UT Student Jobs

The distinction between student assistants and student on-call workers is stricter. This is required by the collective agreement. If the work contributes to academic teaching or research, the work is that of a student assistant. Another condition is that the student assistant is employed at/for one of the UT faculties. The student assistant can't be employed at/for one of the central services of the UT. Open days and information activities are not student assistants jobs.

Work as a student assistant through Driessen (the payroll agency) occurs when the work does not contribute to academic education and/or research and is of a general nature. This includes work such as information officer at Open Days, supervisor of meeloopdagen, receptionist, Service Desk employee, assistant for setting up and dismantling the rooms for exams at the sportscentre.

No, the process of deploying student assistants is different from the process of deploying student on-call workers:

Deployment of a student assistant is reserved for faculties and runs through MyHR. Salary processing goes through AFAS.

Deployment of a student on-call worker is handled by Driessen. This applies to the processing of the on-call agreement as well as salary processing. Recruitment and selection remain under the management of UT.

You determine in advance for how many hours per week and how long a student will be employed. The student does not have to declare hours and they do not have to be approved. From now on, the student has a fixed number of hours per week for a certain period and is assured of correct and timely processing of salary.

You register a job and select the student(s) who will work for you through the My Driessen portal. Note: when you are sure that a student will be deployed, you register the job and student.

No, you can't.

Yes, a student can work simultaneously as a student assistant and as a student on-call. However, this does not apply to a student from a non-EEA country. This student can only work as a student assistant or as a student on-call worker for a maximum of 16 hours per week.

The UT Student Employment Conditions Regulations are included in the UT staff Manual:

Through UT Student Jobs, you have the option of having a temporary contract created for a student. This contract can be extended indefinitely. Applications go through MyHR. The process looks almost the same as the hiring process for regular employees. The student is given a temporary employment contract with a fixed number of hours per week each time. The temporary employment contract can last 4 weeks or longer. You now determine in advance the deployment of a student a fixed number of hours per week for the duration of the temporary employment contract. It is important that you carefully estimate the number of students/hours to be deployed for a period and make proper arrangements to prevent student assistants from running out of time.

Want to assign a student for more hours? You can. You then create a new employment contract for the additional fixed hours. The student will then receive a new temporary employment contract in addition to the previously concluded employment contract.

Reducing the number of hours is not possible without mutual consent. Please contact studentjobs team. 

A one-day contract is not possible. The minimum duration for a student assistant is 4 weeks or one month. The scope is a minimum of 1 hour per week.

The student assistant gains greater security by having a fixed scope of employment. New temporary employment contracts with a fixed scope can succeed each other and overlap. The student assistant does not have to log hours and is assured of a fixed monthly income while working.

You make an agreement with a UT employee about the scope and duration of the work. Make sure that you are available weekly during the work or agree on how to compensate for weeks when you cannot work. The employee then submits the application to HR.

HR assesses whether you can start work. The first time you are asked to register your personal data in MyHR. After registering these details, you will be offered an employment contract. You no longer need to register hours worked and you will receive a fixed salary each month during the job.

The salary depends on the level of study and is determined by a link to the student system Osiris. Each month the salary is increased by allowances such as vacation hours, vacation allowance, year-end bonus and transition compensation (see the UT Student Employment Conditions Regulations). The transition allowance is paid monthly on the salary earned in that month. It does not matter here whether there is one or more contracts.

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

The Cao-nu allows student assistants working on behalf of teaching and/or research to be given an unlimited number of temporary employment contracts. This makes it possible to employ this group on the basis of short-term fixed-hour contracts each time.

In that case, a new temporary employment contract can be entered into in addition to the existing contract.

No. If the student assistant is unable to attend on the regular work day/time, for example, due to participation in an examination, the student assistant may make up these hours at another time in consultation with the supervisor.

No, hours no longer need to be declared and approved by the 10th of each month. The student assistant will receive a monthly salary for the fixed hours specified in the employment contract(s).

Yes, students from non-EEA countries can be employed as student assistants. The applicable rules remain: possession of a valid work permit, maximum 16 hours per week, employment contract for at least 3 months. The student must have Dutch (basic) health insurance for the entire period of the employment contract.

Important to know when employing a student from a non-EEA country: The application procedure for the work permit must be initiated at least 6 weeks before the start of the work, so that the student can start working on time. The student may start work only after the work permit has been obtained. HR Services carries out the procedure for the work permit until the end of the academic year or until the validity date of the student's residence permit.

Although each department is free to set up a record of hours, we do not recommend setting up such a record because you determine the extent of the commitment in advance. This does not allow hours to be settled afterwards.

For example, when determining the scope of work of a student assistant for a 10-week module, a vacation period of two weeks falling within the module can be taken into account in advance. If the student effectively works 6 hours per week for 8 weeks, the scope of work is set at (8 weeks x 6 hours)/10 weeks = 4.8 hours on average per week. As with all regular employees, it is assumed that the student assistant actually works the effective weeks.

If a student assistant is assigned for a longer period of time, it is common for them to want certain hours off and compensate at another time. Unlike regular employees, a student assistant is not required to request a leave of absence that must then be approved. However, you can expect the student to make an appointment with a coordinator about absences on a scheduled workday. For example, you may ask the student to report the days he/she does not work and when they are made up, put them in the calendar or some other self-recording. This is similar to regular employees. The premise is that student assistants work according to a set work pattern and cannot decide for themselves when to work.

A student assistant who is sick reports this to his supervisor, as is the case for regular staff. HR Services acts as the case manager.

The department bears payroll costs until the end of the temporary employment contract. A student assistant who leaves employment sick may be entitled to sick pay.

Giving feedback, discussing performance and providing opportunities for improvement are important. If the duration of the employment contract is short and the student assistant does not perform adequately, the choice may be made to no longer employ the student assistant.

Upon (early) deregistration from UT, the employment contract ends by operation of law. This is a resolutive condition included in the CAO Dutch Universities. When deploying a student assistant, for example, you must take into account a graduation date.

You make an agreement with a UT employee about the scope and duration of the work. Make sure that you are available weekly during the work or agree on how to compensate for weeks when you cannot work. The employee then submits the application to HR. HR assesses whether you can start work. The first time you are asked to register your personal data in MyHR. After registering these details, you are offered an employment contract to sign. You no longer need to register hours worked and you will receive a fixed salary each month during the job.

This depends an EU student can work simultaneously as a student assistant and as a student on-call. However, this does not apply to a student from a non-EEA country! 

This student can only work as a student assistant or as a student on-call worker for a maximum of 16 hours per week with a work permit, because it is not allowed to apply for a work permit for 2 different employers.

If a student has signed the employment contract, the employment contract may be terminated by mutual consent at the request of the student and supervisor. If the student does not come to work at agreed upon time without a notice, it is work refusal. Studentjobs may remove the employment contract. The Studentjobs team would like to receive this request before the end date of the contract is reached. If the student has not worked but has been paid money, Studentjobs may reclaim it. To implement this request, both the supervisor and the student must provide written notice at studentjobs@utwente.nl that the student has not worked. The written statement must include at least the following:

• Student's name
• Job number
• Work
• Reason for end of employment
• New end date of employment

If the request is for early termination, the written statement must also show mutual agreement.

In the event that a student refuses work, the Studentjobs team may remove the contract. The Studentjobs team would like to receive this request before the end date of the contract is reached.

If the student has not worked but has been paid money, the Studentjobs team can reclaim it. To implement this request, both the supervisor and the student must provide written notice at studentjobs@utwente.nl that the student has not worked. The written statement must include at least the following:

• Student's name
• Job number
• Work
• Reason for end of employment
• New end date of employment

If the request is for early termination, the written statement must also show mutual agreement.

If a student has multiple jobs, the student may only turn on the payroll tax credit with 1 employer. Common here is to choose the employer where the student has the highest income or works the most hours. If a student turns on payroll tax credits at two employers at the same time, a correction is made at the end of the year, requiring the student to pay back a large amount.

In the Netherlands, it is mandatory to have health insurance if you are going to work.

A student election is not enough here. As a Dutch citizen, you have this health insurance automatically. For a foreign student, it is mandatory to take out basic health insurance in the Netherlands.

A private (student) health insurance or a health insurance from the student's country of origin is not sufficient. What happens if the foreign student does not take out health insurance? He or she then has no health insurance and may be subject to a high fine.

Menzis provides the University of Twente's collective health insurance, but of course all students are free to choose another insurer. Check the government website for more information on health insurance or www.zorgwijzer.nl.

The deployment of student on-call employees will run through Driessen starting September 1, 2023. Both the student on-call employee and the employee have access to Driessen's portal. The student on-call worker registers and receives an on-call contract for the duration of the study with flexible hours. The employee registers a job and immediately selects the student on-call worker to be deployed.

The student on-call employee may perform long-term occasional and general work through Driessen. The student on-call employee is given an on-call contract. The student on-call employee declares the hours worked monthly. Thus, there is no fixed number of hours as is the case with the student assistant.

Yes, students from non-EEA countries can still be employed as student on-call workers. The applicable rules of the game remain: holding a valid work permit, maximum 16 hours per week, employment contract for at least 3 months. The student must have Dutch (basic) health insurance for the entire period of the employment contract.

Important to know when employing a student from a non-EEA country: application procedure for the work permit must be initiated at least 6 weeks before the start of the work, so that the student can start working on time. The student may start work only after the work permit is obtained. Driessen carries out the procedure for the work permit. HR must apply for a work permit for each individual employment contract.

Driessen provides the salary for the student on-call worker. The amount of the salary fluctuates because no fixed hours are agreed upon. The salary is based on the hours worked/what was called for; this may vary each month. The salary is processed every 4 weeks.

Yes, a student on-call worker has flexible hours that are declared and paid out every 4 weeks. The student on-call worker records the hours worked through the My Driessen portal. The student can claim these hours up to 6 weeks after hours worked.

With the exception of the pension plan, the student on-call employee is entitled to at least the same terms and conditions of employment as UT employees in equal or equivalent positions. Be Frank is the pension fund to which Driessen is affiliated.

Yes, a call may not be for less than 3 hours. The Balanced Labor Market Act states that a student on-call worker can claim wages for a 3-hour period, even if they worked less than 3 hours.

A student on-call worker must have at least 4 days' notice. Is this not the case? Then the student is not required to appear.

The unit employing a student on-call worker is responsible for the additional cost.