Policies & Standards for Employers

Nondiscrimination Policy

UC Hastings College of the Law prohibits discrimination against any person on the basis of race, color, national origin, religion, age, sex, gender, sexual orientation, gender expression, gender identity, gender transition status, sex- or gender-stereotyping, pregnancy, physical or mental disability, medical condition (e.g. cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, citizenship, or service in the uniformed services, including protected veterans. This policy is intended to be consistent with applicable state and federal laws and the law school’s policies. A limited, express exception to this policy is made by the UC Hastings Board of Directors for the U.S. military.

Disability Accommodations

UC Hastings College of the Law subscribes to the Americans with Disabilities Act. If you need reasonable accommodations, to attend a campus event, please call the Disabilities Accommodations Hotline at (415) 565-4848 or e-mail your request to DAH@uchastings.edu no later than 72 hours before the event.

Standards for Timing of Offers and Decisions

UC Hastings College of the Law is a member of the National Association of Law Placement (“NALP”). NALP Principles & Standards are guidelines that set forth an ethical framework for law student recruiting for law schools, legal employers and law students. On December 12, 2018, NALP announced the elimination of their prior recruiting timing guidelines. The law school is currently reviewing and formulating its recruiting policies in light of these changes. In the meantime, the law school requests that employers adhere to the NALP Principles & Standards that were previously in place. The text of these Principles and Standards can be found here.

Job Posting Standards

UC Hastings College of the Law reserves the right to edit job postings without notice to meet guidelines or to remove inappropriate questions and/or language. The law school reserves the right to remove a job posting for any reason and without notice.

The law school cannot make an assessment of whether unpaid positions posted comply with Federal and State wage and hour requirements to be true trainee positions. For further information, see the U.S. Department of Labor Wage and Hour Division’s Fact Sheet #71: Internship Programs under the Fair Labor Standards Act.

Employers are requested to provide timely responses to applicants regarding the receipt of their application materials and their candidacy status.