Employer Services Policies
To ensure service quality, acknowledge SJSU's student-development mission, protect student privacy, and limit risks to San José State University students, alumni, and other users of our services, the Career Center establishes expectations for all employers we serve.
The Career Center will provide services to employers whose opportunities meet the following basic criteria:
- Paid Positions - The rate of pay is at least California State minimum wage (calculated over any time scale such as hourly, weekly, semi-monthly, monthly or annually) and is clearly publicized in the position description.
- Salary Levels - If no salary level is provided, the nature of compensation must be stated clearly in the job description.
- Commission Only - If compensation for the position will be commission only, this condition is clearly publicized in the position description. OR -If no initial base salary is provided, the form of remuneration should be clearly stated in the employer’s job description and at the time of the initial interviews.
- The organization accurately describes the responsibilities and requirements of the opportunity in all publicity, including publicity for employer information sessions.
- All job and internship listings are posted at the discretion of the Career Center. We reserve the right to decline a posting if it does not appear to support the best interests of students and/or the University.
Career Center does not provide services to employers if:
- Their opportunity involves on-campus solicitation, posting of materials, or sale of products and services.
- The organization is sponsoring an individual to establish his/her own business for the purpose of selling products or services, and/or recruiting other individuals to establish their own businesses.
- The organization is unable or unwilling to provide contact information in SJSU Handshake, including a verifiable name, address, phone number, email address, and website.
- The organization requires an initial payment or investment - with the organization itself serving as an umbrella or parent corporation. Investments of this type may include, but are not limited to: requirement to attend unpaid orientation or training sessions; direct payment of a fixed fee; payment to attend orientation or training sessions; and/or purchase, rent, or place deposit on a starter kit, sales kit, samples, or presentation supplies.
- The organization fails, for any reason, to provide essential information concerning the nature of the position or compensation, including, but not limited to: commission only, job responsibilities, salary, applicant requirements.
- The organization is unable or unwilling to provide written documentation of registration with a Better Business Bureau if so requested.
Internships are a great way for our students to gain real-world experience and develop their skills. At the same time, most of our students must work to pay for college and the area's high living expenses. We believe that students should be paid for their work and contributions to organizations. It’s the right thing to do. Therefore, we encourage employers to post paid internship opportunities on SJSU Handshake.
All unpaid internship opportunities must comply with the U.S. Department of Labor's Wage & Hour Division's Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act. Please review your local, state, and national labor laws to ensure that your internship postings meet these standards.
A third party recruiter is an agency, organization, or individual that recruits candidates for employment opportunities. This definition includes search firms, contract recruiters, online job postings, resume referral services, or professional associations who recruit for their membership.
- The third party recruiter/agency identifies itself as a third party agency in the job description.
- The third party recruiter/agency is not eligible to participate in our resume book service.
- The third party recruiter/agency does not charge retainer, contingency fee, or fee for service to the applicants.
- The third party recruiter/agency provides a specific position description that includes the clients name and requirements in the online listing.
- The third part recruiters/agency discloses to the Career Center the name of the client or clients, that the agency is representing and to whom the student’s credentials will be disclosed.
- The third party recruiter/agency complies with the requirements of the Family Educational Rights and Privacy Act (FERPA) and only releases candidate information with the written permission of the applicant and only for the specific listed position. Re-disclosure of candidate information is not permitted.
Due to the potential that our students could be exposed to federal prosecution by association, the SJSU Career Center is unable to approve employers or job postings involved with the development, production, testing, distribution, or use of recreational or medical marijuana.
The SJSU Career Center will permit job postings that may be part of the permanent labor certification program (PERM) process for permanent employment of immigrant foreign workers. The SJSU Career Center has the authority to alter postings to inform students of the potentially lengthy process and costs associated with PERM opportunities.
The Career Center will not advertise positions or sponsor organizations that restrict consideration to a specific populations unless it is the organization's mission to serve that population.
When appropriate, the Career Center will advertise opportunities that target specific populations if they also will consider other students or have opportunities open to all interested students.
The Principles for Professional Conduct established by the National Association of Colleges and Employers (NACE) state that "Employment professionals will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed upon time frame."
We believe that allowing students adequate time will make them feel more secure in their choices after they have analyzed all of the available information. Also, employers can feel more confident that students have accepted their employment offer with the intention of honoring their commitment.
- We strongly recommend giving students a minimum of two weeks response time from receipt of written employment offer.
- Students should not be pressured to accept "exploding offers" including a quick response time, reduction in offer package, or any other practice that puts unreasonable pressure on a student."
Notify a student in writing of the major components of a job offer (job duties, salary, bonuses and other benefits, starting date, work location, schedule, etc.) after a verbal offer has been made.
In accordance with the guidelines set forth by NACE, San Jose State University Career Center believes that serving alcohol should not be a part of the recruitment process. Therefore, all recruiting activities should be alcohol free.
The Career Center staff will investigate complaints by users of our services about job postings, employers, or work assignments. If we determine that a complaint is justified, we may choose not to sponsor recruiting activities for the employer involved. The Career Center will notify the employer in writing of the decision.
Please forward questions to email@example.com.