Campus jobs are posted based on the hiring manager’s needs, so the timeline, the roles themselves, and how many students need to be hired vary from year to year.  The Gordon Career Center is open year-round and our team is available to meet with you for one-on-one advising regarding your job search, resume, Handshake, or any other aspects of your campus employment. 

Below find a general job posting and hiring timeline.

Fall Semester:

• The highest volume of jobs will be posted from the end of August until the end of September, for Fall or year-long jobs. Check Handshake regularly at these times.
• The Campus Employment Fair is a one-day event held annually in the first two weeks of September. Discover this event and more career-related events hosted on-campus via the Handshake Events page.
• Opportunities continue to be posted throughout October and beyond but at a lower volume.
• Some opportunities for winter break work will be posted towards the end of the Fall semester.
• Job opportunities for the Spring semester begin to be posted in December and during Winter break.

Spring Semester:

• Spring job opportunities continue to be posted throughout January and the beginning of February, but at a lower volume.
• Summer campus jobs may be posted as early as January, and continue to be posted through April at a lower volume. 
• Jobs for the next academic year may be posted at the end of the Spring semester, starting in mid-March.

If you have never uploaded a resume to Handshake before, you will have to schedule a resume review appointment with a career advisor before you can apply to jobs that require a resume. You do not need to draft your resume before this appointment, but it can be helpful to do so, in order to receive more specific feedback.

If you are applying for a position on Handshake, check out our resume writing resources and schedule a resume review appointment as soon as possible prior to uploading your first document and before any application deadline.

If you apply for a position with a pending resume and your resume is not approved before the application deadline, your application will be withdrawn by the system once the deadline has passed – be sure to check the status of your document in advance.

We aim to review pending resumes on Handshake within two business days of upload. Do not wait until an application deadline to start the resume approval process. For more information, see the Gordon Career Center’s Resumes & Cover Letters page.

Sharpen your application materials and interviewing prowess using the Gordon Career Center’s Resume Resources, Resume & Cover Letters, and Interview Preparation webpages. Additionally, transfer your resume details to your Handshake Profile using the instructions linked here. For jobs that do not require a resume or other materials, the only way the employer can assess your abilities is using your Handshake Profile. If you have left your Handshake Profile blank, it will hurt your chances of landing that position.

Applying to multiple jobs simultaneously will increase your chances of landing a job. (Note: Employers cannot see which jobs you have applied to, nor see the jobs you have been hired for.) Do not concentrate all your efforts on one position. Some students have found it useful to network with on-campus employers and ask about open positions in person.

The Campus Employment Fair, held annually during the Fall semester’s Wesleyan Week of Welcome (WesWOW), is a great opportunity to explore multiple opportunities and meet with on-campus employers. Discover this event and more career-related events hosted on campus via the Handshake Events page.

If you need support during the job search process, book an advising appointment using Handshake or email campusemployment@wesleyan.edu.

If you did not land a campus job this semester, but would like one in the future, there is plenty you can do in the meantime to better your chances and build your skills for the next time around. In addition to our above tips for the job search, consider investing your time in the following activities that can strengthen your resume and career aptitudes:

• Forage (Free access via the GCC) – Virtual work experience programs designed by leading companies.
• Student Group Involvement – Participation or leadership in a student group, club, or team demonstrates skills and aptitudes that can be included in a resume, such as time management, event planning, fundraising, community-building, perseverance, etc.
  • Find active student groups and events via WesPortal > Search “WesNest”.
  • While there may be student groups that are more relevant for specific campus jobs you desire, participation or leadership in any student organization demonstrates transferable skills that are applicable to all campus jobs.
• Develop your skills and gain a real understanding of different roles and sectors by working through these self-paced modules, with tasks similar to those you would undertake during a traditional internship.
• All programs are self-paced (taking between 5 to 6 hours to complete) ensuring that you can fit your participation flexibly around other commitments.

Most campus jobs have some flexibility when it comes to things like scheduling, skills, major preferences, etc. For example, if a job posting says “5 hours per week”, and you would like to work 8 hours per week, there may be a chance that the employer can allow this.

Do not let a minor detail deter you from applying for a job you are otherwise interested in and qualified for! Either email the Contact person or Primary Supervisor listed on the job posting for clarification, or email campusemployment@wesleyan.edu and we can confidentially inquire about the flexibility of those requirements on your behalf.

As part of federal work-study guidelines:

• The employer cannot solicit, accept, or permit soliciting any fee, commission, contribution, or gift from the student employee as a condition of employment.
• The campus job cannot involve constructing, operating, or maintaining any part of a building used for religious worship.
• Maintenance jobs are not allowed, nor are any positions that benefit the University more than students’ professional development.
• The campus job must not displace professional employees or impair existing service contracts, including those on strike.

For campus jobs that offer course credit, the student employee’s rate of pay should be the same as it would be if academic credit were not received. Academic credit is not justification for lower pay or no pay.

The student employee may not be paid for academic instruction in a classroom, lab, or other setting that replaces the professor’s instruction. Tutoring and supplemental instruction are allowed.

If you apply for a position with a pending resume and your resume is not approved before the application deadline, your application will be withdrawn by the system once the deadline has passed – be sure to check the status of your document in advance.

Book a resume advising appointment ASAP. If you unexpectedly need a quick turnaround time for your resume approval, email us immediately at campusemployment@wesleyan.edu, or email the GCC at careercenter@wesleyan.edu. There is no guarantee that we may be able to accommodate your request, but communicating with us betters your chances.

If the employer does not reach out to you after one week from the application deadline, you can either email the Contact person listed on the job posting or email us (campusemployment@wesleyan.edu) and we can confidentially inquire about their hiring decisions.

Because the hiring timelines of each campus employer vary, we also recommend you apply to multiple jobs at once to better your chances of getting hired at the time that you prefer.

Employers are required to include accurate descriptions of the job responsibilities and expectations in each posting. It is your right to understand what a campus job entails, at the time of application.

If there is a significant difference between what was advertised and the actual work that you are experiencing, reach out to campusemployment@wesleyan.edu so that we can mediate these challenges. Examples of inappropriate differences between the job posting and actual job duties include: doing manual labor like cleaning, when no manual labor was advertised; inappropriate scheduling demands; or, supervising other student employees when no managerial responsibilities were advertised.

If the job description included a general phrase like “Additional projects as assigned”, be sure to communicate with your supervisor about what these projects could entail.

If you are unsure whether the actual job responsibilities are significantly different from what was advertised, it’s okay to reach out to campusemployment@wesleyan.edu to discuss your experiences.

There are no restrictions on how many positions a student can hold at a time. However, students cannot work more than a maximum total of 20 hours per week across all hourly positions during the academic year. Students may wish to hold multiple jobs in order to work more hours, increase their earning potential, or explore various career interests. The Campus Employment team recommends that students work no more than 2 positions at a time in order to balance their academic responsibilities appropriately.

You are a student, first. It is important to reflect on your total responsibilities to determine how much time you could realistically dedicate to on-campus employment during the school year, while still leaving time for studying, co-curricular activities, and relaxation.

While some campus jobs have slower periods that provide students with downtime to complete homework assignments, students should not expect their campus jobs to be free time. Job responsibilities will be outlined in the Handshake job posting at the time of application.

Many first-year students choose not to pursue campus jobs until their Spring semester, in order to transition into their college experience more smoothly. Some students choose only to work temporary gigs during New Student Orientation week or Reunion & Commencement. Some students choose not to work at all during the school year, and instead dedicate themselves to other valuable career-learning experiences, like student group leadership or volunteer work.

Whatever you decide, the Campus Employment team is here to support you!

All legitimate on-campus jobs will be posted on Handshake. If you receive a direct email about an employment offer, it may be a phishing scam. In the event you come across a fraudulent employer or posting, we encourage you to contact campusemployment@wesleyan.edu. Additionally, forward the phishing email to security@wesleyan.edu immediately so that we may take appropriate action.

There is no obligation to stay in the same campus job. It is normal for students’ employment needs and interests to change as they progress through their time at Wesleyan. We encourage you to explore and pursue other roles to broaden your experience.

While many roles offer continued employment into the next academic year, there are also many roles that operate on a semesterly or year-long basis.

It’s important to communicate your departure with your employer with adequate notice! You will likely need your current employers to recommend you to future employers, so make sure to depart your campus jobs professionally. If you would like to leave your role earlier than planned for a new opportunity, we will happily offer guidance on how to communicate that in the best way.

Students of all backgrounds and statuses are welcome to explore on-campus work opportunities. Please be advised that it’s important not to disclose personal information related to your citizenship status in written communications.

To learn more about on-campus employment for international students, visit the Office of International Student Affairs webpage. Feel free to reach out via email (campusemployment@wesleyan.edu) for additional information.

The Campus Employment team (campusemployment@wesleyan.edu) is available to support students with navigating conflicts during their job search and during their campus employment, including facilitating dialogues and advocating for their labor rights. We can meet with individual students, as well as mediate conversations between student employees or the student employee and their supervisor. Additional resources include:

Student Ombuds – Each Student Ombud serves as a neutral and confidential* peer resource focused on empowering students to successfully navigate the institution and advocate for themselves in moments of conflict, particularly when there are power dynamic considerations. Reach out to the Student Ombuds via studentombud@wesleyan.edu, or the program manager Dr. April Ruiz, Dean for Academic Equity, Inclusion, & Success at aruiz01@wesleyan.edu.

The Office of Equity & Inclusion – In cases of discrimination, harassment, and sexual misconduct, The Office of Equity & Inclusion is available to offer support, discuss situations, and provide resources/options. Reach out to Debbie Colucci, Wesleyan’s Assistant Vice President for Equity & Inclusion / Title IX Coordinator, at dcolucci@wesleyan.edu.

Counseling and Psychological Services – CAPS offers confidential* psychotherapy services where students may discuss worries, distressing feelings, or difficult situations they are currently experiencing. Individual counseling and group counseling are available. For urgent matters, same-day crisis appointments can be scheduled by calling 860-685-2910.

Class Deans – The Class Deans are available to advise students and help facilitate students’ access to academic and non-academic support services. They work with faculty and staff to support student success. Visit the Class Deans page to contact your respective Class Dean.

Accessibility Services – Students with documented learning, physical, sensory, health, or psychiatric disabilities are able to request reasonable accommodations through Accessibility Services. Students who have, or suspect they may have, a disability for which they would like to request accommodations, should contact Accessibility Services at accessibility@wesleyan.edu to discuss their needs.

*Note: The confidential resources listed above have exceptions to confidentiality if students are considered at imminent risk of harm to either themselves or another person. Read more about the exceptions to confidentiality on their respective websites.

Wesleyan University abides by all applicable federal laws and regulations, as well as laws and regulations in the state of Connecticut. Student employees are protected by the federal laws and regulations of the Equal Employment Opportunity Commission, as well as the state laws and regulations of the Connecticut Discrimination Employment Practices Act. These laws prohibit employment discrimination on the basis of race, color, religion, sex, national origin, and disability. These laws also prohibit sexual harassment in the workplace, including quid pro quo acts, hostile work environments, and sexual assault. The Americans with Disability Act (ADA) additionally protects reasonable work accommodations for qualified individuals with a disability.

To learn more about these protections, navigate to the links below.
-Policy Prohibiting Discriminatory Harassment & Sexual Misconduct | Wesleyan University | Human Resources

–-Equal Employment Opportunity | State of Connecticut | Commission on Human Rights and Opportunities

–-Sexual Harassment Protections | State of Connecticut | Commission on Human Rights and Opportunities

–-Guide to Disability Rights Laws | U.S. Department of Justice Civil Rights Division

Student employment records are protected by the Family Education Rights & Privacy Act (FERPA), as regulated by the U.S. Department of Education. Under FERPA, students are provided with access to their employment records and have the opportunity to inspect and review these records, including employers’ evaluations. At Wesleyan, students have access to their job applications and job descriptions via Handshake.

The student employee must notify their supervisor if they need their supervisor to disclose their employment information to others. On-campus employers must have the student employee’s consent in order to disclose employment information to others, including information about their shifts. This consent must be signed or written, and the purpose must be clearly defined. For example, if the student employee has a prospective employer that wants to check their work history, the student must contact their on-campus employer in writing and give permission for the on-campus employer to discuss the student’s work, specifically for the purpose of that professional reference check. These restrictions apply to the student employee’s family members, including parents. If a parent calls a campus employer to ask whether their student is at work because they need to reach them, the campus employer is advised to direct the parent to the Office of Public Safety.

FERPA allows on-campus employers to disclose student employment information without student permission in these instances:
-Requests from a school official that has legitimate educational interests in the student (e.g. a class dean who is supporting the student through accommodations, etc.)
-Requests from the Financial Aid Office to help determine a student’s eligibility for financial aid
-Requests for federal or state audits
-Court orders and subpoenas

All labor union negotiations at Wesleyan University are managed by the Director of Labor and Employee Relations at Human Resources.

Our involvement does not extend to unionization efforts, neither in the representation of students nor on behalf of campus employers. However, our commitment to being a supportive resource for individual students remains steadfast. We acknowledge and respect students’ impactful, purpose-driven efforts to engage thoughtfully and critically with the tenets of their labor rights.

To gain insights into the legal aspects of labor unions, we recommend visiting the National Labor Relations Board. Additionally, researching recent advancements made by undergraduate and graduate labor unions in the realm of collective bargaining agreements can provide valuable insight.

Campus jobs currently pay at least the Connecticut minimum wage of  $15.69 per hour.

Jobs that require specific skills, training, or certifications may pay more. Student employees may also qualify for yearly raises in positions they hold for multiple years. All compensation details are included in the position’s Handshake job posting.

All hourly campus jobs pay students on a weekly basis on Fridays, for work conducted on the Monday – Sunday of the week prior. Students are paid via direct deposit.

Programs that compensate students on a stipend basis are responsible for sharing compensation details at the time of collecting applications.

The Connecticut Department of Labor’s salary range disclosure laws apply to campus jobs. Compensation must be publicly listed on Handshake job postings for prospective student employees.

If employers use a pay scale for student employees doing the same job, the employer must list the position levels and corresponding hourly rates, as well as indicate at which level the position will start, on the Handshake job posting. Classification levels must be based on years of experience within that position, rather than class year. For example, a first-year student and a sophomore who started a position at the same time should be paid the same wage.

An example of this job classification pay scale may look like this:
Entry-Level – $15.69/hour
Returning Students – Additional $0.50/hour per year worked

The Fair Labor Standards Act (FLSA) prohibits employers from hiring unpaid volunteers for paid positions. If the position has the same job description and responsibilities, the employer is prohibited from hiring one paid student and one unpaid volunteer for the same position. The standard is that if the department is paying students, it cannot have unpaid volunteers, even if those unpaid volunteers are receiving course credit. This applies to both on-campus and local employers.

If federal work-study funds run out for a student in a paid service position, and the department cannot continue to pay them, they cannot continue the position as a volunteer.

For campus jobs that offer course credit, the student employee’s rate of pay should be the same as it would be if academic credit were not received. Academic credit is not justification for lower pay or no pay. The student employee may not be paid for academic instruction in a classroom, lab, or other setting that replaces the professor’s instruction. Tutoring and supplemental instruction are allowed.

Money that students earn via campus employment is taxable income. This includes work-study-eligible students. Your status as a full-time student does not exempt you from federal income taxes (IRS). These federal taxes are deducted from your direct deposit weekly.For more information about filing your tax return (either as a dependent or single), go to the IRS website or contact a tax advisor.Undergraduate students, and most graduate students, are exempt from paying Federal Insurance Contribution Act (FICA) taxes, as long as they are enrolled in classes at least half-time. During break periods that last more than 5 weeks, the FICA exemption does NOT apply.

Student employees are considered part-time employees and are prohibited from working over 20 hours per week during the school year, so they do not qualify for benefits.

Students who are not eligible for work-study or financial aid are still able to take on-campus jobs. While campus employers can express preference for work-study eligibility in their applications, students are free to apply for any open position, regardless of whether they meet these preferences.

Positions are not assigned or guaranteed to work-study eligible students— rather, we provide students with tools and guidance to find opportunities that are a fit for their skills, interests, and availability.

Once hired, students who qualify for federal or institutional work-study will be paid directly for their hours worked. Students will not be paid for any unearned portion of their work-study allotment, nor will they be expected to pay back any unearned portion

The Campus Employment team does not place student employees in specific positions because we believe that process would remove students’ agency to decide which job works best for them – including individual preferences like office culture, skill-building opportunities, career interests, and work schedule. Rather than obligating students to take specific positions that may restrict their autonomy, students can view and access all available jobs via Handshake and determine which positions best fit their interests and schedules. Additionally, applying for and interviewing for campus jobs exposes students to the real-life processes of job searches, and prepares them for applying to summer internships as well as preparing them for their professional lives post-graduation.

Overall, a job search can be as unique as the individual pursuing the role. We welcome you to book an advising appointment for personalized, one-on-one guidance on how to find your best fit. We are also open to feedback about the implementation of a campus job placement program, with the knowledge that campus employment can shift and grow alongside student voices.

The work-study program is in effect during the Fall and Spring semesters only. Students who work on-campus during the Winter break dip into their Spring work-study allotment.

Work-study is allotted on a per-semester basis. Any remaining balances do not roll over into the following semester or year.

Students with work-study eligibility are not required to work. There is no penalty for students who do not use their full work-study allotment. Additionally, it is uncommon for work-study students at Wesleyan to reach their maximum allotment. Students are not expected to pay back any unearned portion.

Students can view their work-study award balance on Workforce Time, Wesleyan’s timekeeping platform. Students can also confirm their work-study award balance with the Financial Aid Office (finaid@wesleyan.edu).

Not all campus jobs are located on campus! The Campus Employment team partners with local employers in Middletown such as the Kidcity Museum and the Neighborhood Preschool. As part of our “on-campus” opportunities, these local employers participate in the federal work-study program and understand that student employees’ academic responsibilities come first. Students not receiving federal work-study, including international students, cannot be employed by local employers.

Students with U.S. citizenship have the option to work off-campus jobs.

Off-campus jobs do not qualify for institutional work-study, and may not qualify for the federal work-study program. Off-campus employers that participate in the federal work-study program are typically private nonprofit organizations or public agencies. It is up to the student’s discretion to determine if an off-campus job that does not accept federal work-study is right for them.

Students working off-campus may still request one-on-one support and guidance from the Campus Employment team but we cannot mediate conflicts with off-campus employers.

The Campus Employment team does not endorse or post babysitting jobs or other positions where a student will work out of someone else’s home. Students may independently pursue these positions, but they will not be considered on-campus employment even if the employer is a Wesleyan faculty or staff member. Students may find informal positions like this via independent networking or on Wesleyan’s Community Forum listserv.