Recruiting Policies

Thank you for your interest in hiring Boston University students and alumni. We are pleased to assist you in meeting your recruiting needs and look forward to working with you. We ask that all employers abide by the policies listed below.

Handshake & Recruiting Activity Policy

In compliance with federal and state law, Boston University does not permit the use of work authorization, visa status, or citizenship data on our online job board, Handshake. This action is in compliance with a Department of Justice determination which reads as follows:

The Immigration and Nationality Act prohibits citizenship status and national origin discrimination with respect to hiring, termination, and recruiting or referring for a fee. 8 U.S.C §1324(a)(1)(B).

Employers may not treat individuals differently because they are, or not, U.S. citizens or work authorized individuals. U.S. citizens, asylees, refugees, recent permanent residents and temporary residents are protected from citizenship status discrimination. Employers may not reject valid employment eligibility documents or require more or different documents on the basis of a person’s national origin or citizenship status.

Any postings which require U.S. citizenship only will be accepted if your organization is required by law, regulation, executive order, or government contract to do so.

More information is available from the Department of Justice.

Employers should satisfy the criteria for acceptable unpaid internships as established by the United States Department of Labor (DOL). Employers and organizations offering unpaid internships may post these opportunities in Handshake provided the posting clearly states the internships are unpaid.

The Fair Labor Standards Act (FLSA) requires for-profit private sector employers to pay all employees at the rate of not less than current minimum wage. Employers and organizations seeking to post unpaid internships in Handshake must apply the following six criteria when making the determination not to compensate interns:

  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.
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

The Center for Career Development (CCD) reserves the right to reject any internship or job posting.

For questions regarding this information, please contact the Boston University Center for Career Development at 617-353-3590.

Sources: Department of Labor, FLSA Fact Sheet #71 (PDF); NACE (National Association of Colleges and Employers), Position Statement on U.S. Internships

Boston University prohibits discrimination against any individual on the basis of race, color, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, or because of marital, parental, or veteran status. More information is available from the BU Equal Opportunity Office.

Additional Policies

BU adheres to the Principles for Professional Practice (PDF) and requires that all individuals who participate in recruiting activities abide by these standards.