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Career Resource Center Policies

Professional and Ethical Expectations of Students and Employers

As a member of the National Association of Colleges and Employers, the Career Resource Center adheres to professional standards which:

  • Promote a fair and equitable recruitment process for both students and employers
  • Allows students to openly, freely and objectively select employment opportunities based on their assessment of the best use of their abilities, their personal goals, and other pertinent facts
  • Provide support for informed and responsible decision making by students in an ethical and professional fashion

While the Career Resource Center (CRC) strives to maintain these standards, the presence of job announcements provided through Tiger Jobs or at the CRC does not indicate an endorsement or recommendation from the University of the Pacific or the CRC. Students and alumni should take responsibility for all necessary precautions when interviewing for, or accepting these positions, and students and alumni are solely responsible for obtaining necessary information concerning the employer. In the unlikely event that a problem is encountered with a company listed through our office, please notify the CRC promptly.


On Campus Student Employment

Every on-campus supervisor and student employee are responsible for reading the Student Employment Policies and Procedures Manual. This document includes all guidelines and expectations of the university student employment program, both for federal and non-federal work study. If you have questions or concerns about any part of the manual, please do not hesitate to contact the Career Resource Center.

Guidelines for Unpaid Internships

Please review both the federal and state guidelines for determining whether an intern must be paid minimum wage and overtime. The information helps employers distinguish between an employee, who must be paid, and a trainee, who can legally work as an unpaid intern.

The Labor Department's six criteria for a legal unpaid internship are:

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
  2. The internship experience is for the benefit of the intern;
  3. The intern does not displace regular employees, but works under close supervision of existing staff;
  4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
  5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

For more information:  http://www.dol.gov/compliance/laws/comp-flsa.htm

The California Department of Industrial Relations, specifically the Division of Labor Standards Enforcement (DLSE), has taken the position that employers should follow several additional requirements that stretch beyond the DOL's six criteria.  The additional requirements are:

1.       The training should be part of an educational curriculum.

2.       The students should not be treated as employees for such purposes as receiving benefits

3.       The training should be general in nature, so as to qualify the students for work for any employer, rather than designed specifically as preparation for work at the employer offering the program.

4.       The screening process for the program should not be the same as for employment.

5.       Advertisements for the program should be couched in terms of education rather than employment.

For more information:  http://www.dir.ca.gov/dlse/DLSE_whatsnew2011.htm