- A guide to affirmative action
- Affirmative action is not a quota system
- Affirmative action decision sets the stage for U.S. Supreme Court review
- Affirmative action programs targeted to women and minorities
- College Admissions Policies Under Fire in Georgia Court
- College Nondiscrimination Statement
- Confusion Rules in Admissions Policies Cases
- Court Strikes Down Affirmative Action Recruitment Programs
- EEO Guidance on Avoiding Discrimination
- EEOC Offers Employers New Guidance on Avoiding Race and Color Discrimination
- Employer Nondiscrimination Statement
- Evidence of past discrimination needed for preferential hiring
- Federal Definition of “Applicant” Remains Unchanged
- Federal requirements regarding affirmative action plans
- 'Job Testers' May Sue Employers for Job Discrimination
- The Legal Issues Surrounding Diversity Recruiting
- OFCCP Gives Federal Contractors Self-Audit Tools
- Recent Supreme Court Decisions on Affirmative Action
- Subjective interviewing techniques do not violate EEO laws
- Supreme Court allows the use of affirmative action in college admissions
- Voluntary affirmative action
AMERICANS WITH DISABILITIES ACT
- ADA definition of qualified individual
- Disclosure of a Disability in a Job Interview
- EEOC Issues New Guidelines on Disability-Related Questions
- Employer responsibilities under the ADA
- Ensure access to your web site
- Explore options for ADA accommodations
- Federal Agencies Must Comply With ADA
- The Impact of the Americans With Disabilities Act on Recruiting and Selection Practices
- An Overview of EEO and Nondiscrimination
- Preemployment Inquiries—Disability
- Supreme Court Gives State Employers Limited Immunity From ADA
- Temporary Staffing Firms, Clients Have Obligations Under ADA
- Thorough, Objective Exams Important to Avoid Lawsuits Under ADA
- Treat applicants as individuals when considering ADA issues
- U.S. Supreme Court Narrows Reach of Disability Law
CO-OP PROGRAMS/INTERNSHIPS (see internships)
- Before Copying a Published Article…Read This Article
- Comply With Copyright Laws When Building Your Web Site
- Copyright, the Internet, and what constitutes fair use of copyrighted materials
- Copyright, trademarks, and electronic publications
- You are not alone: Beware of what
you say on the Internet
- Releasing Age Discrimination Claims
- Childbirth at critical time is legitimate reason for termination
- Court Affirms Boy Scouts' Refusal of Gay Scout Masters
- Court Defines "Employee" in Sexual Harassment Case
- Court Holds That Volunteer Position May Qualify as "Employment"
- EEO Guidance on Avoiding Discrimination
- Legal Issues Surrounging Discrimination: EEOC Issues Guidelines on Compensation Discrimination
- EEOC Offers Employers New Guidance on Avoiding Race and Color Discrimination
- Evidence of past discrimination needed for racial preference
- Factors to consider before terminating an employee
- Genetic Information Nondiscrimination Act (GINA), a New Legal Hurdle for Employers
- Failure to adhere to hiring procedures and requirements can cause problems
- Federal requirements regarding affirmative action plans
- Job Instability, Poor Interview Skills Negate Claim of Age Discrimination
- 'Job Testers' May Sue Employers for Job Discrimination
- The Legal Issues Surrounding Diversity Recruiting
- New EEOC Web Page Updates Guidance on National Origin Discrimination
- Preemployment Inquiries and the Hiring Process
- An Overview of EEO and Nondiscrimination
- References and Referrals
- Reporting employment data to federal government
- Religion as an employment qualifier
- Solomon Amendment Upheld: U.S. Supreme Court Says Colleges Must Allow Military Recruiters Access to Students (March 2006)
- USERRA Protects Military Personnel From Employment Discrimination
- Internet
- Copyright, the Internet, and what constitutes fair use of copyrighted materials
- Comply With Copyright Laws When Building Your Web Site
- Defining "Applicant" for Electronic Recruiting Purposes
- Ensure access to your web site
- Federal Agency Recommends Data Privacy Policies for Web Sites
- MySpace or Yours? How Can a Web Site Cost Someone a Job?
- Online signatures given legal validity
- Self-regulation doesn't protect consumer's online privacy
- Web site legal notices: what do they mean?
- What are an employer's legal obligations and liabilities in recruiting via the Internet?
- What is the new OFCCP rule on Internet applicants?
- What laws apply to protecting the privacy of job seekers' personal information?
- Who Is an Applicant? Department
of Labor Issues Final Regulation on Recordkeeping for Internet Applicants
- College Nondiscrimination Statement
- Court Strikes Down Affirmative Action Recruitment Programs
- EEO Guidance on Avoiding Discrimination
- EEOC guidelines for temporary staff
- EEOC Issues New Guidelines on Disability-Related Questions
- EEOC Offers Employers New Guidance on Avoiding Race and Color Discrimination
- Employer Nondiscrimination Statement
- Evidence of past discrimination needed for racial preference
- Factors to consider before terminating an employee
- New Regulations to the Fair Labor Standards Act Seek To Bring Blurred Line Into Focus
- Federal Definition of “Applicant” Remains Unchanged
- Federal requirements regarding affirmative action plans
- Handling Improper Interview Questions
- The Impact of the Americans With Disabilities Act on Recruiting and Selection Practices
- Legal Issues Surrounding Discrimination
- The Legal Issues Surrounding Diversity Recruiting
- New EEOC Web Page Updates Guidance on National Origin Discrimination
- OFCCP Gives Federal Contractors Self-Audit Tools
- An Overview of EEO and Nondiscrimination
- Preemployment Inquiries and the Hiring Process
- Programs targeted to women and minorities
- Reporting EEO employment data to federal government
- Recent Supreme Court Decisions on Affirmative Action
- Religion as an employment qualifier
- Subjective techniques do not violate EEO laws
- Supreme Court Gives State Employers Limited Immunity From ADA
- Temporary Staffing Firms, Clients Have Obligations Under ADA
- Thorough, Objective Exams Important to Avoid Lawsuits Under ADA
- Commercialization of Career Services: Curse or Blessing?
- Does alcohol have a place in recruiting
- Employers Are Obligated to Accurately Represent Themselves
- A Faculty Guide to Ethical and Legal Standards in Student Hiring
- Playing the hiring game: The ethics of offers and acceptances
- Playing Fair: Your Rights and Responsibilities as a Job Seeker
- A Position Statement on Rescinded and Deferred Employment Offers
- Principles for Professional Conduct
- Review of offers/acceptances
- What to Say to a Firm Offering Third-Party Alumni Career Services
FAMILY EDUCATIONAL AND PRIVACY ACT (FERPA)
- Department of Education Issues Final Regulations on Electronic Signatures/FERPA
- Department of Education to Issue Final Regulations on Electronic Signatures and FERPA
- FERPA Primer: The Basics and Beyond
- School Violated FERPA in Sexual
Assault Case
- Alcohol policy letter
- College Nondiscrimination Statement
- Employer Nondiscrimination Statement
- Employer Reference Letter
- Faculty Reference Letter
- Family Educational Rights and Privacy Act of 1974 (FERPA) Consent to Disclose (online form)
- Form for recommendations
- Reporting job offers (employer information kit)
- Waiver of Rights to Inspect References (online form)
GENERAL REVIEW OF LEGAL ISSUES
- Legal Issues Concerning Career Services and Recruiting Professionals (2005)
- Legal Review for Career Services (2000)
- A Legal Review for Career Services Professionals (2005)
- Legal Review for On-Campus Recruiting (2000)
- A Legal Review for Recruiting Professionals (2005)
- Methods Change: Laws Stay the Same (2005)
- An Overview of EEO and Nondiscrimination
- References and Referrals (2006)
- A Review of Legal Issues for Employers (2003)
- A Round Up of Questions From the NACE Legal Center (2007)
- The Flexible Workplace:
What Colleges and Universities Need to Know to Educate Student Job Seekers and What Employers Need to Know to Minimize Their Legal Risk
- Contingent Workers
- Employee
- Court Defines "Employee" in Sexual Harassment Case
- Court Holds That Volunteer Position May Qualify as "Employment"
- Dealing With Difficult Employees
- Defining "Applicant" for Electronic Recruiting Purposes
- Employment Agreements
- Exempt/nonexempt classifications
- How to Discharge an Employee Due to Misconduct or Poor Performance
- New Regulations to the Fair Labor Standards Acts
- New Regulations to the Fair Labor Standards Act Seek To Bring Blurred Line Into Focus
- Relationships Between Workers and Hiring Organizations
- What laws apply to protecting the
privacy of job seekers' personal information?
- Foreign/International Students
- Interviews
- Disclosure of a Disability in a Job Interview
- Employers Responsible for Training Staff in Employment Law
- Handling Improper Interview Questions
- Issues regarding foreign students studying and working in the United States
- Interviewing and Hiring International Students
- Job Instability, Poor Interview Skills Negate Claim of Age Discrimination
- Preemployment Inquiries and the Hiring Process
- Promises Made During Interview Don't Create Legally Binding Employment Relationship
- Subjective techniques do not violate
EEO laws
- Offers/Acceptances
- Resume Fraud
- Sexual
- Court Defines "Employee" in Sexual Harassment Case
- Department of Education Issues Sexual Harassment Guidelines for Schools
- Employer liable when supervisor harasses employee
- Employer liable for online harassment
- Same-sex harassment
- University not liable when employer harasses student
- U.S. Supreme Court clarifies sexual
harassment issues
- Credit Checks
- Preemployment Inquiries
- Legal Considerations for Preemployment Testing and Background Investigations
- Legal Issues Surrounding Preemployment Inquiries and the Hiring Progess
- Medical exam results are confidential
- Medical history inquiries prohibited
- MySpace or Yours? How Can a Web Site Cost Someone a Job?
- Preemployment Inquiries—Disability
- Preemployment Inquiries—Testing and Background Investigations
- Preemployment Inquiries and the Hiring Process
- Preemployment Inquiries: What (and what not) to Ask
- Privacy and medical exams
- Thorough, Objective Exams Important to Avoid Lawsuits Under ADA
- INTERNET (see electronic)
- Colleges that bar military lose federal funds (January 3, 1999)
- Colleges can bar military recruiters from campuses (November 29, 2004)
- Court Finds Enforcement of Solomon Amendment Violates Law Schools’ Free Speech (December 2004)
- Fair v. Rumsfeld: Military Recruiting on College Campuses
- Law protects military reservists' jobs
- Report: Justice Department to Ask Supreme Court to Strike Down Solomon Amendment Ruling
- Solomon Amendment Upheld: U.S. Supreme Court Says Colleges Must Allow Military Recruiters Access to Students (March 2006)
- U.S. Supreme Court to Consider Solomon Amendment Ruling (May 2005)
- USERRA Protects Military Personnel From Employment Discrimination (October 15, 2001)
- USERRA Protects Military Personnel
From Employment Discrimination (April 7, 2003)
- Court says references shouldn't mislead
- Employer Reference Letter
- Employers, References, and Criminal Conduct by Employees
- Faculty Reference Letter
- A Faculty Guide to Ethical and Legal Standards in Student Hiring
- A FERPA Primer
- How to Write Reference Letters
- References and Referrals
- School Violated FERPA in Sexual Assault Case
- Tips for Providing References
- Waiver of Rights to Inspect References (online form)
- What can a faculty member say or write?
- Writing a reference letter
- Preemployment
- Employers use preemployment test as hiring tool
- Employment Testing and Selection Procedures: How to Detect and Avoid Potential Liability
- Thorough, Objective Exams Important to Avoid Lawsuits Under ADA
- Legal Considerations for Preemployment Testing and Background Investigations
- Preemployment Drug Testing Is Still
Relevant After Start Date
- Credit
- Drug/alcohol
- Medical
- Psychological
- Guess who is coming to campus
- Legal implications of third-party recruiters
- Student's Guide to Interviewing with Third-Party Recruiters
- What to Say to a Firm Offering Third-Party Alumni Career Services
*NACE assumes no responsibility for and expressly disclaims all liability for the consequences resulting from the use of or reliance on information contained on NACEWeb.
