Non-Discrimination Policy
Career Services welcomes all Equal Opportunity Employers. Avila University, in accordance with applicable federal, state, and local law and University policy, prohibits discrimination, including harassment, on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition, ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran (special disabled veteran, Vietnam-era veteran or any other veteran who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized).

Position Posting Policy
By completing the CCN registration form and posting positions, employers agree to provide to accurate and complete information about their organizations and employment opportunities.

Release Authorization
By completing the CCN registration form and uploading an online résumé, students are providing Career Services authorization to release employment materials to prospective employers. Students are expected to accurately represent their qualifications and interests in all information provided (résumé, cover letter, and unofficial transcripts).

Testing
Employers must proctor/monitor any testing conducted in Career Services, within the space and time parameters arranged in advance.

Commission Sales Positions
If no initial base salary is provided, the form of remuneration should be clearly stated in the employer's job descriptions and at the time of the initial interviews.

Fees
Recruitment for positions requiring monetary outlay by candidates for equipment and training is strongly discouraged. Students and recent graduates will be reluctant to apply for such positions. If fees are involved, this information must be explicitly included in the position description. This includes fees for certain federal and state licensing requirements, e.g., real estate, securities, etc. Career Services reserves the right to remove CCN job postings which do not conform to these guidelines.

Positions that request donations, application fees, or investments, or are items or services for sale cannot be listed on CCN.

Job Offer Policies
To protect students and employers, Career Services has established a detailed policy regarding job offers. These guidelines will provide students and employers a framework to assist them in making decisions regarding the employment process.

Offers for Full-time or Summer Positions:
Students should be given sufficient time to decide whether to accept or decline a full-time or summer employment offer. Specific guidelines for Avila students are:

• For offers made prior to March 1, please allow 4 weeks from the date of the written offer. Incentives included in the offer should remain available in full throughout the 4-week period.
• For offers made after March 1, please allow no less than 2 weeks from the date of the written offer.

Offers for Full-time Positions Extended to Summer Interns:
Students should be given to November 1 to decide whether to accept or decline a full-time employment offer which resulted from a summer internship. Incentives included in the offer should remain available in full until November 1.

Exploding Offers:
Students should not be pressured to accept offers "early" which have incentives attached involving diminishing bonuses, reduced options for location preferences, etc. Avila 's Career Services defines an exploding offer as any offer which does not conform with the timetables listed above.

Career Services also offers students the following guidelines for successfully handling the offer phase of the On-Campus Recruiting process:

• Make sure that you have the terms and conditions of your employment offer clearly defined in writing (job duties, salary, bonuses and other benefits, starting date, work location and schedule, etc.). If a formal offer letter does not follow a verbal offer or if you need further clarification about the written terms, please follow up with the employer immediately.
• Do not hoard offers. If you are not interested in a particular offer, please let that employer know immediately.
• Understand the implications of "exploding offers".
• Recognize that not all offers are negotiable, even in a competitive market. Be realistic about your expectations and conduct appropriate research before approaching an employer.
• Notify organizations of your decision regarding their offers in the timeframe agreed upon. If you need more time, you may contact the organization for a possible extension. However, it will be the employer's decision whether to grant that request for more time.
• Accept an offer only after careful consideration.
• After accepting an offer, you are expected to withdraw from the interviewing process. If you are holding other pending offers, you are also expected to immediately notify those organizations of your final decision.
• Do not renege after accepting an offer, except in cases of extreme personal emergency.

If you have further questions about these guidelines or the offer evaluation process, please with a Career Services staff member.

Complaint Procedures
Students who believe an employer has misrepresented him/herself or his/her company or has not conformed with Career Services policies should email Career Services immediately.

Employers who have complaints about a student's behavior or possible misrepresentation of information are encouraged to contact Career Services immediately.

Third Party Recruiters
Third party recruiters may participate in on-campus interviews if they:

• are on retainer by their employer clients to act as their sole campus representatives,
• verify that they charge no fees of any kind to student applicants, and
• provide Career Services in advance with a list of the employer clients for whom they are recruiting.