Non-Discrimination & Other Recruiting Policies
The Office of Career Strategy and Advancement has established these Recruiting Guidelines (“Guidelines”) to help ensure that student recruiting at Villanova University Charles Widger School of Law (“Villanova Law”) is conducted by students and employers with the highest standards of professionalism, fairness, transparency, and non-discrimination. As a school member of the National Association for Law Placement (“NALP”), Villanova Law and these Guidelines are guided by NALP's Principles for a Fair and Ethical Recruitment Process and Villanova Law expects employers and our students to also be guided by NALP’s Principles.
Student conduct under these Guidelines is governed by, among other documents and agreements:
- Villanova Law’s Student Handbook, and
- Office of Career Strategy and Advancement’s Student Policies and Resource Guide and related Student Policy Agreement.
Although Villanova Law strongly requests that employers adhere to these Guidelines, students are responsible for keeping track of deadlines and requirements communicated by employers.
These Guidelines incorporate Villanova Law’s Non-Discrimination Policy, which provides:
Villanova University Charles Widger School of Law does not discriminate on the basis of race, color, age, sex, religion or creed, national/ethnic origin, veteran status, sexual orientation, gender (including identity and expression), or disability. The School of Law is committed to the belief that "with respect to the fundamental rights of the person, every type of discrimination, whether social or cultural, whether based on sex, race, color, social situation, language, or religion, is to be overcome and eradicated as contrary to God's intent" (Vatican Council II, Gaudium et Spes No. 29).
In compliance with applicable laws and/or the above stated policy, the Office of Career Strategy and Advancement makes its recruiting programs available only to employers whose employment practices are in compliance with Villanova Law’s Non-Discrimination Policy and free of harassment, including sexual harassment. By participating in Villanova recruiting programs, an employer agrees to comply with this non-discrimination and anti-harassment policy.
Message about JAG/Military Recruiting
The military's Judge Advocate General (“JAG”) departments consider, among other things, factors such as gender expression and identity, age, and physical disability in their recruiting practices. The Association of American Law Schools, of which Villanova Law is a member, believes that allowing the JAG to recruit on campus is inconsistent with AALS Bylaws (Section 6-3), which require a member school to pursue a policy of providing its students and graduates with an equal opportunity to obtain employment without discrimination. Nonetheless, due to the consequences of excluding military recruiters from campus imposed by the Solomon Amendment, the AALS has authorized members schools to permit JAG recruiters on campus, provided that this notice of conflict between AALS policy and JAG recruiting practices is provided to students considering interviewing with JAG recruiters.
With respect to offers of full-time post-graduation employment made to rising 3L and 3L candidates, offers should remain open for a reasonable period of time and no fewer than 14 days following the date of the offer letter; provided that, offers made before the first day of Villanova Law’s Fall OCI program should remain open for no fewer than 14 days following the first day of such OCI program.
With respect to offers of summer employment made to rising 2L and 2L candidates, offers should remain open for a reasonable period of time and no fewer than 14 days following the date of the offer letter; provided that, (i) offers made by any employer before the first day of Villanova Law’s Fall OCI program should remain open for no fewer than 14 days following the first day of such OCI program and (ii) offers made before the first day of Villanova Law’s January OCI program by private sector employers with offices of 10 or more attorneys should remain open for no fewer than 14 days following the first day of such OCI program.
With respect to offers of employment made to 1L candidates for 1L summer positions, offers should remain open for a reasonable period of time and no fewer than 14 days following the date of the offer letter.
In order to prepare themselves for academic and career success, during the first semester of law school, 1Ls should focus on their academics and adjustment to the rigors of law school. To that end, the Office of Career Strategy and Advancement will not provide, and 1Ls should not seek, one-on-one career counseling, application document reviews, or access to the Office’s on-line job posting board prior to October 1 of 1L year. Nothing herein is intended to limit 1Ls from engaging in opportunities to learn about the legal profession, professionalism, and professional development.
With respect to all employers and candidates:
- Candidates should not hold open more than five (5) offers of employment at any one time. For each offer received that places a candidate over the offer limit, the candidate should, within five (5) days of the excess offer, release an offer. Candidates should consult with a member of the Office of Career Strategy and Advancement upon receiving more than one (1) offer to assist them in effectively navigating the offer and acceptance process.
- All offers for summer and post-graduation employment should be made in writing.
- Employers should grant reasonable requests from candidates for extension of time to consider offers.
- Employers should not make “exploding” offers.
- Candidates and employers should endeavor to avoid scheduling interviews and other recruiting activities during scheduled class times. Unfortunately, conflicts between classes and interviews may be unavoidable. Candidates should discuss any conflict with the appropriate faculty before scheduling an interview that will conflict with class times.
- Employers seeking to deviate from these Guidelines based on their circumstances should contact the Assistant Dean for Career Strategy and Advancement.
GRIEVANCE PROCEDURE FOR STUDENT COMPLAINTS CONCERNING EMPLOYER PRACTICES
Students are strongly encouraged to notify the Assistant Dean of Career Strategy or Associate Dean of Academic Affairs of any and all improper recruiting practices or inappropriate interviewing conduct as soon as possible after the incident in question. Complaint procedures aim at correction of abuses and conciliation where appropriate. Where correction and conciliation are not appropriate, complaint procedures contemplate determination of whether non-discrimination policies have been violated and sanctions should be imposed.
Students may voice a complaint about an employer's practices by taking these steps:
- Step 1: Notify the Assistant Dean of Career Strategy and Advancement or Associate Dean of Academic Affairs orally or in writing. Specify clearly that you wish to voice a complaint about an employer's recruiting or interviewing practices.
- Step 2: After being notified, Career Strategy or the Dean will arrange a meeting with you to discuss the incident and relevant circumstances.
- Step 3: Identify "next steps." Based on the totality of the circumstances, including but not limited to the nature of the incident, the student's desired outcome and willingness to go forward, and the Law School's interest in fair recruiting programs, Career Strategy or the Dean will identify appropriate action, if any, to take. Such actions could include, but may not be limited to: asking the student to prepare a written letter or statement describing the incident, interviewing other students who met with that employer, and/or notifying the employer to discuss the allegations and correct the improper practices.