I. General Provisions
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:
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.
III. Post-Graduation Offers of Employment
With respect to offers of full-time post-graduation employment made to rising 3L and 3L students, 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 August OCI program should remain open for no fewer than 14 days following the first day of such OCI program.
IV. Recruitment of Rising 2Ls and 2Ls
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 offers made before the first day of Villanova Law’s August OCI program should remain open for no fewer than 14 days following the first day of such OCI program.
V. Advising for 1Ls
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 15 of 1L year. Nothing herein is intended to limit 1Ls from engaging in opportunities to learn about the legal profession, professionalism, and professional development.
VI. General Guidelines Regarding Offers for Candidates and Employers
With respect to all employers and candidates:
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: