The University of Iowa College of Law prohibits discrimination in employment, educational programs, and activities on the basis of race, creed, color, religion, national origin, age, sex, pregnancy, disability, genetic information, status as a U.S. veteran, service in the U.S. military, sexual orientation, gender identity, associational preferences, or any other classification that deprives the person of consideration as an individual. The University also affirms its commitment to providing equal opportunities and equal access to university facilities. Employers must acknowledge that by posting a student or alumni position with The University Iowa College of Law Office of Career Services, you are affirming your adherence to the University of Iowa Nondiscrimination policy that extends to all employment opportunities.

The University is dedicated to the prohibition of all forms of sexual harassment, sexual misconduct, and related retaliation, as defined in the Anti-Harassment policy. When an alleged violation of this policy is reported and a formal complaint filed, the allegations are subject to resolution using the University of Iowa’s policy and procedure, as detailed in the Interim Policy on Sexual Harassment and Sexual Misconduct. For more information contact the Director of Title IX and Gender Equity, Office of Institutional Equity, The University of Iowa, 455 Van Allen Hall, Iowa City, IA 52242, 319-335-6200, [email protected].

For additional information on nondiscrimination policies, contact the Office of Institutional Equity, The University of Iowa, 202 Jessup Hall, Iowa City, IA 52242, 319-335-0705, [email protected].

Iowa Law Employment Guidelines and NALP Principles

The University of Iowa College of Law values our relationships with employers. As such, we value regular, open, and honest communication for the purpose of clarifying and resolving ambiguity and concerns. As a NALP member school, we follow the National Association for Law Placement’s Principles for a Fair and Ethical Recruiting Process. In addition, The University of Iowa College of Law has set forth the following guidelines for employers recruiting our students:

General Provisions.

1. Offers should be confirmed in writing;
2. Students must reconfirm interest in a job offer if requested by the employer and the offer is held open for at least 2 months;
3. Students should accept/decline offers or request an extension prior to the deadline;
4. Any offer not accepted by the deadline may expire;
5. Students may not hold more than five open offers of employment at any one time. If a student receives a sixth offer, they have one week to decline an offer to return to the five-offer limit; and
6. Networking events hosted by employers should be open to all students, or to all students in a particular class.

Summer Employment Provisions for First-year Students.

Initial Employer Contact: Employers may contact students for professional development purposes at any point during the fall semester. Employers may begin recruiting first-year students on November 1; however, they may begin recruiting at the beginning of the academic year if they intend to extend offers prior to final grade availability in late December.

Initial Career Services Contact: First-year students may work with the Career Services Office (CSO) for the purpose of preparing application materials beginning October 1. When first-year students are interviewing for early recruiting positions as noted above, the CSO waives the limitation.

Timing of Offers and Acceptance: All offers to first-year students should be open for a minimum of 14 days from the date of the offer letter.

Summer Employment Provisions for Second- and Third-year Students.

Timing of Offers and Acceptance: All offers to students not previously employed by an employer should be open for a minimum of 21 days from the date of the offer letter.

Full-time Employment Provisions.

All offers for full-time post-graduate employment with an employer for whom the student has previously worked should be open for a minimum of 21 days after the date of the offer letter or the first day of OCI Wave 1, whichever is later.

Early Recruiting Guidelines.

Any offer made prior to the beginning of On-Campus Interviews should be held open for a minimum of 21 days after the first day of OCI Wave 1.

To ensure fairness and transparency, any employer participating in OCI should not interview students in advance of their assigned OCI date. This prohibition is waived 1) when students request informational interviews with employers; and 2) when students notify employers that they are unable to participate in OCI.