Part-Time Employment
The following information is for non-benefits eligible, temporary/part-time employees such as student workers and Adjuncts. The University of Houston System, and its components, reserve the right to change, amend, or abandon any of the policies or procedures at any time. Nothing changes the employment-at-will status of any employee, nor creates any additional rights, remedies at law, or expectation of continued employment.
Types of Part-Time Staff
The following forms must be completed and submitted before employees can be added to the UHCL payroll systems, gain access to appropriate computer accounts, and in some cases, obtain a UHCL ID card. Please select the appropriate type of employment and complete all forms listed.
Student Employee
Please review the Employment Guidelines for Student Workers for additional information regarding student employment.
International Student Employee
International Student Employees including Nonresident Alien Employees on F-1, H-1, or J-1 Visas if applicable, complete the forms below.
- International Student Instructions
- International Student Employee Data Sheet
- Patent Disclosure
- Network Requirements
- Foreign National Tax Packet
Please review the Employment Guidelines for Student Workers for additional information regarding student employment.
Adjuncts
- Adjunct Instructions
- Adjunct Employee Data Sheet
- Patent Disclosure
- Network Requirements
- Primary Language
- Outside Activities Form (only required if applicable)
The Certificate for Retirement Eligibility is only required if you are an active participant in the Teacher Retirement System of Texas (TRS), through another participating agency. This may include another Texas state agency, community college, or school district.
Employment Through Temporary Staffing Agency
The University of Houston System currently has a contract with Adroit Partners.
Adroit Partners provides quality talent and a full range of workforce solutions for companies that value resourcefulness, agility, dependability and partnerships. Adroit identifies candidates to work on a temporary basis on a specific project or work assignment.
- The agency is responsible for recruiting, screening, conducting background checks and supervision of the assigned temporary worker.
- The agency charges a fee which is typically a percentage added to the temporary worker’s hourly rate for a fixed period of time. This fee is charged for all hours worked by the temporary worker
- The temporary worker is an employee of the agency and wages are paid through the agency.
To fill a position with temporary staff, complete the job order form and follow the additional steps.
Independent Contractors
Individuals providing services to the University of Houston-Clear Lake must be classified as independent contractors or employees. Before the determination is made of how to treat payments for services, it is necessary to know the business relationship that exists between the university and the person performing the service. In determining whether the person providing the service(s) is an employee or independent contractor, all information that provides evidence of the degree of control and independence must be considered. Please note, an individual who was previously an appointed employee providing services similar to their previous job duties is classified as an employee, not an independent contractor.
The University created the Employee/Independent Contractor Classification Checklist to classify workers, minimize risk, and alleviate IRS complexities.
- Departments are responsible for completing the EICCC after obtaining the data necessary to complete it from an individual that will provide services to the University. The checklist cannot be completed by the individual providing the services.
- The Human Resources department will have final authority for determining whether a service provider is an employee or an independent contractor.
- Email the completed form to humanresources@uhcl.edu and our office will respond with the final determination.
Once the required forms above have been completed, and UHCL payroll access has been given, you must log in to complete the Form W-4 and set up your Direct Deposit information.
Form W-4
The W-4 is automatically completed in the system for you and defaults to Single and 0. Please note, employees who elect to update their W-4 information electronically will need to do so independently on or after the first day of employment.
For International Students: The W-4 is completed by the Foreign National Tax Specialist at the University of Houston-Central Campus.
Direct Deposit
University of Houston-Clear Lake REQUIRES all employees to sign up for direct deposit so funds can be electronically deposited into your checking or savings account with your bank. A bank routing number and checking or savings account number are needed to enroll.
To set up your Direct Deposit login to E-Services by clicking the button below.
Completion of I-9s and Background Checks at Hire and Rehire
All University of Houston-Clear Lake employees are required by federal law to complete the Form I-9 and successfully pass a criminal history background check. Employees may initiate Section 1 of the I-9 at any time between acceptance of a job offer and the first day of work for pay. Employees who are rehired will need to complete a new I-9 if you have not worked at UHCL within the last 12 months.
Please initiate completing the Form I-9 by clicking the button below and follow the necessary steps. Additionally, before performing any work, every new employee must appear in the Office of Human Resources with acceptable documentation to complete Form I-9.
Electronic Form I-9
Policies
The following list of policies have been provided to promote awareness of the governing expectations of being an employee at the University of Houston-Clear Lake. Please review each policy.
Background Checks
UHCL is committed to promoting a safe and secure environment and all new hires including; faculty and adjuncts, full and part-time, permanent and temporary, as well as student employment in all university programs, regardless of funding source must pass a criminal background check. For additional information please see the Background Checks for Employees policy (SAM 02.A.37).
University of Houston System Required Policies for Employees
The University of Houston System Board of Regents Policy 49.01 requires certain statutes and policies to be distributed to all employees at the start of each academic year and to all new employees at the time of employment.
21.03 Academic Freedom
21.08 Intellectual Property
29.02 Sexual Harassment
31.01 Public Announcements
57.02 Consulting and Paid Professional Service
57.04 Dual Employment
57.07 Nepotism
57.08 Conflicts of Interest