Carnegie Mellon University

Communications from the Office of Human Resources

Dear Supervisors, Time Approvers and Timekeepers of Hourly Student Workers:

As communicated in Saturday’s email from Jim Garrett and Gina Casalegno, the university recognizes that student employment offers valuable practical experience and important income for many of our students. As such, hiring departments are being asked to consider the ways we can support remote work for our students, wherever possible. When remote work is not an option, partial student wages will continue to be paid as noted below. This applies to all Pittsburgh and Washington, D.C., hourly student positions. For locations outside of Pittsburgh and Washington, D.C., decisions will be made locally whether to implement a similar plan. Students receiving stipends as a part of their academic program are not impacted by this change.  

Effective March 16 through May 10, 2020:

  • Hourly student workers who are able to work remotely will continue to enter time in Workday and will be paid for each hour worked through the end of the semester. When and where possible, hiring departments are highly encouraged to assign alternative tasks and responsibilities within the department and/or division in order to maintain regular hours to provide 100% of wages to student workers.
  • Hourly student workers who cannot work remotely will be paid 75% of wages based on previously approved hours during the first eight weeks of the Spring 2020 semester:
    • During weeks when no time is entered or approved, the student will be paid 75% of their expected wages for that week. Payments will be managed by Human Resources via bi-weekly uploads
    • Students who are not working should not enter time in Workday; no action is needed by the hiring department. The processing of the 75% payment will be managed by Human Resources.
    • Bi-weekly reviews will be conducted within Human Resources to evaluate any time entered and approved. During weeks when time worked is entered and approved, the student will be paid for each hour worked. If gross wages for time worked each week is less than the equivalent of 75% of their wages, the student will receive the difference, in addition to wages for the time worked.
    • All hourly student wages (worked or partial payment) will continue to be paid from the hiring department charging details as recorded in Workday.
      • Departments will continue receiving the same Federal Work Student funding split for student awards until funds have been depleted, at which time departments will assume full costs as is the university’s standard process.

Departments are asked to consider all remote work possibilities that can be extended to hourly students within their respective areas. Additional information about a student work marketplace will be circulated in the coming days to help facilitate the sharing of remote opportunities that can be offered beyond immediate administrative units or colleges. 

A similar message will be circulated to students shortly informing them on how they will be paid.

Thank you in advance for your support of this important initiative.

If you have any questions around process, please contact your ALG member.

Sincerely,

The Office of Human Resources

Dear CMU Hourly Student Workers:

As communicated in Saturday’s email from Jim Garrett and Gina Casalegno, the university recognizes that student employment offers valuable practical experience and important income for many of our students. As such, student work will transition to remote work, where possible. Please direct any questions regarding your remote work assignments or available remote responsibilities to your direct supervisor. When remote work is not an option, partial hourly student pay will continue as noted below.   

Effective March 16 through May 10, 2020:

  • Hourly student workers who are able to work remotely will continue to enter time in Workday and be paid for each hour worked through the end of the semester. This includes any other remote work you may find within your department or division, for which you will need to input time spent working into Workday.
  • Hourly student workers who are unable to work remotely should NOT enter any time in Workday and will be paid 75% of their wages based on previously approved hours during the first eight weeks of the Spring 2020 semester.
  • Hourly students who are able to work some but not all of their hours remotely will be paid for each hour worked. If gross wages for the time worked is less than the equivalent of 75% of wages, you will receive the difference in addition to the time worked.
  • A review will be completed bi-weekly to evaluate which positions have time worked, entered and approved in Workday. During weeks when time worked is entered and approved, you will be paid for each hour worked.
  • It is imperative that when work is performed, the hours worked are input into Workday in a timely manner. Please direct any questions that you may have to your immediate supervisor.

Sincerely,

The Office of Human Resources

Dear ALG Member –

As communicated in Saturday’s email from Jim Garrett and Gina Casalegno, the university recognizes that student employment offers valuable practical experience and important income for many of students. As such, hiring departments are being asked to consider the ways we can support remote work for our students, wherever possible. When remote work is not an option, partial student wages will continue to be paid as noted below. This applies to all Pittsburgh and Washington, D.C. hourly student positions. For locations outside of Pittsburgh and Washington, D.C., decisions will be made locally on whether or not to implement a similar plan. Students receiving stipends as a part of their academic program are not impacted by this change.  

Effective March 16 through May 10, 2020:

  • Hourly student workers who are working remotely should continue to enter time in Workday and will be paid for each hour worked through the end of the semester. When and where possible, hiring departments are highly encouraged to assign alternative tasks and responsibilities within the department and/or division in order to maintain regular hours for student workers. All students who are working remotely will be paid 100% of their regular hourly rate. Questions or concerns regarding weekly hours or work responsibilities should be directed to the student’s immediate supervisor, department business manager or department head to help strategize solutions on maximizing remote work.
  • Each hourly student worker who does not have remote work duties will be paid 75% of regular wages based on previously approved hours during the first eight weeks of the Spring 2020 semester:
    • Bi-weekly reviews will be conducted within Human Resources to evaluate any time entered and approved. During weeks where time worked is entered and approved, the student will be paid for each hour worked. If gross wages for time worked each week is less than the equivalent of 75% of regular wages, the student will receive the difference, in addition to the time worked;
    • During weeks where no time is entered or approved, the student will be paid 75% of regular wages for that week. Payments will be managed by Human Resources via bi-weekly pay cycles;
    • Students who are not working should not enter time in Workday, no action is needed by the hiring department. The processing of the 75% payment will be managed by Human Resources. 
    • All hourly student wages (worked or partial payment) will continue to be paid from the hiring department charging details as recorded in Workday.
      • Departments will continue receiving the same Federal Work Study funding split for student awards until funds have been depleted at which time departments will assume full costs as is the university’s standard process. 

Departments are asked to consider all remote work possibilities that can be extended to hourly students within their respective areas. Additional information about a temporary student work marketplace will be circulated in the coming days to help facilitate the sharing of remote opportunities that can be offered beyond immediate administrative units or colleges. 

Communications with similar messaging will be provided via email to students, their supervisors, time approvers and time keepers in the coming days notifying the student workers on how they will be paid. If you receive questions from student workers, please let them know that information will be available very soon and to watch for an email from HR. 

Additionally, please ensure departmental business managers are aware of this communication to help with any questions they may receive from student supervisors, timekeepers and/or approvers. 

Thank you in advance for your support of this important initiative. If you have any questions around process, please contact Andy Pujol, Senior Manager, Compensation and Executive Compensation Programs at 412-268-2606 or apujol@andrew.cmu.edu

Dear Faculty, Staff and Students:

As previously announced, Carnegie Mellon is implementing temporary new policies and practices based on social distancing strategies recommended by health experts in order to slow the spread of the coronavirus (COVID-19). Although the university has decided to conduct classes remotely, we remain open and are encouraging people to engage in social distancing practices wherever they may be.

At the same time, we recognize that some university work can be performed remotely. The university encourages supervisors to consider allowing remote work where practicable. Below are new temporary guidelines from the Office of Human Resources, which has posted additional information about these topics.

Remote Working:

Effective March 16, all exempt, non-exempt, non-union staff members and hourly student workers who wish to work remotely and believe that their job functions can be performed away from campus should work with their supervisors to determine whether such an arrangement is practicable. Supervisors who need assistance should contact their HR business partners.

Hiring Process:

Hiring for staff positions will be conducted virtually. Recruiters will work with hiring managers to begin that process.

Again, full information about these guidelines, including time off and sick leave options, are available on the Office of Human Resources website.

Sincerely,

Rodney McClendon
Vice President of Operations

Michelle Piekutowski
Associate Vice President and Chief Human Resources Officer