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We discourage employers from serving alcohol as part of the recruitment process. Our concern is for your liability and the safety and welfare of our students, especially when attending an off‐site event that would require students to drive back to campus safely. Underage drinking is strictly forbidden.

We ask that employers refrain from making “exploding offers” or rescinding bonus offers which put undue pressure on students to make decisions in a short-time frame or before they have completed the interviewing process. Most students are not ready, nor should they be, to make a final decision before completing all their interviews. Regrettably, pressure to accept early makes it harder for us to enforce our policy against reneging. 

Due to liability and risk management issues, the Claremont Colleges’ Consortium does not allow interns or job applicants into a home office or home training situation.

Before posting an internship, please see the ���Ҵ�ý Career Services Internship Guidelines. Additionally, if you intend to offer an unpaid internship, the

has specific requirements. 

Although marijuana is legal under certain conditions in the state of California, it is not legal under federal law.  The Drug Free Schools and Communities Act 1989 (DFSCA) provides, “as a condition of receiving funds or any form of financial assistance under any Federal program, an institution of Higher Education must certify that it has adopted and implemented a program to prevent the unlawful possession, use, or distribution of illicit drugs or alcohol by students and employees.” Further, under the DFSCA, institutions of Higher Education must employ “standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees on its property or as part of its activities.”  If a college fails to comply, it could become ineligible for federal funding, including financial aid programs for students.

In order to ensure compliance with federal law, the Career Centers of The Claremont Colleges’ Consortium will not support the recruitment of students or alumni by marijuana-related employers. This includes, but is not limited to, posting internship or work opportunities, hosting company representatives on campus, promoting job shadow placements, and supporting internships for credit or non-credit.

���Ҵ�ý adheres to the letter and spirit of the . ���Ҵ�ý admits students of any race, color, sex, religion, sexual orientation, age, creed, handicap, or national or ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the College. It does not discriminate on the basis of race, color, creed, sex, religion, sexual orientation, age, marital status, handicap, or national or ethnic origin in administration of its educational policies, scholarships and loan programs, athletic and other College-administered programs and employment policies.

As such we require all employers to comply with all applicable state and federal civil rights laws prohibiting discrimination in hiring and in the workplace, which includes discrimination on the basis of race, color, sex (gender or gender identity), sexual orientation, age, marital status, religion, disability, national origin, ethnic origin, or prior military service.

Additionally, we expect that employers who offer opportunities to our students adhere to the information contained within our professional organization the National Association of Colleges and Employers (NACE), guidelines. 

In order to support a fair and equitable process for both employers and students, ���Ҵ�ý follows the suggested by the National Association of Colleges and Employers (NACE).  The guidelines include giving a candidate reasonable time and information to make an informed decision about a job offer while also honoring the needs of potential employers.  

The Career Offices of The Claremont Colleges’ Consortium and , our Career Center Management software, are committed to maintaining the privacy of personal information provided by students, alumni, and employers. Handshake’s commitment to all participants – schools, employers, students/alumni – is to maintain the confidentiality of all information collected in Handshake. Handshake will not sell, transmit, or disclose, in any fashion, this information to any other organization. Handshake is not affiliated with The Claremont Colleges’ Consortium, and therefore, the Consortium cannot guarantee, nor does it otherwise accept responsibility for any portion of this statement that depends on Handshake’s representations and its compliance with those representations.

Ideally, second round interviews should not be scheduled within three days of your first-round interviews. Students have classes, exams and other prior obligations that they cannot cancel on a moment’s notice. We ask that students not be immediately eliminated from the pool if they can’t make their second-round interviews due to a prior commitment, but that alternative options be provided. Employers that have been flexible with scheduling are often able to attract and attain the strongest candidates.

Employers should not ask or expect a student to cancel a first-round interview with a different company to take their second-round interview. This is unfair to the student and creates conflict between companies.

The Solomon Amendment, a federal law, mandates that educational institutions receiving federal funding (research grants, etc.) must fulfill military recruitment requests for access to campus and for lists containing student recruiting information.  This law allows personally identifiable student information to be released to recruiters that would have been denied them under the Family Educational Rights and Privacy Act of 1974 (FERPA – p1-16).  Information available for release under this law is limited to name, address, telephone listing, date and place of birth, level of education, academic major, and degree received.