Employer Recruiting Policy

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

  • 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 commission based positions.
  • If a position is paid, the rate of pay must meet NY State minimum wage guidelines.
  • The employer must comply with all federal, NY 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 who 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 (“OCR”) Program should be aware that they are recruiting within an academic setting. Students should be given the opportunity to make use of all services/information available to them and should not be subjected to exploding offers which require a student to choose a job offer within a very short amount of time or face having the offer rescinded. While we recognize that there are legitimate business reasons for offers to be accepted or rejected within a specific timeframe, this type of offer is not 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 expect employers to abide by these deadlines:

  • 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 November 4, 2011 to decide.
  • Students interviewed during the fall semester have until November 11, 2011 to make a decision.
  • Students who previously held summer internships for organizations, and are asked to return as interns have until February 27, 2012 to make a decision.
  • Students interviewed during the spring semester for intern or full-time opportunities have until March 23, 2012.

Please note that the time periods above start upon receipt of a written offer for employment. 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 refer to NACE’s Reasonable Offer Deadlines Guidelines at www.naceweb.org/principles/reasonable_offer.htm

Reporting Your Offers and Hires

Hires

Employers that utilize the services provided by the Career Center are expected to report hiring statistics for Stony Brook University students. The Career Center is seen as the “hub” for hiring statistics by the University and employers. Therefore, it is crucial that employers partnering with us for listings or other recruiting related activities take the time to provide us with this data. This information is critical as we are obligated by federal regulations to report placement outcomes of federally funded programs.

Offers

In order to monitor job search activity and offers of employment, we ask that employers who have extended verbal or written offers to Stony Brook students notify us immediately. This will provide Career Center staff with the opportunity to monitor job search activity of those students who have already accepted offers.

Student Renege Policy

During OCR Orientation and within the SB Career Center Student Participation, the SB Career Center specifically explains the ethics and perils of reneging on offers and takes such situations very seriously. When students renege after accepting offers, either verbally or in writing, they are immediately deactivated in our system and required to meet with a Career Center staff member to discuss the situation.

Criteria for an Experience to Be Defined as an Internship

To ensure that an experience—whether it is a traditional internship or one conducted remotely or virtually—is educational, and thus eligible to be considered a legitimate internship by the NACE definition, all the following criteria must be met:

  1. The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
  2. The skills or knowledge learned must be transferable to other employment settings.
  3. The experience has a defined beginning and end, and a job description with desired qualifications.
  4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
  5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
  6. There is routine feedback by the experienced supervisor.
  7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

If these criteria are followed, it is the opinion of NACE that the experience can be considered a legitimate internship.

Job Fair Presence by Multiple Agencies/Offices of One Company

To maximize your organization's brand and prevent confusion, the SB Career Center has the right to limit the number of tables for each company (regardless of unique agency name) at each Job/Internship Fair.

Job/Internship Fair and Job Expo Cancellation Policy

No refunds will be made for cancellations made less than one (1) 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.

Information Session Payment and Cancellation Policy

Payment must be received within 30 days after the day the reservation bill has be sent via email to given contact. Organizations with outstanding payments will not be permitted to participate in future events until payment is received. No refunds will be made for cancellations made less than one (2) weeks prior to the event.

On-Campus Recruiting (OCR) Program Cancellation Policy

Employers who utilize the OCR program must give sufficient notice (minimum of 48 hours) in the event of an interview cancellation. When interviews must be canceled due to unforeseen circumstances, the recruiter will be advised to contact the students directly to make arrangements for another interview date/time. The recruiter is also asked to share follow-up information with Career Center staff.

The Career Center has a strict policy on late cancellation of interviews or “no shows” by students participating in the OCR. If a student does not give at least two days notice prior to a scheduled interview, they will be deactivated from the OCR program. Students are required to send the recruiter a formal letter of apology and meet with a member of the Employer Relations team.

Third Party Policy

Stony Brook University provides campus access to third party agencies through services provided by the Career Center. Third-party employers are agencies, organizations, or individuals recruiting candidates for temporary/part-time, or full-time employment other than for their own needs. This includes entities that refer or recruit for profit or not-for-profit, and agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.

Examples of services include: job listings, job fairs, table scheduling and other on-campus activity. Depending on space , the number of third party organizations participating in our events may be limited. Agencies are welcome to attend our Job & Internship Fairs to connect with students, 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 utilize Career Center services:

  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 Agency 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

Stony Brook 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 work remotely (i.e. on campus) for you. Students are permitted to work in private home settings for childcare/tutoring positions only with a waiver that must be signed and faxed to the Career Center before positions are posted.

Alcohol

The use of alcohol in the recruiting process is prohibited. Marketing and/or advertisement of alcohol or alcohol related activities on the campus or in official University publications is strictly prohibited. Student-focused publications will not accept advertising that promotes the irresponsible use or consumption of alcoholic beverages.

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 postings 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, sexual misconduct, 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. Federal Law requires the University to investigate and take reasonable action in response to any such complaints. 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. For any of the aforementioned reasons, the Stony Brook University Career Center reserves the right to terminate or refuse the participation of any organization in Career Center activities.

Non-discrimination (P102R)

Consistent with federal and state guidelines, Stony Brook University does not discriminate on the basis of any protected class including race, religion, sex, sexual orientation, gender identity, color, national origin, age, disability, marital status or status as a veteran or disabled veteran in its educational programs or in employment. Title IX also prohibits other forms of sex discrimination such as harassment or sexual violence. Complaints of suspected violations of these policies should be made to the Office of Diversity and Affirmative Action, Christina Vargas Law, Title IX Coordinator, 201 Administration building, 632-6280 or to one of the Title IX sub-coordinators (www.stonybrook.edu/titleix)"