Summer Employment


It is the responsibility of the applicant to contact the supervisor listed if they are interested in a summer position.

Summer Positions - 2024

Open summer positions may be found on Handshake.

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Summer Employment Procedures & Information

Summer employment dollars should already be in department budgets. Should you have any questions, please speak with your supervisor or divisional Senior Leadership Team (SLT) member.

Supervisors/hiring managers of summer positions will complete a Position Description Form (one per position), obtain their divisional Senior Leadership Team (SLT) member’s signature, and return the completed form to Human Resources (Shineman Chapel House or

If the position requires posting, supervisors must post their open positions through the College’s Handshake portal. Supervisors with any questions about using Handshake should contact Brandon Davis, Assistant Director of Career Development at extension 4425 or

Once the position is filled, supervisors will complete an Employee Information Form (one per employee), and return it to Human Resources via

HR will on-board all summer employees through Paycom, and summer staff may not begin working until all on-boarding requirements are fulfilled. HR will need a minimum of two weeks’ advance notice to prepare paperwork and move the employee through the onboarding process.  Please allow sufficient time for processing.  No summer employee may begin work until the employee has completed all of their onboarding process, and Human Resources and Finance have successfully set up the employee in the Paycom system.

Background checks must be conducted for individuals who are not current faculty, staff, or students. If you are unsure, please contact Human Resources at extension 4315.

Any individual who has not worked for Hartwick College within the last 12 months or is a brand new employee must complete a Federal Form I-9, which includes presenting identification to HR. Please make sure any new or returning employees, including students, are aware of this requirement. Often times students do not have sufficient identification documents with them and must obtain from home. This could delay when they may start working.


Appointment letters are required for all current faculty and staff working in summer positions, and for all summer camp counselors and coaches.

There will be no retroactive appointment letters, and HR will need a minimum of two weeks’ advance notice to prepare letters and move the employee through the onboarding process prior to the employee beginning work. Please plan accordingly.

Background checks must be conducted for individuals who are not current faculty, staff, or students. If you are unsure, please contact Human Resources at extension 4315.

Faculty, staff, and summer camp counselors and coaches are required to complete the harassment, diversity, and cybersecurity training. Human Resources will provide the training links to individuals through Paycom and Vector as necessary.

Supervisors/hiring managers should direct the summer employee to complete the appropriate paperwork through the Paycom system on or before their first day of work. If they have any questions, please direct them to contact HR at extension 4244 or

All employees must complete electronic time cards through the Paycom system which must be approved by the supervisor timely for each pay period.  Any questions may be directed to the Financial Services Office, 3rd Floor, Bresee Hall, or 607-431-4316.

There are no meal plans offered for the summer. Individuals will be able to pay at the door. Please contact the Commons at 607-431-4330 or for pricing and availability.

If on-campus housing is necessary, please contact Residential Life and Housing at 607-431-4501.

If a department chooses to subsidize the expense for housing please let Payroll and Residential Life know. The subsidized expense will then be charged against the department summer employment budget.

All positions are hourly positions, with exception for Summer Camp coach and counselor positions.

Effective December 31, 2023 the minimum wage is $15.00 per hour.

A Hartwick student working in a job equivalent to or with more responsibility than their academic year job shall be paid at a rate no less than they are paid during the academic year.

All summer employees must be at least 16 years of age and they must complete a Hartwick College Employment Application, and associated onboarding requirements including the Federal W-4, New York State Withholding Form, and Federal Form I-9 prior to beginning work.  All summer employees who are 16 or 17 years of age must provide working papers. The College is legally obligated to have these forms completed.

All statutory taxes apply to summer positions.

All employees of the College are covered by Workers Compensation and as such, by law, any injury sustained while on the job must be reported in writing to the offices of Human Resources and Campus Safety within twenty-four (24) hours of the accident.

Summer employment positions are temporary seasonal positions, and therefore not eligible for fringe benefits aside from NYS Paid Sick Leave accruals.  Additionally, because summer employment positions are limited to the three-month break between academic years, hours worked fall within the ACA defined three-month non-assessment period. Therefore, although they may work full-time hours during summer break, the College does not extend an offer of health insurance upon hire.  If a summer employee
works beyond the three-month summer employment period, all hours worked (with exception of hours subsidized through the federal work study program) will be taken into consideration when calculating average hours worked by non-benefits eligible employees for health insurance eligibility.

While children of employees of the College are encouraged to apply for a summer position, no employee will be allowed to be supervised by their immediate family member.

Hartwick College is an equal opportunity employer and does not discriminate on the basis of age, creed, disability, domestic violence victim status, gender identity or expression, familial status, marital status, military status, national origin, predisposing genetic characteristics, pregnancy-related condition, prior arrest or conviction record, sex, retaliation for opposing unlawful discriminatory practices, or other classes protected by applicable law.


Office of Human Resources