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Employer Recruiting Policy

The SB Career Center will provide services for organizations that meet the following basic criteria:

  • The organization must accurately describe the responsibilities and requirements for the opportunities it offers in all publicity, including information sessions and receptions.
  • All conditions for advertised positions must be clearly publicized in the position description. This includes but is not limited to unpaid internships, and positions that are commission only.
  • If a position is paid, the rate of pay must meet New York State minimum wage guidelines.
  • The employer must comply with all federal, New York State and local government Equal Employment Opportunity laws and regulations, along with all Stony Brook University’s policies and provisions.

Employment Offers and Acceptance Policy

The SB Career Center firmly believes that it is in the best interest for both students and employers to allow adequate time for students to make an informed decision about whether to accept or decline an offer. Students that are able to sufficiently analyze all information at their disposal will be more confident in their choices, and employers will benefit from hiring candidates who have a sincere interest in honoring their commitment.

We encourage employers to allow students at least two weeks to decide on offers. Although special incentives given to induce early acceptance of offers are not prohibited, employers utilizing the On-Campus Recruiting Program should be aware that they are recruiting within an academic setting. Students should be given the opportunity to make use of all services and information available to them and should not be subjected to the terms of an exploding offer which requires a student to choose a job offer within a very short amount of time or face having the offer rescinded. While the Career Center recognizes that there are legitimate business reasons for an employer to have an offer accepted or rejected within a specific frame of time, we do not believe that this type of offer is appropriate within a collegiate environment.

In an effort to provide students with sufficient time to conduct their job/internship searches and make informed decisions, we ask employers to abide by the deadlines summarized below.

  • For offers extended by employers who did not recruit via On-Campus Recruiting program students have two weeks from date of the offer to make a decision.
  • For offers extended by employers using our On-Campus Recruiting program, students will have two weeks from the date the offer is extended or until the deadlines below, whichever is later.
  • For full-time offers extended to previous summer interns, students have until October 29, 2008 to make a decision.
  • Students interviewed during the Fall semester have until November 12, 2008 to make a decision.
  • Students interviewed during the Spring semester have until March 13, 2009 to make a decision.

Please note that the time periods above start at the receipt of a written offer for employment to the student. We request that employers keep students informed of their status within one week of each interview whether conducted on campus or off campus and whether for full time or internship employment. For addition details on this subject please refer to NACE’s (National Association of Colleges and Employers) “Reasonable” Offer Deadlines Guidelines at www.naceweb.org/principles/reasonable_offer.htm


Job/Internship Fair and Job Expo Cancellation Policy

No refunds will be made for cancellations made less than one week prior to the event. Organizations that do not show up for the event are still responsible for full payment. Organizations with outstanding payments will not be permitted to participate in future events until payment is received.


On-Campus Recruiting Program Cancellation Policy

Employers who utilize the On-Campus Recruiting program are asked to give sufficient notice i.e. a minimum of 48 hours, in the event of an interview cancellation. There are times when on campus interviews must be canceled due to unforeseen circumstances, however, if a late cancellation is made, the recruiter will be advised to contact the students individually to make arrangements for another interview date/time. The recruiter is also asked to share this follow-up information with Career Center staff.

Stony Brook University’s Career Center has a strict policy on late cancellation of interviews or “no shows” by students participating in the On-Campus Recruiting program (OCR). If a student does not give proper notice at least two days prior to a scheduled interview, they will be deactivated from the On-Campus Recruiting program. Students are required to send the recruiter a formal letter of apology and state the reason for the missed interview before permission to restore active status to the OCR program can be granted.


Third Party Policy

Stony Brook University does provide campus access to third party agencies through services provided by the Career Center. Examples of services provided include: job listings, job fairs, campus recruiting, information sessions, table scheduling or any other on-campus activity. Depending on space limitations at our job fairs, the number of third party organizations represented may be limited. Third party agencies are welcome to attend our fairs to connect with students for potential vacancies, but are not permitted to solicit our employers. For participation in our On-Campus Recruiting Program the agency must disclose the name of the company for which it is recruiting. Furthermore, the agency must meet the following requirements in order to list positions through ZebraNet or to utilize any services provided by the Career Center:

  1. The agency may not charge applicants. All fees must be directed to the company the agency represents or assumed by the agency itself.
  2. The agency must provide a specific description and all requirements within all job listings; including any position that is “commission only” or sales based position.
  3. The agency must act in accordance with NACE Principles for Professional Conduct for Career Services & Employment Professionals (www.naceweb.org/principles).
  4. The Third Party recruiter must comply with the requirements of the Family Educational Rights and Privacy Act, and can only release candidate information with written permission of the applicant. Disclosure of candidate information is not permitted unless written permission is given by the applicant, and may be done so only for a specific listed position.


Commission Only/Entrepreneurial Opportunities

Commission sales positions may be advertised to students through ZebraNet, our online job listing and recruiting system, through information sessions on campus, and job fairs provided that the compensation arrangement is clearly noted on job listings and is thoroughly explained in recruiting conversations and interviews with students.


Private Home Business Settings

For employers with home based businesses, interns are not permitted to participate in a home office/home training setting. University Counsel will not allow these types of work situations. Space is available in the Career Center for interviewing/training purposes. We suggest you consider arranging for students to intern remotely (i.e. on campus) for you. Students are permitted to work in private home settings for childcare/tutoring positions; however, a waiver form must be signed and faxed to the Career Center before positions are posted.


Grievances

Career Center staff will investigate complaints by users of our services which may involve employers, job postings, or work assignments. If it is determined that the complaint is justified, we reserve the right to deny requests for future recruitment activity. In such cases, the organization will be given the opportunity to respond to the complaint; final decisions will be communicated in writing. The Stony Brook University Career Center reserves the right to terminate or refuse the participation of any organization in Stony Brook University Career Center activities.


Right to Refuse Service

Stony Brook University is committed to the principles of equal opportunity, respect and fair treatment for all. Accordingly, the Career Center reserves the right to reject placement requests from any prospective employer whose posting, policies or procedures appear to violate the University's commitment to equal opportunity and fair treatment for all, regardless of race, color, sex, age, ethnicity, religion, national origin, sexual orientation, disability, marital status or status as a military veteran. Additional factors that may lead to exclusion from recruitment activities at SBU include: fraud, misrepresentation, breach of confidentiality, complaints by or harassment of SBU students, alumni, or staff, failure to adhere to university policies and/or any violation of federal state and local laws, requiring personal information (e.g. bank and/or social security numbers) when not part of the hiring process.