For all forms of recruiting activities, BU LAW subscribes to the “Principles for a Fair and Ethical Recruitment Process” set forth by the National Association for Law Placement (NALP) and expects participating employers to comply as well. In addition, employers must comply with BU Law’s recruiting policies.
BU Law has adopted a “Policy On Equal Opportunity In Recruiting” that addresses discrimination and sexual harassment issues. Employers who participate in our recruitment programs are asked to review and sign a copy of the policy as part of their registration process.
Note: Boston University School of Law affords the use of its facilities and services, including the posting of job opportunities through its Symplicity system, only to employers who do not discriminate 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, and who do not engage in sexual harassment on and off the campus of Boston University School of Law.
Due to the threat of the loss of federal funding to Boston University resulting from the Solomon Amendment, the Law School has suspended the application of this policy to military recruiters. This exception in no way reflects acceptance of, or agreement with, any discriminatory hiring practices.
Deadlines and Leaving Offers Open
BU Law Policy on Offers: Effective December 13, 2018
All offers to law student candidates (“candidates”) , whether for summer employment or full-time employment following graduation, should remain open for at least two weeks after the date of the written offer. Offers made orally to candidates should be confirmed in writing as soon as possible, with the two week clock commencing on the date of the written confirmation.