Employers shall 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 must:

• Make reasonable accommodations for disabled candidates
• Avoid the use of inquiries that are considered unacceptable by EEO 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

 

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
• United States Department of Labor: Fair Labor Standards Act Advisor (elaws)

 

Internship Offers

• First Time Interns
  • Allow the student three weeks from the time of offer to respond.
• Full-time Offers to Summer Interns
  • If you would like to make an offer of full-time employment to a student at the end of a summer internship, the student should have until November 30th to accept or decline the offer.

Full-time Offers

• Allow the student a minimum of three weeks from the time of offer, with additional consideration if they are completing an interview process for another position, before expecting a response.
• If a student has interned with your company and extended a full-time offer, allow the student to have until November 30th to accept or decline the offer. without pressure to respond on an earlier date.

Exploding Offers/Excessive Pressure

• Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses or reduced options for location preferences. Exploding offers put undue pressure on students and compromises our efforts to discourage 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.

Timely Communication

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

Full Disclosure

• Start dates: We ask that employers include a start date when the offer is made 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.

Employment Contracts

• The University of Utah advises students and alumni to seek legal counsel before entering into any contractual agreement and expects that employers will allow a reasonable period of time for individuals to review any contract and seek advice before signing it. Additionally, all hiring and compensation for work performed by student employees is handled directly between the student and the employer. CPDC does not perform 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 the fit between the employer and the student applicant.

Rescinding Employment Offers

• CPDC strongly encourages employers to consider every alternative before revoking an offer of employment.
• Employers who cannot avoid rescinding or deferring employment are advised to consult with CPDC prior to notifying the student(s) affected by this action.
• Employers’ campus reputation can be salvaged if they demonstrate that they have done everything possible to avoid rescinding offers and offer meaningful assistance mitigating the hardships this action will cause.

 

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 (without prior clearance from CPDC), or any other type of on-campus recruiting activity. Third-party recruiters must disclose information as follows:

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.