each person they hire. As part of that verification process, a Form I-9 must be completed by all employees, including student employees. This refers to students who are new to the university payroll system or students who have had a break in service. The I-9 must be completed within 3 days from their first day of work for pay. Students must make an appointment with the office of University Experiential Learning to complete the I-9.
If you suspect a student of dishonest or criminal misconduct on the job (i.e. falsifying hours on timesheets, forging supervisors signature, theft of office property, unauthorized use of computer accounts, etc.), you must immediately report your suspicions to the director or lead payroll contact of University Experiential Learning. You are asked to provide as much detail as possible.
Upon notification, University Experiential Learning takes the following steps:
- University Experiential Learning alerts the associate dean of student conduct; this will include a short brief of case details. If the student’s position is funded by Federal Work-Study, University Experiential Learning will also notify the director of student financial support.
- University Experiential Learning gathers all relevant documentation and compiles a comprehensive report for the dean’s review.
- Based on the nature of the case, University Experiential Learning may suspend student employment privileges, pending the investigation.
- The dean determines if a conduct hearing is in order; based on the findings, disciplinary action is determined.
- In cases where Federal Work-Study funds are involved, and if found guilty, the award will automatically be rescinded for a period to be determined by the Office of Student Financial Support.
- The Office of the General Counsel, under the advisement of the director of student financial support, will notify the DOE of any information pertaining to fraud or other criminal misconduct in violation of the Title IV program.