Employer should be aware that the American Bar Association guidelines limit students who are taking a full class load to no more than 20 hours per week of employment. Employers should help their student employees stay within this limit.
Employers are expected to adhere to equal opportunity standards in their interviewing and hiring. Discrimination based upon race, sex, age, religion, or national origin is not allowed. Employers should make themselves familiar with the College of Law’s Non-Discrimination Policy.
Employers are expected to reply to student applications which the employer has solicited. An employer who has posted a job notice, arranged a resume collection, or scheduled an on-campus interview has solicited applications.
An employer who has scheduled on-campus interviews should conduct those interviews. If the employer is forced to cancel on-campus interviews, the cancellation should be made as early as possible so that another employer may have the chance to fill that interview time slot.
If an employer has specific hiring criteria, those criteria should be conveyed to students so that they can decide whether or not to interview with a particular employer.
Employers should give students a reasonable time to decide whether or not to accept an offer of employment. Definitions and clarifications of this point can be found in the National Association of Law Placement’s (NALP) Guidelines for the Timing of Offers and Decisions. The College of Law is a member of NALP and conforms to their standards regarding the timing of offers and acceptances.