Recruiting Policy
Students and employers who participate in University of Houston Law Center recruiting services facilitated by the UHLC Career Development Office (CDO) must adhere to all CDO policies, including the CDO Access Policy for maintaining good standing, RSVP Policy, and Recruiting Policy outlined below.
Non-Discrimination Statement
The policy of the University of Houston Law Center (UHLC) is to ensure equal opportunity and prohibit discrimination in all its educational and recruiting programs and activities for students and alumni, and all terms and conditions of employment as to age, race, color, disability, religion, national origin, veteran's status, genetic information, sex (including pregnancy), or sexual orientation, gender identity, or gender expression except where such a distinction is required by law.
The UHLC Career Development Office requires all employers (unless otherwise exempt by law) who use its placement services to affirm the following statement to confirm compliance with the nondiscrimination policy detailed above: "Employer gives assurance that it is an equal-opportunity employer, offering employment without regard to age, race, color, disability, religion, national origin, veteran's status, genetic information, sex (including pregnancy), sexual orientation, gender identity, or gender expression.” The facilities and/or services of the Career Development Office may be denied to employers whose behavior contravenes UHLC’s policy based on the above-listed factors.
Standards for the Timing of Offers and Decisions
To promote fair and ethical practices for the interviewing and decision-making process, UHLC has adopted the following standards for the timing of offers and decisions:
General Provisions |
- All offers to UHLC students should remain open for at least 7 days, with a preference for 14 days, from the date of the written offer.
- Employers who are offering part-time or temporary positions for the school term are exempt from Paragraph 1 of this section.
- Students needing additional time to consider an offer should request an extension in writing before the applicable deadline. Employers are encouraged to grant such requests.
- Students are expected to accept, release/decline offers or request an extension before the applicable deadline. Requests for extensions should be submitted in writing. Offers that are not accepted by the offer deadline expire.
- A student should not hold open more than 3 offers of employment at any one time. For each offer received that places a student over the offer limit, the student should release an offer no later than 3 business days after the receipt of the excess offer.
- Employers should make every effort to schedule any off-campus interviews with UHLC candidates at times that do not conflict with students’ courses or exams.
- Practices inconsistent with these standards should be reported to the UHLC CDO at 713-743-2090 or lawcareer@uh.edu.
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Employer Contact with First-Year Students |
- To position law students to be as successful as possible, their efforts during the first semester of law school should focus on their studies rather than on job search activities. Nonetheless, opportunities to learn about professionalism, professional development, and the legal profession are appropriate early in law school, and UHLC welcomes employer participation in student programs focused on professional development and not recruiting.
- Prospective employers and first-year law students should not initiate formal one-on-one recruiting contact with each other, including applications, interviews, or offers before October 1st. Employers should not conduct interviews of any first-year student between Thanksgiving and the student’s last final examination in the Fall semester. An exception for earlier recruitment is granted to government employers with extensive security clearance processes.
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