Discrimination

Employers comply with all nondiscrimination requirements of The Age Discrimination in Employment Act, The Americans with Disabilities Act, the U.S. Equal Employment Opportunity Commission, and Title VII of the Civil Rights Act of 1964. Furthermore, employers:

• Make reasonable accommodations for disabled candidates
• Avoid the use of inquiries that are considered unacceptable by Equal Employment and Opportunity standards during the recruiting process
• Disregard race, religion, age, national origin, ancestry, gender, sexual orientation, mental or physical disability, or any other protected identity when recruiting and hiring students

Compensation

The University of Utah asserts that students should be paid appropriately for their time and energy. Salary data can be accessed through NACE or the Bureau of Labor Statistics.

Regardless of adherence to the policies below, we encourage all employers to pay students a fair wage for their time and work. Interns often incur costs which may include tuition, transportation, and other work-related expenses. Employers are not able to offer credit for internships, although they may be asked to provide information to support a credit-seeking student. Please see internship guidelines below.

The U.S. Department of Labor has developed a six-factor test for determining whether workers are to be considered “trainees” (e.g., unpaid interns) or “employees” (hourly or salaried interns) that must be paid at least minimum wage under the Fair Labor Standards Act (FLSA). To list an “unpaid internship” with the University of Utah, all the following criteria must be met:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
2. The internship experience is for the benefit of the intern;
3. The intern does not displace regular employees, but works under close supervision of existing staff;
4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

For additional information regarding compliance provisions of the FLSA, go to: United States Department of Labor Fact Sheet #71.

Job & Internship Listings

We welcome recruiters to post a wide range of employment opportunities on Handshake, including full-time roles, part-time jobs, and internships. However, the following types of jobs will not be approved or promoted through our programming and events:

• Positions that require applicants to pay a fee, become a member, make a deposit, or take on any financial liability
• Sales or customer/distributor service roles for multi-level marketing (MLM), direct-selling, and/or door-to-door companies
• Campus or brand ambassador positions that require students to advertise to, solicit, and/or recruit other students on campus
• Staffing agency postings that do not disclose the organization for which they are hiring
• Full-time or part-time jobs that are unpaid (unpaid internships are allowed on a case-by-case basis)
• Commission-only positions
• Positions that employ students for a private individual or work-for-hire contract (e.g. babysitter, private tutor, caretaker, laborer)
• Positions requiring training that is unpaid
• Positions that may put students in legal jeopardy

Internship Program Guidelines

We are strong advocates for internships that are beneficial to both employers and students. To be posted and promoted to U of U students, internships meet 5 criteria.

1. Classroom Application

The internship is an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not simply advance the operations of the employer or replace work that a regular employee would routinely perform.

2. Transferable Skills

The skills or knowledge learned are transferable to other employment settings.

3. Defined Start & End Date

The experience has a defined beginning and end, and a job description with desired qualifications.

4. Learning Objectives

There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

5. Supervision & Feedback

There is supervision by a professional with expertise and educational and/or professional background in the field of the experience. Support includes onboarding, ongoing training, meeting with intern to establish learning goals, regular project check-ins, and regular performance evaluations.

Job Offers

Job Offer Timelines

• Ideally, employers allow students a minimum of three weeks to accept or decline employment offers. Employers should not make employment offers with timing-based consequences that put undue pressure on students and increase the likelihood of a student reneging. Asking a student to make a decision on the sport or to respond to a hypothetical offer are unacceptable practices.

Timely Communication

• Employers keep students informed of hiring timelines and communicate hiring decisions within an appropriate time frame.

Full Disclosure

• Employers include a start date when making an employment offer or outline a reasonable time frame for providing a start date and initial work location.
• Offer letters should include information on work location, pay, benefits, and other pertinent details to allow for students to make informed and sustainable decisions.

Employment Contracts

• The University of Utah advises students and alumni to seek legal counsel before entering into any contractual agreement. Employers must allow a reasonable period of time for individuals to review any contract and seek advice before signing it.
• All hiring and compensation conversations are handled between students and employers directly. U Career Success does not perform formal background checks on students applying for jobs, nor on employers posting job opportunities. Employers and students are encouraged to request reference information from each other as needed to establish qualifications, credentials, and fit.

Rescinding Employment Offers

• Employers should consider every alternative before revoking an employment offer.
• Employers who cannot avoid rescinding or deferring employment are advised to consult with U Career Success prior to notifying the student(s) affected by this action.

Third-Party Recruitment

Select third-party recruiters including agencies, organizations, or individuals recruiting candidates for employment/internship opportunities other than for their own needs may post positions at the University of Utah; however, they may not engage in interviewing, informational interviews, career fairs (except if prior clearance is obtained from U Career Success), or any other type of on-campus recruiting activity. Third-party recruiters must disclose information as follows:

1. Provide the organization/company name for which they are hiring
2. Disclose information upon request to U Career Success that would enable us to verify that the position is a bona fide opportunity.
3. If the organization/company has already posted the position in our database, the third-party will not duplicate the posting.
4. Third-party recruiters may not charge applicants any fees.

Multi-Level Sales & Marketing Recruitment

U Career Success does not allow Multi-level Marketing (MLM) organizations to recruit on campus for sales, customer/distributer service, or any other role that directly supports multi-level sales. U Career Success does not promote franchise opportunities as jobs or internships. Additionally, U Career Success does not permit direct or door-to-door sales companies to attend most recruiting events.