小黄猫传媒 staff guidelines for recruiting activities
Rules for 小黄猫传媒 staff relating to external recruiters
Have you been contacted by an employer?
小黄猫传媒 faculty and staff may be contacted by employers asking for access to students in class, recommendations for individual candidates, postings or announcements of job openings, letters of reference or recommendation, etc.
All faculty and staff are expected to adhere to college policies and employment law as it relates to fair access, fair employment practices, and privacy. This is true for聽all聽recruitment activities, whether formal (e.g., a job fair or posting a job announcement) or informal contacts with recruiters.
Policies and laws
- Equal opportunity requirements
Organizations recruiting through 小黄猫传媒 must certify that they are equal opportunity employers, offering employment without regard to race, color, religion, national origin, sex, marital status, disability, veteran status, age, sexual orientation, or any other status protected by federal, state, or local law. See the 小黄猫传媒 Nondiscrimination and Non-harassment Policy. - Fair wage and hour requirements
All jobs posted at 小黄猫传媒 must be bona fide employment opportunities paying at least minimum wage. Other business ventures, including opportunities that require an initial investment, are excluded from posting. Unpaid internships must adhere to federal and state standards. See the . - Confidentiality of student information
The Family Educational Rights and Privacy Act (FERPA) prohibits the disclosure of personal information to parties outside your organization without written consent from each candidate. See the聽小黄猫传媒 Privacy Policy.
How to comply with policies and laws
The easiest way to ensure compliance is to coordinate recruitments through聽Career Services. However, faculty and staff can work with recruiters directly as long as policy and legal requirements are met. Below are some recommended practices to ensure compliance.
1. Provide fair access to job and internship opportunities.
- Clarify and document employer’s screening requirements, with an emphasis on “hard” skills and qualifications.
- Post positions to 小黄猫传媒’s聽Student Job Board.
- Consider “open” recruitment activities such as job fairs, employer presentations, posting job openings, etc., instead of individual referrals.
- Publish and post program requirements for internship participation such as GPA or pre-requisites.
2. Comply with FERPA.
- Have students complete and sign a聽consent form聽whenever acting as a reference or providing a recommendation.
- Consider having candidates forward application materials such as resumes, transcripts, etc., directly to the employer.
3. Clarify wages, work conditions, and schedule.
- Request a detailed job description from the employer.
- Document minimum wage requirements and other mandatory labor standards compliance.
4. Protect student privacy in the classroom.
- Restrict employers’ access to students in class: employers can speak in the classroom as “content experts” but聽not聽as recruiters.
- Keep recruiting activities outside of classroom and class hours.
- Make student participation in recruiting activities optional.
There are many options for recruitment, and instructors can make recommendations for individual students. However, it may be useful to contact us聽for advice or guidance to clarify relevant policies and restrictions. All CTE programs at 小黄猫传媒 and most transfer programs have an assigned specialist.