The Cockrell School of Engineering at The University of Texas at Austin is a member of the National Association of Colleges and Employers (NACE), the association for human resources and career services professionals. As members, we abide by organization principles, which serve as the framework and foundation for practices within the career planning, placement and recruitment processes. The following links provide detailed information about NACE's principles and other recruiting practices we support. The staff in the Career Center trusts employers will support these policies and guidelines while recruiting at The University of Texas at Austin.
Nondiscrimination Policies
Nondiscrimination and Equal Opportunity
The University of Texas at Austin is committed to an educational and working environment that provides equal opportunity to all members of the university community. In accordance with federal and state law, the university prohibits unlawful discrimination, including harassment on the basis of race, color, religion, national origin, gender, including sexual harassment, age, disability, citizenship and veteran status. Discrimination on the basis of sexual orientation, gender identity or gender expression is also prohibited pursuant to university policy.
The following person has been designated to handle inquiries regarding the non-discrimination policies, including but not limited to serving as the university’s Title VI/IX/ADA/ADAAA and 504 Coordinator:
Jennifer Maedgen
Senior Associate Vice President, Office of the Vice President for Campus and Community Engagement
P.O. Box 7609
Austin, Texas 78713
512-471-6259
The office of the Dean of Students has primary responsibility for responding to questions about and receiving student complaints of discrimination of or by students. Students who believe they have been subjected to discrimination on the basis of sexual orientation should consult with the assistant dean of students. Additionally, students or employees may address questions or complaints to a department chairperson or other university administrative personnel within the department of the administrative area in which such actions are alleged to be occurring. In such cases, the chairperson or administrator should immediately contact the assistant dean of students or the Equal Opportunity Services office for consultation.
Nondiscrimination Statement
The University of Texas at Austin (University) is committed to providing an educational and working environment for students, faculty, and staff that is free from discrimination and harassment based on race, color, sex, pregnancy, gender, gender identity, sexual orientation, gender expression, religion, age, national origin, ethnicity, veteran status, disability, genetic information, military status, or any other legally protected basis. View the HOP 3-3020 Nondiscrimination Policy.
Additionally, the University of Texas at Austin is committed to providing an educational and working environment for its students, faculty, and staff that is free from sexual assault, interpersonal violence, stalking, and sexual harassment (including harassment on the basis of sexual orientation, gender identity, gender expression, or pregnancy status). In addition, University policy also prohibits sex discrimination and sexual exploitation. View the HOP 3-3031 Prohibition of Sexual Assault, Interpersonal Violence, Stalking, Sexual Harassment, and Sex Discrimination Policy.
The University of Texas at Austin is committed to these policies in the operation of the Career Services and services are available only to employers who conform to these policies in hiring. Any complaint that an interviewing employer does not conform to these policies with regard to hiring will be investigated to determine whether such practices have indeed occurred.
Students using Career Services are advised of their rights under federal law and of the method for filing a complaint with the appropriate agency. Each interviewer should be familiar with the UT Career Services recruiting guidelines as well as the equal employment provisions of federal law.
NACE Policies
NACE Principles For Ethical Professional Practice
No Alcohol During Recruiting Policy
NACE's Principles for Professional Conduct says that serving alcohol to job candidates is inappropriate and inadvisable. This is intended to demonstrate the Engineering Career Assistance Center's support of the "No Alcohol in Campus Recruiting" policy.
The principle states, "serving alcohol should not be part of the recruitment process on or off campus including receptions, dinners, company tours, etc." Having an open bar, a paid bar, or holding a recruiting event in a bar is inappropriate. Given the problem of alcohol abuse on college campuses, serving alcohol at a reception or dinner sends the wrong message. Further, many college students are younger than the state's drinking age (21), and many college campuses now have a zero-alcohol-tolerance policy in effect. Therefore, serving alcohol could be in violation of a state's law and a school's policy.
Cockrell School of Engineering Policies
Any employer who wishes to recruit at the Cockrell School of Engineering must read, agree to and acknowledge our recruiting policies before you can create an account in our online recruiting system. A copy of our policies will be provided as you attempt to register for a new account in the system. Returning employers will also be required to acknowledge these policies upon logging into the online system.
Work Authorization
The Cockrell School does not permit the use of work authorization, visa status or citizenship data on the online job board. This action is in compliance with a Department of Justice determination. More information can be found online at justice.gov/crt/about/osc/htm/best_practices.php
A prospective employer should advise all job applicants about the employer's responsibilities regarding any specific job requirements in order for the employer to be in compliance with the various United States national security or export control statutes that might affect the position being posted. Volunteering of this information could be provided at the time of application or when a prospective applicant makes a position-specific inquiry.
75 Percent Rule
The career centers at The University of Texas at Austin have a policy that will not allow more than 25 percent of an interview schedule to be filled by students outside of that school. If you wish to recruit students in multiple colleges at the university, we encourage you to connect with each career office.
FERPA
The Family Educational Rights and Privacy Act (FERPA) is a federal law that pertains to the release of and access to student educational records. FERPA prohibits us from giving out information without consent from the student.
ECAC Job Offer Guidelines
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All offers must be in writing. Written offers are defined as electronic or hard copies.
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The start of the offer timeline is determined by the date on the written offer letter.
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Exploding offers are prohibited. We define an exploding offer as one that expires or is rescinded or results in a diminished base salary within a short period of time. This type of offer places undue pressure on a student and, as such, is viewed as inappropriate conduct. We also classify requiring a verbal acceptance to receive a written offer as an exploding offer.
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In accordance with the National Association of Colleges and Employers (NACE) and its advisory opinion on setting reasonable deadlines for job offers, UT Career Centers recommend that employers give students two (2) weeks minimum to accept an offer. We also urge employers to be open to feasible student requests for additional time.
ECAC advocates for these guidelines in favor of our students so that they can:
- Adequately research housing, relocation, cost of living, and other life factors
- Conclude ongoing recruitment with other employers
- Make an informed, conscious decision that should lead to decreased reneging for employers
