Policies

Principles for Professional Conduct (from NACE)

• Be responsible for your own actions in the career planning and job search process.
• Honor Bradley University and Smith Career principles, policies and procedures.
• Honor the personnel policies of cooperative education, internship or part-time employers.
• Accurately present personal information, qualifications and interests in all interactions with the Smith Career Center and employers.
• Sign up for interviews only when genuinely interested in and qualified for the position for which the organization is interviewing.
• Notify the Smith Career Center at least 24 hours in advance if you must cancel or reschedule an on-campus interview. Adhere to no-show policy.
• Acknowledge invitations for second interviews promptly whether you accept or reject them. Accept invitations only when you are seriously interested.
• Notify employers well in advance if you must postpone or cancel visits.
• Discuss offers with employers to verify terms and reach mutually acceptable response deadlines.
• Request an extension if you need more time to consider offers.
• Notify organizations of the acceptance or non-acceptance of offers by the earliest possible time and no later than the time mutually agreed upon.
• Honor an accepted offer as a contractual agreement. Withdraw from the interviewing process and notify the Smith Career Center as well as other organizations with which you have offers pending.
• Expect reimbursement of only reasonable and legitimate expenses incurred during plant/office visits.
• Misrepresentation Policy (from Student Handbook)
• Campus Interview and Special Event Cancellation/No–Show Policy (from Student Handbook)

Campus Interview Cancellation/No-Show Policy

Cancellations: If you MUST cancel a scheduled campus interview with an employer visiting Bradley University, the deadline for doing so is 24 hours prior (8:00-5:00 Monday-Friday) to the interview. You are responsible for contacting the Smith Career Center's receptionist at 677-2510 and requesting that your name be removed from a schedule. Failure to cancel your interview 24 hours prior to the interview will result in the interview being classified as a “no show”.

No-Show: A “no show” is defined as a missed scheduled interview where the student does not appear for a scheduled interview and has not notified or given sufficient cancellation notification (as defined above) to the Smith Career Center prior to the interview.

Campus interviews are an important service provided by the Smith Career Center. Failure to follow interview cancellation procedures means an opportunity denied to other students who could have taken advantage of an interview on a campus interview schedule. It also means time and money lost to the employer and a less favorable view of Bradley University and its candidates.

Sanctions: If you violate the interview cancellation policy above - regardless of the reason (including illness, emergencies, etc.) your Bradley netWORK account will be immediately deactivated and you will be required to meet with a Smith Career Center professional staff member within five (5) working days subsequent to the missed interview. You will also be required to submit a ready-to-mail letter of apology to the employer. The letter of apology is to be given to the Smith Career Center's receptionist within three (3) working days from meeting with a Smith Career Center professional staff member. Upon receipt of the letter of apology, your Bradley netWORK account will be re-activated. If you fail to meet with a professional staff member and submit a written letter of apology and/or violate the interview cancellation policy more than once, your Bradley netWORK account will remain inactive and your interview privileges will be revoked indefinitely by the Smith Career Center. (Note: This policy also applies to After Job Fair and mock/practice interviews).

Misrepresentation Policy

If any information provided in a registrant's Bradley netWORK account, resume, or other application materials/activities is found to be inaccurate, disciplinary action through the Smith Career Center and/or the University's judicial system may be taken. Examples of misrepresentation, as they apply to the Smith Career Center, would include falsifying information provided during an interview, at a career fair, in a written resume or cover letter, and in Bradley netWORK profiles, resume books, and uploaded resumes.

Job Listing Policy

Thank you for your interest in recruiting Bradley University students. The Smith Career Center reviews registrations for job/internship listings to see if they meet our various guidelines. The Smith Career Center will not post any position which is a franchise, pyramid scheme, club membership, or other business opportunity that requires an up-front or periodic investment on the part of the candidate. Positions which are commission only or require application/training fees will be considered on a case-by-case basis.

Internship listings are reviewed to see if they meet Bradley University's Cooperative Education and Internship Program requirements. The Smith Career Center staff will review the description of the learning experience, number of hours required, and supervision provided to determine if the experience meets the program requirements for a registered internship. For-profit companies wanting to list unpaid internships should review the Department of Labor requirements (See Fact Sheet #71).

Principles for Ethical Professional Practice

Principles for Ethical Professional Practice National Association of Colleges and Employers (NACE) (revised August 1, 2017)

Position Statement on U.S. Internships

Position Statement on U.S. Internships: A Definition and Criteria to Assess Opportunities and Determine the Implications for compensation National Association of Colleges and Employers (NACE)

Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act (FLSA)

Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act (FLSA) U.S. Department of Labor, Wage and Hour Division

Marijuana and Cannabis Industries

The Bradley University Smith Career Center will not approve job postings or internships involved with the use, production, testing, or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level and Bradley University receives federal funds, we comply with federal law.

Third-party Recruiters

The Bradley University Smith Career Center generally prohibits third-party recruiters from any on-campus recruiting, including the use of any of our job listing services, although exceptions can be made. Third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities, generally on behalf of a third organization, though sometimes as their own employees. 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.

To learn about our exceptions to this policy, please contact our Senior Director of Employer Services

Third-party recruiters will not have access to search resume books.

Third-party recruiters who are hiring for positions within their own organization may be granted recruiting privileges.

For third-party recruiters granted an exception the following expectations apply:

• You must fully disclose your status and information related to the organization(s) you are representing.
• Your job postings cannot contain links to websites to advertise your company or website, your job posting area, or encourage the student or alumni to e-mail for other openings or details.
• You must state in the job description that any fees assessed will be paid by the client organization or the employer you are representing. We will not post opportunities that require Bradley University students or alumni to pay fees.
• You may release candidate information provided to the identified employer in accordance with the Family Educational Rights and Privacy Act of 1974 (FERPA). Re-disclosure of candidate information to any other parties is not permitted.

See more at NACE Principles for Professional Practice.