Discrimination

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

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 of 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 Offers

• Allow students a minimum of three weeks to accept or decline all employment offers. 

• Employers should not make employment offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Exploding offers put undue pressure on students and increase the likelihood of reneging. 
• Asking a student if they are ready to make a decision on the spot, or asking a student to respond to a hypothetical offer is considered an unacceptable practice. 

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

• Employers must include a start date when making an employment offer or outline a reasonable time frame for providing a start date and initial work location. Employers who anticipate start dates later than a few months after graduation must disclose this to students as part of the interview process. 
• Employers should also include information on work location, pay, benefits, and other pertinent details to allow for students to make informed and sustainable decisions. 

• 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.  CPDC 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. 

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

Third Party Recruitment

1. Provide the organization/company name for which they are hiring
2. Will disclose information upon request to CPDC that would enable verification that it is recruiting for a bona fide job opportunity.
3. If the organization/company has already posted the position in our database, the third-party we will not duplicate the posting.
4. Third-party recruiters may not charge applicants any fees.

Multi-level Sales & Marketing Recruitment

CPDC 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. CPDC will not promote franchise opportunities as jobs or internships. Additionally, CPDC will not allow direct or door-to-door sales companies to attend most recruiting events.