Students and employers conversing at the Miami University Career Fair

Job Posting Policy

DISCLAIMER 

Miami University’s Center for Career Exploration & Success maintains this web site as a service to students, graduates, and alumni. The posting of job announcements on this web site does not indicate an endorsement or recommendation from Miami Center for Career Exploration & Success. Miami University does not research the employers submitting postings and makes no representations or guarantees about positions listed by the Center for Career Exploration & Success. Miami is not responsible for safety, wages, working conditions, or other aspects of off-campus employment. It is the responsibility of the each individual responding to job postings to research the integrity of the organizations to which they are applying. Individuals are advised to use caution and common sense when applying for any position with an organization or a private party. You should not go alone to a residential address to apply for a job or otherwise place yourself in a vulnerable position. Even the best job opportunity is not worth jeopardizing your personal safety. 

This web site also contains links to other Web sites not under the control of Miami Center for Career Exploration & Success and we are not responsible for the contents of any linked site. The Center for Career Exploration & Success provides these links only as a convenience. Miami University and the Center for Career Exploration & Success assume no liability for acts of omissions by third parties or for any material supplied by them. 

Anyone who discovers any misuse or abuse of this Web site is encouraged to report the matter to the Center for Career Exploration & Success. We would also appreciate and welcome your feedback and suggestions for the improvement of this site. 

GENERAL STATEMENT 

Handshake was established as a portal through which Miami University students and alumni seeking employment can be connected to employers with employment opportunities. Use of Handshake is strictly limited to career-related activities; under no circumstances is the information submitted by students, alumni and employers to be used for any purpose other than job/applicant seeking activities. Violation of this exclusive use policy will result in the offending party’s removal from the system. 

Users should notify the Center for Career Exploration & Success immediately of any inappropriate use of Handshake. The Center for Career Exploration & Success will review each complaint/concern thoroughly and take appropriate corrective action if warranted. Complaint/concerns that involve potential legal matters will be referred to the Office of General Counsel at Miami University. 

All users shall respect the privacy rights of other users consistent with applicable law. 

EMPLOYER RESPONSIBILITIES 

General 

Handshake is designed to help you connect with potential Miami student/alumni employees. It is not a job application or interview tool. When you register, you will be asked to provide personal and company information that is common to any job board. All registered students/alumni will have access to the information you submit and will use this information to decide whether to apply to your posting. All information submitted must be accurate and sufficiently complete so as not to be misleading or deceptive. Your email contact information must contain a business or commercial domain name, not a personal email address. If you desire at any time to make changes to your information, it is your responsibility to do so. If you become aware of any system concerns or issues it is your responsibility to contact the Center for Career Exploration & Success. 

As a user of Handshake, you will have access to student/alumni information that is considered personal and private, such as home telephone numbers and addresses. Employers are required to respect and protect the privacy of the student/alumni data and to use such information only for the purposes of recruiting for legitimate posted job opportunities. Should you have any questions, we at the Center for Career Exploration & Success will be happy to assist you. 

Employers formally participating in Miami University’s Ohio Means Internships & Co-ops Grant (OMIC) must: 

  1. Indicate on any Handshake internship posting subject to reimbursement under the grant that the internship is an OMIC posting; and
  2. Post the internship separately on the State’s OhioMeansJobs.com site. 

**The Center for Career Exploration & Success reserves the right to deny any potential or currently registered employer access to Handshake should the employer abuse the system, post intentionally inaccurate or misleading information, post a fraudulent job opportunity, or abuse, mislead or place any Miami student/alumni in danger. Violations that involve potential legal issues will be referred to the Office of General Counsel at Miami University.** 

Handshake Employer Posting Policy

The following positions will not be posted on Handshake: 

  • Unpaid internships unless the organization posting is an exempt public sector employer or non-profit agency.
  • Compromising positions such as adult entertainment, escort services, presentation modeling or activity associated with the use of alcohol or drugs or other controlled substances;
  • Work in private homes for duties such as child care, nanny, yard work, moving, painting, maintenance, etc.;
  • Jobs/internships that include employer-mandated out of pocket expenses charged to the student (other than transportation);
  • Jobs/internships that are contrary to law, contract or Miami University policy;
  • Commission-only positions unless the position conforms to the requirements outlined below;
  • Jobs/internships in which workers' compensation is not available to the employee or student;
  • Direct marketing jobs;
  • Jobs/internships that require an employee or student to provide funds to a supervisor or other company representative for consideration for employment or other services;
  • Network marketing companies, as defined below;
  • Positions that pay for work in cash or other informal work/pay arrangements (students must receive a W-2 or Form 1099 from the employer). 

Third Party Recruiters: Employment Agencies/Search Firms/Staffing Services/Temporary Agencies/Online Job Board Services/Contract Recruiters, etc. 

The Center for Career Exploration & Success, in response to conflicts of interest between client companies and "Third-Party Recruiters", as defined below, and guidance from the National Association of Colleges and Employers (NACE), has implemented policies and procedures to work with such organizations. 

Definition of "Third-Party Recruiter"

  1. Third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.
  2. Third-party recruiting organizations charge for services using one of the following fee structures:
    • Applicant paid fee: The applicant pays the third-party recruiter a flat fee for services rendered or a fee based upon the applicant's starting salary once the applicant is placed with an employer.
    • Employer paid fee:
      • Retainer - The employer pays a flat fee to the third-party recruiter for services performed in the recruiting of individuals to work for the employer.
      • Contingency fee - The employer pays to the third-party recruiter a percentage of the applicant's starting salary once the applicant is hired by the employer.
      • Fee for service - The employer pays a fee for specific services, e.g. job postings, access to résumés, booth space at a job fair, etc.
  3. The above definition includes, but is not limited to, the following entities regardless of the fee structure used by the entity to charge for services:
    • Employment agencies - organizations that list positions for a number of client organizations and receive payment when a referred candidate is hired. The fee for listing a position is paid either by the firm listing the opening (fee paid) or by the candidate who is hired.
    • Search firms - organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients.
    • Contract recruiter - organizations that contract with an employer to act as the employer's agent in the recruiting and employment function.
    • Online job posting or résumé referral services - for-profit or commercial organizations that collect data on job seekers and display job opportunities to which job seekers may apply. The data collected on job seekers are sent to prospective employers. Fees for using the services may exist for the employer, institution of higher education, or job seeker.
    • Professional associations - who recruit for their membership.
  4. Temporary agencies or staffing services - Temporary agencies or staffing services are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract to provide individuals qualified to perform specific tasks or complete specific projects for a client organization. Individuals perform work at the client organization, but are employed and paid by the agency.
  5. Professional associations recruiting for member companies of that association are considered a Third-Party Recruiter.
  6. Outsourcing contractors or leasing agencies - Outsourcing contractors or leasing agencies are employers, not third-party recruiters, and will be expected to comply with the professional conduct principles set forth for employer professionals. These are organizations that contract with client organizations to provide a specific functional area that the organization no longer desires to perform, such as accounting, technology services, human resources, cafeteria services, coordination of on-campus recruiting activity, etc. Individuals hired by the outsourcing or leasing firm are paid and supervised by the firm, even though they work on the client organization's premises. If an outsourcing contractor or leasing agency is found to be recruiting for the same position as the client employer; the outsourcing contractor or leasing agency must suspend its recruiting activity so as to allow the client employer to recruit for their own positions. 

Third-party recruiters may not post internship positions for students on Handshake. This policy does not apply to outsourcing contractors or leasing agencies. 

Third-party recruiters are required to be competent in the recruitment field and work within a framework of professionally accepted recruiting, interviewing and selection techniques. 

Third-party recruiters will follow non-discrimination practices in a manner that includes the following: 

  1. Referring qualified students to employers without regard to the student's race, color, national origin, religion, age, gender, disability, pregnancy, sexual orientation, gender identity, military status or veteran status.
  2. Refusing, in the case of résumé referral entities, to permit employers to screen and select résumés based upon the student's race, color, national origin, religion, age, gender, disability, pregnancy, sexual orientation, gender identity, military status or veteran status.
  3. Avoiding use of inquiries that are considered unacceptable by EEO standards during the recruiting process.
  4. Affirming an awareness of, and sensitivity to, cultural differences and the diversity of the work force.
  5. Investigating complaints forwarded by the Center for Career Exploration & Success office or the employer client regarding EEO noncompliance and seeking resolution of such complaints.

Third-party recruiters must disclose information as follows: 

  1. Third-party recruiters will disclose to students the name or names of the client or clients, that the third-party recruiter is representing and to whom the students' credentials will be disclosed.
  2. When deemed necessary, third-party recruiters will disclose information upon request to the Center for Career Exploration & Success that would enable the Center for Career Exploration & Success to verify that it is recruiting for a bona fide job opportunity. Information should include contact information for the organization for which the third party is providing recruiting services. The Center for Career Exploration & Success will respect the confidentiality of this information and may not publish it in any manner. 

Third-party recruiters will not disclose to any employer, including the client-employer, any student information without obtaining prior written consent from the student. Under no circumstances can student information be disclosed for other than the original recruiting purposes nor can it be sold or provided to other entities. Online job posting and résumé referral services must prominently display their privacy policies on their websites, specifying who will have access to student information. 

Third-party recruiters are not eligible to participate in the Career and Internship Fairs, unless recruiting under the following two parameters: 

  1. The third-party recruiter is solely recruiting for a position within its own organization, and is thus considered an employer and are allowed to participate in the fairs.
  2. The third-party recruiter is acting as an outsourcing contractor or leasing agency as defined in this policy. 

Third Party Recruiters - Guidelines for Posting on Handshake 

Third party recruiters who satisfy the requirements in this policy are able to post full time positions on Handshake, but they must specify that they are recruiting for another company and disclose the company's name to the Center for Career Exploration & Success. The company's information does not have to be shown on the job posting, but the Center for Career Exploration & Success must be informed of the employer's name. The Center for Career Exploration & Success will not disclose this information, absent extraordinary circumstances. 

The NACE publication, "A Student's Guide to Interviewing with Third-Party Recruiters." is available to students on the Center for Career Exploration & Success Web site. 

Network Marketing Companies Policy 

Network Marketing Companies are not considered "employers" by the Center for Career Exploration & Success and are not eligible to participate in Handshake, or in career fairs, on-campus interviewing, résumé referrals, Miami employer presentations, and/or sponsorships for on-campus activities. 

The Center for Career Exploration & Success considers organizations that engage in the following to be Network Marketing Companies: 

  1. Sponsoring an individual to set up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business. AND
  2. Requiring an initial investment from this individual, with the organization itself serving as an umbrella or parent corporation. The initial investment may be direct payment of a fixed fee, payment to attend an orientation or training session, a “deposit” for materials, and/or purchase of a starter kit. 

Another characteristic of a Network Marketing Organization may be that compensation is often in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others. 

Commission-Based Position Policy 

Positions that are solely commission-based will not be promoted by the Center for Career Exploration & Success and will not be posted on Handshake. For other commission-based positions (e.g., base salary + commission) the Center for Career Exploration & Success will request the following information to be submitted for review, prior to posting on Handshake, or use of the Center for Career Exploration & Success services/events: 

  1. Is a college degree required/preferred for this position?
  2. Does this position offer a base pay plus commission? If so, please specify.
  3. Is there a documented earning record for this position? If so, please specify.
  4. Does your organization provide and reimburse training for this position?
  5. Is the employee responsible for purchasing materials/supplies for this position? What is the employee expenditure? 

The Center for Career Exploration & Success may append the above responses to a commission-based posting, so as to fully inform candidates. The Center for Career Exploration & Success reserves the right to deny a company posting and campus privileges if said company misleads or attempts to mislead the Center for Career Exploration & Success or a candidate about the nature of the position. 

Denial of Service 

The Center for Career Exploration & Success reserves the right to refuse services to employers for actions that harm or have the potential to harm students, alumni or the Center for Career Exploration & Success, including, without limitation, the following: dishonesty; discrimination; breach of confidentiality; reneging on established agreements between the Center for Career Exploration & Success and the employer (verbal or written); reneging on a job offer to a student or alumni; fraud; failure to pay for billed services; misrepresentation; harassment of Miami University students, alumni, staff or faculty; failure to adhere to the Center for Career Exploration & Success policies and/or any other violation of Miami University rules and regulations; conduct that might reasonably harm the reputation of the Center for Career Exploration & Success or Miami University. 

When a company has been denied service, the company must cease the identified behavior/action, rectify the situation both in writing and in deed to the Center for Career Exploration & Success and other individuals involved, and withdraw from Miami University for a period of one year from the date the rectification occurs. Any fees paid to the University for the Center for Career Exploration & Success during this period are forfeited to the University. Withdrawal from the University includes, but is not limited to, participating in Career Fairs, on-campus interview, Handshake, informational sessions, or working with colleges, departmental faculty, students or alumni. 

The Center for Career Exploration & Success has the right to send to collections outstanding accounts after 90 days of non-payment. (The day after the event for which the balance is due is day one of this 90-day period.) If the only issue is non-payment, as soon as an account is cleared, that employer may re-engage in services.