Policies for Use of Career Services & Affiliations

NACE and Equal Employment Opportunity

In order to provide fair and equitable services to our students and employers, the Career Center and its clients adhere to the following policies:

Employers must subscribe to the National Association of Colleges and Employer (NACE) Principles for Professional Practice, the Department of Labor laws and regulations, and to the Equal Employment Opportunity Commission (EEOC) recruitment and employment guidelines and laws established by the Federal and Nebraska governments. We do not knowingly furnish assistance and facilities for interviewing or other career services functions to employers who discriminate in their selection of employees on the basis of race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation. Please see: go.unl.edu/nondiscrimination

Right to Refuse Service

We reserve the right to refuse service to employers for factors such as the following:

  • Misrepresentation by dishonesty or lack of information
  • Fraud
  • Complaints by students
  • Harassment of UNL students, alumni, or staff
  • Breach of confidentiality
  • Requiring, at the time of application, personal information such as bank and social security numbers
  • Positions not likely of interest to college students or alumni
  • Excessive outlay of personal funding required to obtain the position
  • Failure to adhere to Career Services policies and/or any violation of UNL rules and regulations, and local, state, or federal laws.

Third Party Recruiters

We also reserve the right to refuse service to third party recruiters. Third party recruiters are agencies, organizations or individuals recruiting candidates for employment opportunities other than for their own needs. Third party recruiters using UNL Career Services are expected to follow the same policies and procedures established for recruiters representing their own organization. In addition, third party recruiters are expected to adhere to several specific practices to ensure open and accurate communication with UNL students.

Career Services will provide assistance to third party agencies only when a third party recruiter meets the following conditions:

  • Meets the NACE and EEOC policies and laws described above
  • Charges no fees to the candidate
  • Reveals to Career Services the identity of the employer being represented and the nature of the relationship between the agency and the employer, and permits the career center to verify this information by contacting the named client
  • If requested, provides a position description to Career Services for valid openings.

ON-CAMPUS INTERVIEWS AND CAREER FAIRS - Third party recruiters are allowed to interview on campus or participate in career fairs when the above conditions are met. Career Services may require the name of the employer being represented to be identified on all announcements.

Referrals - By policy, Career Services typically releases resumes to direct hire employers only. However, resume referrals may be processed for third party recruiters and/or search firms if the name and location of the hiring company is disclosed and Career Services is provided permission to verify this information by contacting the named client. In order to process a resume referral, we need a job description including the name of the hiring company.

Internship/Job Offer Guidelines

The University of Nebraska-Lincoln recognizes that the recruiting process involves important decisions for both students and employers. We encourage students and employers to use fair and reasonable practices when in the job and internship search and appreciate employers who extend opportunities to students. In order to support those employers’ needs and to provide students adequate time to evaluate and respond to job and internship offers, we request employers consider these guidelines.

    Best Practices
    The National Association of Colleges and Employers (NACE) notes, “Experience shows the best employment decisions for both students and employers are those that are made without pressure and with the greatest amount of information. Students given sufficient time to attend career fairs, participate in on-campus interviews, and/or complete the interviewing in which they are currently engaged are more likely to make good long-term employment decisions and may be less likely to renege on job acceptances” (NACE position on Reasonable Offer Deadline Guidelines).

    We expect students to:
  • Make requests for reasonable accommodations promptly
  • Immediately release offers they do not plan to accept in order to allow the employer the opportunity to consider another student for the position
  • Not accept an offer for employment while continuing to pursue other opportunities
  • Not renege or turn down a previously accepted job offer

  • We expect employers to:
  • Demonstrate flexibility in working with students to consider reasonable requests
  • Communicate hiring timelines clearly
  • Not place undue pressure on students to make offer decisions
  • Uphold job offers

  • Offer Timelines
  • Internship to Full-Time Offers
  • For students receiving a full-time offer after a summer internship, the offer should remain open for a minimum of 3 weeks from the date of the written offer, or until November 1, whichever comes later.
  • Fall Recruiting
  • For students receiving offers for internships or full-time positions during the fall recruiting season, the offer should remain open for a minimum of 3 weeks from the date of the written offer, or until November 1, whichever comes later.
  • Spring Recruiting
  • For students who receive offers during the spring recruiting season, the offers should remain open for a minimum of 2 weeks from the date of the written offer.

    Exploding Offers
    Exploding offers (offers that are withdrawn if not accepted quickly) do not give candidates an appropriate amount of time to accept or decline, putting pressure on students to make a rushed decision. Employers are strongly discouraged from making offers with timing-based consequences such as diminishing bonuses, rescission of offer if not accepted, or reduced options for location preferences.

    Rescinded Offers
    Most positions are offered on an "at will" basis. However, if conditions change and require the employing organization to revoke its commitment, we advise employers to notify students of a rescinded offer immediately. The employer should consider a course of action for the affected candidate that is fair and equitable. This is in accordance with the National Association of Colleges and Employers (NACE) Position Statement on Rescinded and Deferred Employment Offers. This document provides additional recommendations, legal considerations, and ethical considerations for employers.

    Student Reneges
    The University of Nebraska-Lincoln strongly discourages students from reneging on internship/job offers, and makes efforts to educate students about the implications of taking this step. If a student reneges on an offer with your organization, please contact us immediately.
Additional Policy Information

Work Authorization - In compliance with a Department of Justice determination, Career Services does not permit the use of work authorization, visa status, or citizenship data in Handshake job postings. More information can be found at Department of Justice.

Legal Compliance Notice Regarding Internships - Career Services expects employers to be aware of the legal issues governing internships and co-op programs. More information can be found in the Fair Labor Standards Act and the NACE position statement on U.S. internships.