4.1.1 Medical students receiving support from the University fall primarily into three classes:

a. graduate assistants;
b. University employees; and
c. fellowship, scholarship, and/or grant recipients.


4.2.1 This Article (Article 4) deals only with the employment of graduate assistants not represented by the Graduate Employees Union (“GEU”). Accordingly, for the purposes of this document, the term “graduate assistant” does not include members of the GEU. Information related to the employment of graduate teaching assistants included in the GEU bargaining unit is included in the collective bargaining agreement between the University and the GEU.

4.2.2 Medical students who are graduate assistants are appointed in accordance with University policies governing graduate assistantships. Graduate assistant duties may include, but are not limited to: student advising, writing supervision, reading of papers and examinations, and research. The responsibilities delegated to a graduate assistant must be performed under the supervision of a faculty member or administrator.

4.2.3 Each unit appointing medical students as graduate assistants shall develop and publish policies regarding:

a. criteria for selecting new graduate assistants;
b. criteria for renewing and/or continuing graduate assistantships;
c. stipends;
d. stipend advancement and promotion;
e. tax status of stipends (according to IRS policy);
f. procedures for evaluating performance;
g. length of term of appointment, including continuance and renewal of graduate assistantships;
h. work load, duties, and vacation schedules; and
i. grievance procedures.

4.2.4 By April 15th of each calendar year, units shall notify each graduate assistant in writing of one (or more) of the following: (a) that the assistantship will be renewed for the following academic year or a portion thereof; (b) that the assistantship will be renewed provided the assistant is able to meet certain specified conditions; (c) that the assistantship will be renewed if the unit is able to meet certain specified conditions and by which date the student will be notified if the assistantship will be renewed; and (d) that the assistantship will not be renewed for the following academic year, along with the reasons for that decision.

4.2.5 The Office of the Provost shall establish a campus-wide policy for graduate assistant stipends, taking into account (a) the amount of stipend adequate in relation to the current cost of living, (b) the need to be competitive with other universities, and (c) the availability of resources for graduate assistant stipends. The Office of the Provost consults with the Dean of the Graduate School and the University Graduate Council on graduate assistant stipend levels.

4.2.6 Graduate assistants are entitled to all benefits normally accorded to full-time graduate students, except where otherwise specified by policy.

4.2.7 All graduate assistants are entitled to such clerical-secretarial help and supplies as are commensurate with their assigned responsibilities and the resources of the unit.

4.2.8 Medical students who are graduate assistants should receive the same professional respect accorded to faculty, within the constraints of their training, experience, and responsibilities.


4.3.1 The University’s student employment office shall publish annually minimum and maximum salaries and hourly wages for University-employed medical students. This office approves unit requests for all payments above the established maximums.

4.3.2 The University shall not deny a regular employee’s fringe benefits or unilaterally make adjustments to working hours solely because the employee is also registered as a medical student.

4.3.3 University employees who are pursuing medical study continue to be bound by collective bargaining agreements and other applicable University personnel policies and agreements.

4.3.4 Employment-related grievances of medical students employed in non-academic positions should be filed with the employing units under their respective procedures.


4.4.1 A medical student supported by a fellowship and/or grant shall be provided with information about (a) the responsibilities to be met and performance required for retention of support, (b) the privileges and status associated with support, and (c) any relevant grievance procedures.


4.5.1 Employment practices within the medical colleges shall conform to the University’s Anti-Discrimination Policy and all other relevant University policies.

4.5.2 The University may demote, suspend, terminate, or otherwise discipline medical students receiving support through the University for cause and for failure to meet their employment responsibilities. A medical student’s dismissal from an academic program may also terminate the medical student’s assistantship or other support. Medical students who believe they have a grievance under this Article may utilize the procedures set forth in Article 5. In cases where the medical student contends that action of the University may cause irreparable harm, the medical student may ask the appropriate judiciary for an expedited hearing.