Employer Services & Expectations

The employer complies with all Federal Equal Employment Opportunity (EEO) Laws, California State Labor Standards Enforcement (DLSE) Law, Family Educational Rights and Privacy Act (FERPA), Title IX (San José State University does not discriminate on the basis of sex, gender, gender identity, gender expression, or sexual orientation in its education programs or activities. Title IX of the Education Amendments of 1972, and certain other federal and state laws, prohibit discrimination on the basis of sex in all education programs and activities operated by the university (both on and off campus) that receive Federal financial assistance), and San José State University Career Center Employer Expectations.

Employers interested in recruiting SJSU students are encouraged to create a Handshake account and post opportunities for internships, jobs, fellowships, information sessions, and events, so all students have equitable awareness and access to opportunities.

Employers review our Recruit DEI Talent web page and schedule a consultation with Lisa Trikofski (Assistant Director of Employer Engagement) at lisa.trikofski@sjsu.edu to determine which career education, student organization, and recruitment events will best serve your needs and target audience. 

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 in other organizations. This definition includes search firms, contract recruiters, recruitment advertising and/or posting of opportunities, resume referral services, or professional associations who recruit for their membership.

Policies

The third-party recruiter/agency must identify itself as a third party agency in the job description.  In other words, student applicants must understand who is receiving their application materials.

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 client’s name and requirements in the online listing.

The third-party recruiters/agency discloses to the Career Center the name of the client(s) 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.

SJSU is no longer hosting employer accounts on behalf of families and private parties seeking students for in-home caregiver or tutoring roles. We recommend using a third-party online service such as care.com or Jovie for seeking SJSU students for your employment opportunities.

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.

The Career Center must receive fees associated with event and/or on-campus interview registrations no less than two weeks prior to the fair/event/service date.  Failure to pay fees by this date will result in cancellation of your registration and the opening of your spot to another employer.

The Career Center must receive cancellations of event and/or on-campus interview registrations no later than two weeks prior to the fair/event/service date.  Failure to give such cancellation notice will result in forfeiture of previously paid registration fees and the opening of your spot to another employer.

The rate of pay is at least California State minimum wage as calculated over any time scale, such as hourly, weekly, semi-monthly, monthly or annually, and is clearly publicized in the position description.  Please see the above section on “Unpaid Internships” for further guidance on internships.

If no salary level is provided, the nature of compensation must be stated clearly in the job description.

If compensation for the position will be commission only, this condition is clearly publicized in the position description. 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.