Career Center > For Employers > Policies
The Career Center requires employers uphold the professional conduct standards outlined by the National Association of Colleges and Employers (NACE) in their Principles for Employment Professionals, a subsection within NACE's Principles for Professional Practice.
Employers recruiting DePaul students and using the university's job board must comply with all applicable laws relating to equal employment opportunity (EEO) and may not discriminate against a job applicant because of his or her race, color, religion, national origin, age, disability, sexual orientation, gender identity, military or veteran status, genetic information, marital status, parental status, ancestry, source of income or any other classes protected by local, state and federal law. Federal law also prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting, or referring for a fee. Visit EEOC and the Department of Justice for additional information on prohibited EEO practices.
In order to allow our students adequate time to assess their options when interviewing, we have developed specific offer policies. Please be sure to adhere to these dates when you are providing offers to our students this year.
Offers must stay open until November 15th. If the offer is made after November 15th, then the offer must stay open 2 weeks from offer origination.
Offers must stay open until April 15. If the offer is made after April 15th, then the offer must stay open 2 weeks from offer origination.
*Offers for the upcoming fall must stay open 2 weeks from offer origination.
*Offers for the following summer must stay open until September 15th.
National salary survey data and executive summaries are available from the National Association of Colleges & Employers (NACE).
While completion of an internship is not a requirement for most undergraduate concentrations, the University offers several options for students wishing to pursue academic credit while participating in an internship or short-term learning experience. Required materials from participating employers varies depending on the course the student chooses to enroll in. Most typically supervisors can anticipate being asked to engage in reflection/exercises around professional growth for the student (examples include: one on one meetings, goal setting, and/or pre- post- and midpoint evaluations).
The DePaul Career Center does not provide legal advice. Employers interested in providing internships for DePaul University students are encouraged to consult with their own advisors regarding compliance with the Fair Labor Standards Act (FLSA), ownership of intellectual property, general liability issues or any other potential areas of concern. The decision to grant academic credit for a student internship is made by the DePaul University for the sole purpose of determining whether the student's internship experience satisfies the academic standards established by the student's academic unit/school/college. As a result, employers should not rely on the University's decision to grant academic credit as a determinative of their legal responsibilities under the FLSA.
For further exploration of this issue, organizations may wish to consult NACE's Position Paper on US Internships.
While the University may assist in providing resources for the students, we do not place students into internships and students who pursue internships do so individually. Therefore we do not have a legal relationship between the student and the internship employer. In the case of a Hold Harmless Agreement, the DePaul University Legal Counsel has determined that the University can not legally enter into these agreements for this very reason. The National Association of Colleges and Employers has also issued several statements discouraging this practice.