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Disclaimer

The Betty and B. Frank Matthews II ’49 Center for Career Development (Matthews Center) maintains its platforms as a service to students and alumni for their career development and job search efforts.

• The presence of job announcements on any website maintained by the Matthews Center does not indicate an endorsement or recommendation by the college or Matthews Center.

• Students and alumni are solely responsible for taking all necessary precautions when interviewing for or accepting internships or employment positions, as well as checking the credentials and integrity of an employer or organization.

• Compensation, working conditions and all terms and conditions of an internship or employment are agreements between the students/graduates and the employers. The Matthews Center will not become involved in any such agreements, nor will 51¹ÙÍø or the Matthews Center be responsible for any actions or inactions of the employer or organization that arise out of or are related to an internship or employment opportunity listed on a website maintained by the Matthews Center.

• 51¹ÙÍø websites also contain links to other websites not under the control of 51¹ÙÍø or the Matthews Center, and neither party is responsible for the contents of any linked site, including the accuracy of any information, services or materials provided by these sites or any third parties. The Matthews Center provides these links only as a resource to support the career and professional development of students and alumni.

• In addition, the Matthews Center website contains links to other websites as a convenience to our students and is not responsible for the content of these sites. The opinions and views associated with these linked sites are not necessarily those of 51¹ÙÍø and its Matthews Center.

Your Rights and Responsibilities as a Job Seeker

The Matthews Center would like students using the services of the office to understand and adhere to the position on your as a job seeker.

The Matthews Center adheres to the ethical standards of the that was established by NACE. The office holds staff as well as employers and third-party recruiting organizations recruiting 51¹ÙÍø students and alumni accountable to these principles to ensure that:

• Students and alumni can openly, freely, and objectively select employment opportunities, making these choices based on their assessment of the best use of their abilities, their personal goals, and all other pertinent facts;
• The recruitment process is fair and equitable to students and employers alike; and
• Support is available for informed and responsible decision making by students and alumni.

Non-Discrimination Policy

It is 51¹ÙÍø's policy to admit qualified students and administer all educational, athletic, financial and employment activities without discrimination based on race, color, gender, national origin, religion, age, sexual orientation, disability, or any other status protected by applicable federal, state, or local law unless allowed by law and deemed necessary to the administration of the college's educational programs or operations.

This policy applies to all terms and conditions of employment as well as all academic, athletic, and other educational admissions, enrollment, participation, and programming. 51¹ÙÍø expects that any employer or third-party organization representing an employer that posts a position through the Matthews Center or uses the college's facilities for the purpose of recruiting for full-time, part-time, temporary or intern positions adheres to this policy and complies with federal and state equal employment opportunity laws in its recruiting and hiring.

Student Recruiting Policy

Interview No-Show Policy

The no-show policy applies when a student does not appear for a scheduled interview and/or when a student cancels an interview after the interview schedule freezes at midnight two business days before the employer's interviews begin.

First Offense

The student may:

• Lose full access to the Handshake system until he/she attends a meeting with a member of the Matthews Center team.

• Bring a letter of apology addressed to the interviewer to be reviewed and approved by the Matthews Center, and sent via email to the interviewer.

Second Offense

The student will:

• Be banned from all on-campus interviewing activities.

Misrepresentation

Falsifying data such as your GPA, dates of graduation, major/minor, work experience, eligibility to work in the United States or other information is unethical. If you falsify documents or misrepresent yourself to any employer, whether via our recruiting program or in your independent job search, the Matthews Center has the right to rescind your privileges to use our services. Employers have the right to withdraw an offer or terminate your employment for misrepresentation.

Reneging on Job or Internship Offers

Once you accept a job offer, whether via our recruiting program or in your independent job search, you are expected to withdraw completely from the job search process. If you are uncertain as to whether you should accept an offer, please consult with a Matthews Center staff member. Reneging is unprofessional and jeopardizes 51¹ÙÍø's reputation in the employment community as well as your own. Should you renege on an offer, the Matthews Center may block you from participating in any additional on-campus interviews.

Campus Recruiting Offer Policy

The intention of the campus recruiting offer policy at 51¹ÙÍø is to allow students ample time to carefully consider all of their employment options and to make informed decisions about their employment after 51¹ÙÍø. We educate students on evaluating and negotiating job offers and discourage them from hasty decisions that may lead to reneging, which we strongly discourage. In order to better meet student and employer needs, we have created the following campus recruiter offer policy:

Exploding Offers

Employers may not offer incentives or exert undue pressure to students to accept/decline an offer before the deadlines stated below. An offer may not expire before the stated deadlines.

Fall Semester

• Full-time offers from summer internships (conversions)–Employers extending full-time offers to previous summer interns must allow students until November 15 of given year to accept or decline OR a minimum of four weeks after the date of the written offer, whichever is later

• Full-time offers from fall recruiting–Employers must give until November 15 of given year for students to accept or decline offers OR four weeks after the date of the written offer, whichever is later

Spring Semester

• Internship offers from spring recruiting–Students should be given four weeks minimum from the date of the verbal offer to accept/decline offers. For interviews after March 1, students should be given a minimum of two weeks from the date of the verbal offer to accept/decline

Unpaid Internships by ‘For Profit’ Employers

This produced by the United States Department of Labor provides general information to help determine whether you must be paid the minimum wage and overtime under the Fair Labor Standards Act for the services that you provide as an intern to "for-profit" private sector employers.

The Matthews Center adheres to the aforementioned policies and guidelines to ensure the quality of our services and reserves the right to modify these terms and conditions at any time.