Recruiting Agreement (Full Text)
The University Career Center & The President’s Promise (here on out referred to as the Center) policies below describe the nature of the positions and organizations we allow to recruit at the University of Maryland through the Center.
The Center reserves the right to reject any position posting, company, organization, or individual that violates the following policies intentionally or unintentionally.
The Center’s services are made available with the following conditions and understandings:
- Recruiters must abide by the University of Maryland’s Equal Employment Opportunity (EEO) action principles at time of application. The University does not discriminate on the basis of race, color, creed, sex, sexual orientation, marital status, personal appearance, age, national origin, physical or mental disability, or political affiliation, or on the basis of the exercise of rights secured by the First Amendment of the United States Constitution (VI-1.00 University of Maryland Human Relations Code, 5/6/98).
- The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee.8 U.S.C. § 1324b(a)(1)(B). Employers may not treat individuals differently because they are, or are not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination. Employers may not reject valid employment eligibility documents or require more or different documents on the basis of a person’s national origin or citizenship status. Employers may only legally limit applications to US Citizens on the basis of law, regulation, executive order, or government contract. (For more information regarding Legal Concerns/Best Practices about Work Authorization see http://www.careercenter.umd.edu/page.cfm?page_id=195.)
- Organizations will abide by all National Association of Colleges and Employers (NACE) Principles for Professional Conduct for Employment Professionals, and organizations which are Third Party Employment Services(NACE Principles for Third-Party Recruiters) must also abide by the Center’s “Third Party Statement of Understanding.” (This form must be signed, printed, and returned to the Center by fax (301-314-9114) or regular mail.)
- To the best of the recruiter’s knowledge, the information provided to the Center is correct and true. Recruiters should use their company/organization e-mail address (e.g. firstname.lastname@example.org) and adequate position details.
- Organizations will maintain the confidentiality of student information, regardless of the source, including computer databases. Parties outside of your organization will not be permitted access to the student information without the written consent of the student.
- The University makes no warranty and can undertake no responsibility concerning an individual's suitability or performance. The University shall bear no liability for the conduct or neglect of persons engaged by the Organization through the services of the Center.
- The organization authorizes the release of all information in the employer profile to all prospective employees or other individuals deemed appropriate by the Center.
- Organizations understand that participation in recruitment services does not guarantee job placement and that all hiring decisions are made by the employing organizations and not the Center or the Engineering Co-op and Career Services Office.
POSITION TYPE DEFINITIONS: Recruiters agree to utilize the following guidelines in regards to their positions:
- Full-time Job - employee works the full number of hours defined as such by his/her employer (typically MORE than 35 hours per week) and may provide benefits. These jobs are often considered careers and are typically salary based.
- Part-time Job – employee works the full number of hours defined as such by his/her employer (typically LESS than 35 hours per week) and are compensated with an hourly wage.
- Internship – consist of educationally enriching projects with outlined responsibilities, mentoring, evaluation, quality training and supervision. Seventy-five percent of job assignments should relate to the student's major or career interests and involve both creative problem solving and progressively increased levels of responsibility. No more than twenty-five percent of assignments should be clerical duties.
- UNPAID internships with for-profit companies MUST also adhere to the following U.S. Department of Labor guidelines:
- The intern, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment.
- The intern’s experience is for the benefit of the intern.
- The intern does not displace regular employees, but works under close supervision of existing staff.
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion the operations may actually be impeded.
- The intern is not necessarily entitled to a job at the conclusion of the internship.
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
PROHIBITED POSITION TYPES: Unacceptable postings include positions:
- That do not meet the policies mentioned in this agreement;
- Requiring a fee payment and/or investment prior to employment;
- Providing financial incentives to staff who recruit new hires for the organization and for which the recruiting staff member receives a portion of the new hire's commission.
By completing your employer profile and/or participating in recruitment events/services with the Center, you agree to the following conditions:
- I understand and will abide by the conditions and understandings listed in the statement above.
- I understand and will abide by the position type definitions listed in the statement above.
- I understand and will abide by the prohibited position types listed in the statement above.