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Employer Recruiting Policies and Guidelines

Effective April 1, 2024
BC Law has adopted the for all recruitment activity with all employers, NALP members and non-NALP employers. BC Law students will be expected to adhere to NALP鈥檚 Principles for Candidates as well. Additionally, BC Law has instituted the following policies to be applicable to recruiting by NALP member employers:

Timing of Offers and Decisions

Offers of Summer Employment to Second-Year Students听

• Offers should remain open for a reasonable period of time of no less than 14 days following the date of the offer letter
• Employers are encouraged to grant reasonable requests for extensions where possible
• Students may request one employer extend the deadline to accept an offer until April if the candidate is actively pursuing positions with public interest or government employers. Employers are encouraged to grant any such requests.
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Full-Time Postgraduate Offers to Third-Year Students

• For students previously employed by the employer, offers for permanent postgraduate employment should remain open for no less than 28 days following the date of the offer letter.
• For students not previously employed by the employer, offers for permanent postgraduate employment should remain open for a reasonable period of time of no less than 14 days following the date of the offer letter.
• Students may request one employer extend the deadline to accept an offer until April if the candidate is actively pursuing positions with public interest or government employers. Employers are encouraged to grant any such requests.
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Offers of Summer Employment to First-Year Students

• Offers to first year students for summer employment should remain open for no less than 14 days following the date of the offer letter.
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General Provisions

Employers are encouraged to act in ways that support the ability of candidates to make independent and considered decisions by:

• Abiding by the established response deadlines for candidate responses;
• Avoiding conduct that subjects candidates to undue pressure to accept or decline offers of employment; and,
• Refraining from any activity that may adversely affect the ability of candidates to make independent and considered decisions.

Employers should honor all of their commitments, including:

• Making good faith offers for employment in writing, with all terms clearly expressed;听
• Granting reasonable requests for extensions made by students to whom they have extended offers;
• Providing an updated offer, in writing, should modification occur; and
• Notifying the candidate and the Career Services Office promptly if it becomes necessary to rescind or modify an offer of employment, and then working with the candidate to mitigate the impact of that modification or rescission.听
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Nondiscrimination

As recognized by the faculty, Boston College Law School does not discriminate against any person on the basis of the identities referenced in our statement of diversity and inclusion in admission to, access to, treatment in, or employment in its programs and activities. Boston College Law School has instituted policies and procedures to ensure a safe and non-discriminatory environment and to meet legal requirements, including Title IX of the Education Amendments of 1972. All employers using the facilities and services of the career services offices must comply with these policies and procedures. Boston College Law School makes one exception to this policy. Under threat of loss of funding to the University resulting from the Solomon Amendment, the application of our anti-discrimination policy is suspended for military recruiters. This exception to our policy does not reflect our acceptance of or agreement with discriminatory hiring policies.

If you have questions please contact Doug Saphire,听Director of Recruitment and Employer Outreach at听saphired@bc.edu.

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