UT Student Jobs

Jobs that contribute to academic education and/or research

lab supervisor; teaching assistant; teaching and research project leader; proof reader; ICT developer for teaching

Jobs that do not contribute to academic education and/or research

orderlies; catering workers; interviewers; language, sports and music teachers; front desk and information workers; drivers; cloakroom attendants; students (other than student assistants) who carry out purely administrative and organisational work. These are the jobs listed in the Collective Labour Agreement. Also: project leader for non teaching/research activities; ICT developer for administrative systems, open house days, etc.

We now define student assistants and student on-call workers more strictly because the collective bargaining agreement requires it. Work is considered a student assistant if the work contributes to academic teaching or research. Another condition is that the student assistant is employed at/for one of the UT faculties. The student assistant cannot be employed at/for one of the UT central services. Open days and information activities are not student assistant jobs. 

Work is considered a student assistant job via Driessen (the payroll agency) if the work does not contribute to academic education and/or research. This includes work for a UT central services, hall attendants, personal drivers and students who perform administrative and organizational work only. These examples are not exhaustive. 

Due to changes in laws and regulations, we as an educational institution are no longer able to adequately organize the flexible student jobs within UT-Flex in the current manner. However, UT attaches great value to student employment and is keen to continue facilitating it. Therefore, UT has decided to replace the current UT-Flex construction with UT Student Jobs. 

It is important for UT to remain in compliance with the Workforce Balance Act. This means that under the Balanced Labor Market Act, students will receive an offer of permanent hours after one year. The current system is no longer adequate to organize flexible student jobs while meeting legal requirements, among other things. In order to be compliant as soon as possible, the effective date chosen is April 24, 2023.  

Things will change for both the student assistant and the student on-call worker in 2023. The student assistants will be included in MyHR and salary processing will take place through Afas. The organization surrounding the deployment of a student on-call worker will be taken over by a Driessen. Salary processing will run through Driessen, however, recruitment and selection will remain under UT management.  

For deployment of a student assistant: from now on, the job owner will have to decide the number of hours per week and the duration of the period a student will be hired for in advance. This represents a change from the current process under UT-Flex. The student will not have to submit a timesheet in order to be paid. The student will be assigned a fixed number of hours and is therefore always ensured of a fixed income. The job owner no longer has to approve hours worked each month.

When deploying a student on-call worker: Deployment of this group of students involves only occasional work without a fixed scope and with varying working hours. This category will be organized through Driessen. However, recruitment and selection remains in the hands of UT. The terms of employment are the same as UT, with the exception of the pension plan. Driessen provides an pension plan. Driessen relieves UT of and bears the employer risks. 

A student who is a campus tour guide can be deployed via Driessen. It could also be an auxiliary task for a student assistant who is making a contribution to teaching and research.  

No, that is not possible.

The Terms of Employment for UT Student Jobs are included in the UT employee handbook.

UT Student Jobs offers the possibility of having a temporary contract drawn up for a student. This contract may be renewed indefinitely. Job links will no longer be used. From 24 April 2023, applications are made via MyHR, instead of via UT FLEX. The process is practically the same as when regular employees join the staff. The student will always receive a temporary employment contract with a fixed number of hours per week. A temporary employment contract may be for a period of one month, 4 weeks or longer. The biggest difference is that, starting now, you have to decide a fixed number of hours per week for the duration of the temporary employment contract before a student can be hired. At the beginning, this will take some getting used to. In order to familiarise yourself with this process as quickly as possible, it’s important that you carefully estimate the number of students and number of hours for a given period, and make efficient arrangements in order to prevent student assistants experiencing time conflicts.

It is possible to increase a student’s hours. You simply draw up a new employment contract for the extra fixed hours. The student will then receive a new temporary employment contract in addition to the employment contract previously concluded.  

This is not possible. An employment contract once agreed upon cannot be altered. If the student assistant receives fewer hours of work they will still receive the salary for the fixed hours included in the employment contract. 

It is not possible to conclude a contract for a single day. The minimum duration for hiring a student assistant is 4 weeks or one month. The time minimum is one hour per week. For occasional work, a short job may be made into an auxiliary job for a student assistant, within an existing temporary employment contract.  

If you don’t have that information, submit an application for the job as a student assistant via UT Student Jobs, meaning with fixed hours. If fixed hours are not possible because the student already has an ongoing job via UT-Flex, HR will contact you and the student will be temporarily hired via UT-Flex, until 31 August 2023 at the latest. You can also ask HR first whether the student is already registered.  

The student gets more security because the scope of the employment contract is fixed. New fixed-size temporary employment contracts can succeed each other and overlap. The student does not have to log hours and is assured of a fixed monthly income during the activities.  

You will come to an agreement with a UT staff member about the hours and duration of the working activities. Ensure that you will be available each week for the period of the working activities, or arrange how you will compensate for weeks when you cannot work. The staff member will then submit the application to HR.  

HR will decide whether you can be hired. When you’ve been hired, you will be asked to register your personal details in MyHR, instead of UT-Flex. After you’ve entered this information, you will be offered an employment contract. You therefore no longer have to register your hours worked, and while you are employed you will receive a fixed salary every month.  

Your salary depends on your study level and is determined by a link to the student system. Your monthly salary is increased with allowances for vacation hours, vacation allowance, end-of-year bonus and transition allowance (see general terms and conditions). The transition allowance is paid monthly on the salary earned in that month. It does not matter whether there is one or several contracts. 

The student assistant receives the salary monthly based on the fixed hours. No hours need to be registered or approved on time. The salary is fixed during the period of the job and is paid monthly around the 24th.  

 The collective bargaining agreement allows student assistants working on behalf of teaching and research to have an unlimited number of temporary employment contracts. Therefore, this group can be employed on the basis of short-term fixed hour contracts per job each time. For student on-call workers, the CAO does not allow this. For this group, an indefinite employment contract arises after three contracts or after three years.

In a case like that, a new temporary employment contract will be concluded in addition to the existing contract.  

No. If the student is unable to work on their fixed workday/time, for example, due to participation in an exam, they can make up these hours at another time in consultation with the supervisor. 

No, hours no longer need to be declared by the 10th of each month. The student assistant will receive monthly pay for the fixed hours included in the employment contract. 

Yes, students from countries outside the EEA can still be deployed as student assistants. The applicable rules remain in full force, such as being in the possession of a valid work permit and working a maximum of 16 hours per week. The student must have Dutch health insurance for the entire period of the employment contract.

When hiring a student from a country outside the EEA, it is important to start the application process for the work permit at least 6 weeks before the working activities will begin, so that the student has the necessary paperwork to start your job on time. The student is only allowed to start work after the work permit has been received. HR takes care of the application process for work permits.  

The employment contract must be concluded for a minimum of 3 months. For each individual employment contract, HR has to apply for a separate work permit.

Yes, the maximum number of hours depends on the number of ECTS and/or the academic year (see general conditions). A student who did their bachelor elsewhere and does their MSc at UT is considered to have completed the bachelor 3rd year. The maximum number of hours applies to the total amount of work. 

Although each department is free to use timesheets to record hours worked, we advise against the use of timesheets because the number of hours is determined in advance. This is not compatible with a system that retrospectively calculates the number of hours worked.  

For example, when determining the number of working hours for a student assistant in a 10-week module, a two-week holiday period falling within the module can be taken into account in advance. If the student effectively works 6 hours a week for 8 weeks, the hours are set at (8 weeks x 6 hours)/10 weeks = a weekly average of 4.8 hours a week. As is the case for all regular employees, the assumption is that the student assistant will actually work the effective weeks.  

If a student assistant is employed over a longer period, they may want to have certain hours off and compensate them at another time. Unlike regular employees, a student assistant does not have to apply for leave subject to approval. However, it is reasonable to expect the student to make arrangements with a coordinator if they are likely to be absent on a scheduled working day. For example, you could ask the student to register the days not worked and compensation for these days by keeping a diary or some other form of self-registration. This approach is similar to that for regular employees. The principle is that student assistants are employed on the basis of a fixed pattern of working and are not in a position to plan their own working hours. 

A student assistant who becomes ill should report this to their immediate supervisor, the same process as for regular personnel. HR Services acts as the case manager.  
The department is charged for the wage costs until the end of the temporary employment contract. A student assistant whose employment terminates while still sick may be entitled to sickness benefits.  

This is no different than for regular personnel. It is important to give feedback, discuss work performance and allow opportunities for improvement. If the employment contract is for a short period and the student’s performance is unsatisfactory, you can choose not to re-hire that student.  

Yes, when a student is no longer registered with UT, the employment contract ends automatically. So when hiring student assistants, keep the possibility of graduation in mind. 

The student on-call employee can perform long-term occasional and general work through Driessen. The student on-call employee is given a payroll agreement. There is no fixed number of hours.  

The deployment of student on-call workers will run via Driessen starting in 2023. The payroll organisation requests the student on-call worker provide data and draws up a payroll agreement. This is an on-call agreement with flexible hours.  

Yes, students from countries outside the EEA can still be deployed as student on-call workers. The applicable rules remain in full force, such as being in the possession of a valid work permit and working a maximum of 16 hours per week.

When hiring a student from a country outside the EEA, it is important to start the application process for the work permit in good time before the working activities begin, so that the student has the necessary paperwork to start the job on time. Driessen is responsible for the application process for work permits.  

Driessen handles the salary of the student on-call worker. This can fluctuate per month/ job because no fixed hours are agreed upon. The salary is based on the hours you have worked/been called in for and this can vary each month. Driessen will process a student on-call worker's salary monthly or 4-weekly.  

Yes, a student on-call employee has flexible hours that must be declared monthly or 4-weekly by the student on-call employee. Driessen processes the declarations and takes care of the salary payment.  

The same terms of employment as apply at UT with the exception of the pension plan. The legislature has determined that payroll must be covered by an adequate pension plan. This is based on the usual pension plans. The pension plan is the only exception to the principle of equal employment conditions that applies to payroll. 

Yes, the shift may not be shorter than 3 hours. This also applies now. The law stipulates that an on-call worker is entitled to claim pay for the time period of 3 hours, even if he or she worked less than 3 hours.

The department that hires the student pays the extra costs.  

On the basis of the current on-call agreement in UT FLEX, you will be made an offer for permanent hours after each year under the Labor Market Balance Act. In doing so, UT complies with applicable laws and regulations. It is up to you whether you accept the offer. If you do not accept the offer, the on-call agreement (and flexibility) will remain. If you accept the offer, you will have an employment contract with a fixed number of hours per week until the end date of the on-call agreement, usually until the date of graduation, with the associated employee obligations.  

The UT-Flex on-call agreement will initially remain in place. The current job(s) through the on-call agreement will continue. The student is generally no longer matched to a new job via UT-Flex after the current job ends. The new job will go through the new process, depending on the type of job (student assistant or student on-call). UT will enter into discussions with the student about terminating the on-call agreement by mutual agreement.  

The on-call agreement through UT-Flex will initially remain in place. The current job(s) through the on-call agreement continues. The student is generally no longer linked to a new job via UT-Flex after the current job ends. A new job runs via Driessen. 

When a student needs access to a P drive because they need to access files, for example, this can be requested through the link: https://selfservice.utwente.nl/modules/pdriveaccess. This can only be done by a staff member who already has access to the P drive in question.