Policies & Procedures

General Statement

All user's of Career Navigator, whether UNR students, Alumni or employers, agree that the information contained within the software is for the sole purpose of job-related activities only. Personal and company information provided is voluntarily submitted and is solely for the purposes of connecting students and alumni with employers. In no circumstances is the information contained within Career Navigator to be used for non-job-seeking activities or non-applicant-seeking activities. Career Navigator is solely designed for career-related activities. Violation of the above policy will result in the removal from the system.

Should a problem or concern ever occur, Career Development wants to know immediately. Career Development will review each complaint/concern and, if legal concerns arise, the complaint/concern will be referred to the University General Counsel.

We ask that all user's respect the privacy rights of each registered user.

Employer's Statement

Career Navigator is designed to help you connect with potential UNR student/alumni employees. When you register, you agree to provide personal and company information that is common to any job board. The registered student/alumni will have access to your submitted information. While Career Navigator is not an actual job application or interview tool, the information you provide will help potential employees review your job postings. They will use the information you submit to make the decision to contact you. Please be sure that what you submit is accurate and information you post you want to make public to registered students/alumni.

By agreeing to the above statements and by submitting your information, you voluntarily agree to make your information available to students/alumni for their review. If you want to make any changes to your information, it is your responsibility to make those changes. Further, it is your responsibility to contact Career Development should any concerns arise. In addition, you will have access to specific student/alumni information that is considered personal, such as home telephone numbers and addresses. As a user of Career Navigator, you are expected to respect and protect the privacy of the student/alumni data and proceed with due professionalism. Should you have any questions, we at Career Development are happy to assist.

**Career Development reserves the right to deny any potential employer access to Career Navigator should the employer abuse the system, post intentionally inaccurate or misleading information, or abuse, mislead or put any UNR student/alumni in harm's way. Any legal violations will be referred to the University General Counsel.**

Career Navigator Posting Policy

• No compromising positions such as adult entertainment, escort services, presentation modeling or similar activity associated with the use of alcohol or other drugs, etc.
• No work in private homes for duties such as child care, nanny, yard work, moving, painting, maintenance, etc. Career Navigator requires that you submit a business license number for this reason.
• No jobs that require out of pocket expense from the student
• No jobs that discriminate against designated groups
• No compromising positions such as adult entertainment, escort services, etc.
• No commission-only positions
• Students are eligible to work full-time when school is not in session (winter and summer break)

EEO Policy

By registering for a Career Navigator account, your company and its representatives, affirm you are an equal opportunity employer, offering employment without regard to race, color, religion, gender, national origin, age, sexual orientation, disability, or citizenship unless required, and provides equal employment opportunity to all veterans as well as adheres to all Federal and State laws prohibiting discrimination in the workplace.

Third Party Recruiters - Guidelines for Posting
Third party recruiters are able to post positions on Career Navigator, but they must specify that they are recruiting for another company, as well as disclose the company's name to Career Development. The company's information does not have to be shown on the job posting, but Career Development must be informed of the employer’s name. Career Development will not disclose this information.

Career Development, in response to recent conflicts of interest between client companies and "Third-Party Recruiters" (see definition below), and after extensive and multiple surveys of peer institutional practices and employers, and guidance from the National Association of Colleges and Employers, has implemented policies and procedures to work with such organizations.

Third Party Recruiters are not eligible to participate in the Career and Internship Fairs – unless recruiting under the following two parameters:

1. Third-party recruiter is solely recruiting for a position within its organization; they are then considered an employer and are allowed to participate in the fairs.
2. If recruiting for a client-company, the third-party recruiter is only recruiting for ONE client-company, and represents that company in presentation and collateral.
3. The third-party recruiter is acting as an Outsourcing Contractor or Leasing Agency as defined below and complex enough to refer you to that section in the definitions in Section F. This category fits under #1, as well, hence being allowed.

Otherwise, a separate job fair is available to third-party recruiters for multiple client-company recruitment. No exceptions.

Call us for information: 784-4678.

Definition of "Third-Party Recruiter":

1. Third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment;
   
   
2. Third-party recruiting organizations charge for services using one of the following fee structures:
   
   
   1. Applicant paid fee-The applicant pays the third-party recruiter a flat fee for services rendered or a fee based upon the applicant's starting salary once the applicant is placed with an employer.
      
      
   2. Employer paid fee-
      
      
      1. Retainer-The employer pays a flat fee to the third-party recruiter for services performed in the recruiting of individuals to work for the employer.
         
         
      2. Contingency fee-The employer pays to the third-party recruiter a percentage of the applicant's starting salary once the applicant is hired by the employer.
         
         
      3. Fee for service-The employer pays a fee for specific services, e.g. job postings, access to resumes, booth space at a job fair, etc.
         
         
3. The above definition includes, but is not limited to, the following entities regardless of the fee structure used by the entity to charge for services:
   
   
   1. Employment Agencies-Organizations that list positions for a number of client organizations and receive payment when a referred candidate is hired. The fee for listing a position is paid either by the firm listing the opening (fee paid) or by the candidate who is hired.
      
      
   2. Search Firms-Organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients.
      
      
   3. Contract Recruiter-Organizations that contract with an employer to act as the employer's agent in the recruiting and employment function.
      
      
   4. Online Job Posting or Resume Referral Services-For-profit or commercial organizations that collect data on job seekers and display job opportunities to which job seekers may apply. The data collected on job seekers are sent to prospective employers. Fees for using the services may exist for the employer, school, or job seeker.
      
      
   5. Professional Associations - who recruit for their membership.
      
      
4. Temporary Agencies or Staffing Services-Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
   
   
5. Professional Associations recruiting for member companies of that association are considered a Third-Party Recruiter.
   
   **Should these firms attempt to or actually recruit individuals to be employees of another organization, then the third-party professional conduct principles shall apply. **
   
   
6. Outsourcing Contractors or Leasing Agencies- Outsourcing contractors or leasing agencies are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract with client organizations to provide a specific functional area that the organization no longer desires to perform, such as accounting, technology services, human resources, cafeteria services, etc. Individuals hired by the outsourcing or leasing firm are paid and supervised by the firm, even though they work on the client organization's premises. If an outsourcing contractor or leasing agency is found to be recruiting for the same position an employer is recruiting for (that employer is a client of the contractor/agency) that is attending a fair, they must cease and refrain, so as to allow the employer to recruit for their own positions.

Third-party recruiters will be versed in the recruitment field and work within a framework of professionally accepted recruiting, interviewing, and selection techniques.

Third-party recruiters will follow EEO standards in recruiting activities in a manner that includes the following:

1. Referring qualified students to employers without regard to the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
   
   
2. Reviewing selection criteria for adverse impact and screening students based upon job-related criteria only, not based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
   
   
3. Refusing, in the case of resume referral entities, to permit employers to screen and select resumes based upon the student's race, color, national origin, religion, age, gender, sexual orientation, or disability;
   
   
4. Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process;
   
   
5. Affirming an awareness of, and sensitivity to, cultural differences and the diversity of the work force;
   
   
6. Investigating complaints forwarded by the career services office or the employer client regarding EEO noncompliance and seeking resolution of such complaints.

Career Development may choose to advise students to approach with caution third-party recruiters who charge a fee. Members are encouraged to make available to students the NACE publication, "A Student's Guide to Interviewing With Third-Party Recruiters."

Third-party recruiters must disclose information as follows:

1. Third-party recruiters will disclose to students the name(s) of the client, or clients, that the third-party recruiter is representing and to whom the students' credentials will be disclosed.
   
   
2. When deemed necessary, third-party recruiters will disclose information upon request to Career Development that would enable career services to verify that it is recruiting for a bona fide job opportunity. Information should include contact information for the organization for which the third party is providing recruiting services. Career Development must respect the confidentiality of this information and may not publish it in any manner.

Third-party recruiters will not disclose to any employer, including the client-employer, any student information without obtaining prior written consent from the student. Under no circumstances can student information be disclosed for other than the original recruiting purposes nor can it be sold or provided to other entities. Online job posting and resume referral services must prominently display their privacy policies on their web sites, specifying who will have access to student information.

• Third-party recruiters may not post internship positions for students on Career Navigator. This policy does not apply to Outsourcing Contractors or Leasing Agencies. Contact Career Development with questions about this later category.

Career Fairs:
Third Party Recruiters are not eligible to participate in the Career and Internship Fairs – unless recruiting under the following two parameters:

1. Third-party recruiter is solely recruiting for a position within its organization; they are then considered an employer and are allowed to participate in the fairs.
   
   
2. If recruiting for a client-company, the third-party recruiter is only recruiting for ONE client-company, and represents that company in presentation and collateral.
3. The third-party recruiter is acting as an Outsourcing Contractor or Leasing Agency as defined below and complex enough to refer you to that section in the definitions in Section F. This category fits under #1, as well, hence being allowed.

Otherwise, a separate job fair is available to third-party recruiters for multiple client-company recruitment. No exceptions.

Career Fair Attendance Rules for Third Party Recruiters

1. Third-party recruiters will only recruit for positions which students would be a direct employee of the third-party recruiter. This means the employee is paid by the third-party recruiter and not by the client-company.
2. If recruiting for client-company, third-party recruiters can only recruit for ONE client-company. No exceptions.
   • Third-party recruiters will not recruit for two or more client-companies that are attending the career fair.
   • Third-party recruiters must represent only one client-company – and this is visible and made known to students. Students should be informed of the application protocol, as well.
   • Collateral and presentation must clearly represent the client-company – not the third-party recruiting agency.
   • Third-party recruiters can not use agency collateral – as this represents a business-to-business effort or can be misconstrued as multi-client representation.
   • Third-party recruiters will not act as a hiring agent for multiple client-companies in which the placed employee is paid by the client-companies.
3. Third-party recruiters will not approach participating career fair employers for the purpose of developing their company's client base or to conduct business-to-business activities.
4. Third-party recruiters will disclose to Career Development all positions and companies they are recruiting for and post those positions on their table at the fair.
5. Third-party recruiters will not collect student résumés for the purpose of building data bases for any future employment opportunities. Résumés will be collected only for current openings.
6. Third-party recruiters will clearly explain to students the type of position they are applying for (Permanent or Temporary to Permanent) and the placement locations.
7. Third-party recruiters will sign an agreement at the day of the event to acknowledge receipt of these rules and agreement to comply. Non-compliance or refusal to sign will result in:
   • Expulsion from the event
   • Forfeiture of any fees paid for the event or future events.
   • Banned from campus for one year.

 

Employment Services Fairs:

Third-party recruiters may only recruit for their multiple clients when they participate in a scheduled Employment Services Fair, an event specially designed and promoted for third-party recruiting needs. The Employment Services Fair is organized solely through Career Development. When such an Employment Services Fair is announced, third-party recruiting organizations may register at the current year's career fair rates. Other employers who do not meet the definition of a third-party recruiting firm will not be invited. Outsourcing contractors and leasing agencies may participate in the Employment Services Fair when they are representing more than one firm. All attending organizations will be required to disclose to both Career Development and any students with whom they are meeting who they represent and the positions for which they are recruiting. In addition, no fee or charge can be assessed to any applicant or potential applicant.

Third Party Recruiters - Guidelines for Posting on Career Navigator

Third party recruiters are able to post positions on Career Navigator, but they must specify that they are recruiting for another company, as well as disclose the company's name to Career Development. The company's information does not have to be shown on the job posting, but Career Development must be informed of the employer's name. Career Development will not disclose this information.

Network Marketing Companies are not considered "employers" by Career Development and are not eligible to participate in career fairs, on-campus interviewing, résumé referrals, Career Navigator, employer presentations, and/or sponsorships for on-campus activities.

Career Development considers organizations that engage in the following to be Network Marketing Companies:

1. Sponsoring an individual to set up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business.
   
   AND
   
   
2. Requiring an initial investment from this individual, with the organization itself serving as an umbrella or parent corporation. The initial investment may be direct payment of a fixed fee, payment to attend an orientation or training session, and/or purchase of a starter kit.

Another characteristic of a Network Marketing Organization may be:

Compensation is often in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others.

Positions solely commission-based will not be endorsed or promoted by Career Development, and will not be posted on Career Navigator. For other commission-based positions, Career Development will request the following information be submitted for review, prior to posting on Career Navigator or use of Career Development services/events:

1. Is a college degree required/preferred for this position?
2. Does this position offer a base pay plus commission? If so, please specify.
3. Is there a documented earning record for this position? If so, please specify.
4. Does your organization provide and reimburse training for this position?
5. Is the employee responsible for purchasing materials/supplies for this position? What is the employee expenditure?

Career Development may append a commission-based position with the above responses, so as to inform candidates. Career Development reserves the right to deny a company posting and campus privileges if said company misleads or attempts to mislead Career Development or a candidate about the nature of the position.

Introduction

Career Development is the University's primary career services office, providing career services and events to the entire campus, to all colleges, schools, and departments, and for all undergraduate and graduate students. Career Development hosts all of the career and internship fairs for the University, as well as coordinates most on-campus recruiting events. Career Development is the University's central conduit for recruiting employer contacts and referrals to colleges, schools, and departments. Career Development actively collaborates with other career-oriented offices/programs on campus to provide seamless services for student success.

The following posting guidelines were developed to clarify and to operationalize Career Development's role in approving job and internship flyers/posters that are posted by employers who are seeking candidates. Only Career Development is authorized to approve job and internship posters/flyers for public viewing board posting.

Career Development does not approve non-job/internship flyer/poster requests; non-job/internship requests will be referred to Scheduling Services: Mackay Science Room 205/Mail Stop 114; Phone 784-6837/Fax 784-4492/e-mail Scheduling@unr.edu

Commission-Based Positions

Positions that are solely commission-based will only be approved by Career Development if the commission rate is clearly detailed on the job flyer/poster. Positions that are solely commission-based will not be posted on Career Navigator.

Some Non-Approval Situations

Career Development will not approve paid jobs/internships that will not/do not provide the student employee with a W2 form or a Form 1099.

Career Development will not approve the following work situations for flyer/posters:

• work in private homes for families/individuals with duties such as child care, nanny, yard work, moving, painting, maintenance, etc., UNLESS the employee is a bona fide employee of a company that sends workers to a home;
• jobs/internships that require out of pocket expense from the student;
• jobs/internships that discriminate against designated groups;
• jobs/internships that violate the Fair Labor Standards Act;
• compromising jobs/internships such as adult entertainment, escort services, presentation modeling or similar activity associated with the use of alcohol or other drugs, etc.;
• direct marketing jobs;
• jobs/internships that require an employee to provide funds to a supervisor or other company representative for services; and
• jobs/internships in which workers' compensation is not available for the student.

Approval and Posting Process

1. Company representative must sign Career Development's Equal Employment Opportunity/Solomon Amendment Statement. A copy will be kept on file by Career Development and must be renewed once a year.
   
   
2. An original job poster/flyer must be submitted for review by Career Development prior to posting. All postings must look professional, contain no obscene or suggestive content, and contain the following information:
   
   - Company name and address
   - Position title and brief description
   - Salary information (min. salary range, commission rate)
   - How to apply, including contact information
   - EEO Employer Statement (Exception: employers who fall under the Solomon Amendment)
   
   NOTE: Career Development will gladly assist employers by telephone (784-4678) or email (jlcarrico@unr.edu) to address the above content prior to presenting copy for approval on campus.
   
   
3. Once approved, up to forty-two copies must be brought to Career Development where they will each receive an original approval stamp with date. One copy of each flyer/poster will be kept on file in Career Development.
   
   
4. A $50 fee for each "flyer posting event" will be assessed if Career Development staff posts the flyers for employers. (If you are asking us to post two different flyers, for example, the fee will be $100, total). Payment can only be made by credit card or check (made out to "Board of Regents") and paid at Career Development.
   
   
5. Employers may post approved flyers/posters around campus in designated areas without fee should they choose; the flyers/posters must still be approved by Career Development.
   
   
6. Postings will be for the calendar month; all postings are removed on the first working day of each month.
   
   
7. Printed materials may be posted only on designated Public View Bulletin Boards with one announcement to a board. No printed material may be on, attached to, or written on any structure or natural feature of the university facility such as the sides or doors of buildings, wall, windows, the surface of walk-ways, or streets, fountains, posts, monuments, trees, rocks, shrubbery, statues, or trash receptacles.
   
   
8. Printed materials may not be distributed directly onto vehicles in any campus parking lots.
   
   
9. Posting may not be affixed with staples. Bring you own push pins.
   
   
10. Flyers may not exceed 8 ½" x 11" and posters may not exceed 17" x 24".
    
    
11. Failure to comply with the Approval and Posting Process will result in the loss of the ability to post for up to one year.
    
    

There are approximately 40 designated Public View Bulletin Boards in the following campus buildings:

AB, CB, EJCH, FA, LME, LP, LRC, MS, MSS, OSN, PE, RSJ, SEM, SFB, SLH.

A map of building locations is available from Career Development.

_____________________(name of company), its representatives, hereby affirms it is an equal opportunity employer, offering employment without regard to race, color, religion, gender, national origin, age, sexual orientation, disability, or citizenship unless required, and provides equal employment opportunity to all veterans.

Name: _______________________    Title: ____________

Unless covered by the Solomon Amendment, companies found not adhering to the above EEO statement will be refused service by Career Development and will not be allowed to participate in any and all Career Development activities until the situation is corrected.  Further, such companies, and/or its employees, will be referred to the University’s General Counsel.

Solomon Amendment

If your organization falls under the regulations of the Solomon Amendment, please check the box below.  Your check will indicate that you are a U.S. Military recruiter and that the above EEO statement is not applicable to your organization.

Name of military branch: ________________________

Walk-on Registration

On occasion one or two tables become available for walk-on registrants. These tables become available because of 'No-shows." If such a table becomes available, Career Development will release that table 30 minutes into the fair to the employer who made the first walk-on request (and a second table to the second request, etc.). The fee for that table will be the regular rate plus the late fee. That employer must have payment in hand (check, money order, credit card; no cash). Career Development does not encourage walk-on registrations as we can not guarantee table availability.

"No-Show," Cancellation, and Refunds

On occasion, an employer may for whatever reason decide not attend a career fair for which they have paid and registered. If that employer "no-shows," that is, does not come to the fair and does not notify Career Development prior to the event that they are not coming, the full fee for the fair (or fairs) is assessed. If the account has already been paid, then those monies are forfeited. Career Development will make available the table spaced rented to that employer to the first-come, first served "walk on" registrant. Career Development will wait 30 minutes after a career fair opens to the students and alumni as the cut-off time to determine a "no-show."

Late arriving employers must inform Career Development of their late arrival time. Call ahead! Career Development will post a sign on late arriving employer tables noting their ETA. Late arriving employers who fail to notify Career Development in advance may forfeit their table space. Call!

Refunds

1. Refunds are not available two weeks (14 calendar days) prior to any Career Development event. Before this timeframe, employers may request a refund of fees paid, minus $75 processing fee. As a courtesy, Career Development will carry over a registration fee to the next semester's fair; a written request is required by the company for this latter option. All refund requests must be made in writing on company letterhead.
   
   
2. No refunds will be given for "no-shows" to Career Development events. Fees paid are forfeited.
   
   
3. No refunds are given to any company/business that has violated a Career Development policy and is denied services. Fees paid are forfeited.
   
   
4. Please understand that Career Development does not cut refund checks; instead, the University's Controller's office does this. Refunds will take some time to process.

Participation and Attendance

1. The Career and Internship Fairs are hosted by Career Development are solely for employers to recruit student and alumni candidates, and for students and Alumni to meet employers to discuss career and internship opportunities.
   
   
2. Career Development events are not for employers to solicit employer business contacts. If an employer is found to be conducting business other than recruiting students and alumni for possible positions, that employer will be asked to leave the event immediately. In addition, that employer forfeits any fees associated with the event and will be subject to the "Denial of Service" policies (see below).

Online Job Board Posting Services/Companies

Career fair attendance is restricted to organizations representing the recruiting needs of the participating organization. Online Job Board Posting Services/Companies can only recruit for positions within that company; they are not permitted to recruit for positions of their clients who post on their job board. Further, promotion of products, services or soliciting employer clients is strictly prohibited. If an employer is found to be conducting business other than recruiting students and alumni for possible positions, that employer will be asked to leave the event immediately. In addition, that employer forfeits any fees associated with the event and will be subject to the "Denial of Service" policies (see below).

Professional Associations

Professional associations representing career areas and/or designations may attend the Career Fairs. To attend, the professional association must have positions available within their own organization and recruit for those positions. They are not to recruit for their membership, however. If an association is found to be conducting business other than recruiting students and alumni for possible positions within their organization, that association will be asked to leave the event immediately. In addition, the association forfeits any fees associated with the event and will be subject to the "Denial of Service" policies (see below).

Network Marketing Companies

1. Network Marketing Companies are not considered "employers" by Career Develpment and are not eligible to participate in career fairs, on-campus interviewing, résumé referrals, Career Navigator, employer presentations, and/or sponsorships for on-campus activities.
   
   
2. Career Development considers organizations that engage in the following to be Network Marketing Companies:
   
   
   1. Sponsoring an individual to set up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business.
      AND
      
      
   2. Requiring an initial investment from this individual, with the organization itself serving as an umbrella or parent corporation. The initial investment may be direct payment of a fixed fee, payment to attend an orientation or training session, and/or purchase of a starter kit.
      
      
   3. Compensation is often in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others.

Table Assignments

1. Career Development assigns tables using a complex formula that takes into account display needs, electrical needs, number of recruiters present, and competition (we try to never place competing employers next to or opposite each other).
   
   
2. Tables cannot be shared by employers. One table per company/business
   
   
3. Table assignments are final. If an open table is available on the day of a fair, an employer may request to move. The Director of Career Development will facilitate such discussions and all decisions are final.

Extra Tables

On occasion, employers request extra tables. Because of Nevada fire code and a diligent fire marshal, Career Development adheres to the pre-determined possible layouts for the career fair. There are only a limited number of spaces for extra tables and the configurations are therefore limited. The fee for an extra table is $200.00. Requests are process by sequence and by payment.

Payment

1. Career Development can only process credit card payments, money orders, and check payments. Checks and money orders are to be made out to: Board of Regents. Cash payments are not accepted as we cannot process cash. Career Development will process payments in a timely manner and will make available receipts when requested, and will fax payment confirmations for Career Fair activity.
   
   
2. When an employer or agency is assessed a fee by Career Development, if not already existing, an account for that entity is established. The employer is responsible for charges posted to this account. When the account is past due after 90 calendar days (after the paid event), Career Development has the right to send the account to Collections and assert for immediate payment. While the account is in Collections, the employer and its agents will be denied service.
   
   
3. When a company uses a third party accounting firm/agency to process payments, Career Development is not the vendor and will not be held to any special/contractual agreements between the employer and that accounting firm. Specifically, no additional obligations are incurred by Career Development in order to receive payment. If an accounting firm/agency chooses to ask Career Development to verify employer attendance or activity through Career Development events, Career Development may provide a letter of verification of attendance, but is not obligated to take photos, take statements or use any notary services to verify attendance. Such obligations will be refused. If the employer cannot resolve this issue with their financial department or accounting firm/agency and the account is due, then Career Development may send the account to Collections and assert for immediate payment. While the account is in Collections, the employer and its agents will be denied service.

Career Development reserves the right to refuse services to employers due to any of the following: dishonesty; discrimination; breach of confidentiality; reneging on established agreements between Career Development and the employer (verbal or written); reneging on a job offer to a student; fraud; failure to pay for billed services; misrepresentation; harassment of University of Nevada, Reno students, alumni, staff or faculty; failure to adhere to Career Development policies and/or any other violation of University of Nevada, Reno rules and regulations.

When a company has been denied service, the company must cease the identified behavior/action, rectify the situation both in writing and in deed to Career Development any other individual involved, and withdraw from the University for a period of one year from the date the rectification occurs. Any fees paid to the University for Career Development services during this period are forfeited to the University. Withdrawal from the University includes, but is not limited to, participating in the Career Fairs, On-Campus Interview program, Career Navigator, informational sessions, or working with colleges, departments faculty or students.

Career Development has the right to send to Collections outstanding accounts after 90 days of non-payment. (The day after the event for which the balance is due is day one of this 90-day period.) If the only issue is non-payment, as soon as an account is cleared, that employer may re-engage in services.