Policies & Procedures

Policies & Procedures


Posting Policies and Procedures

  • All postings must comply with Federal and New York State laws, including but not limited to equal employment opportunity laws, which prohibit discrimination based on race, religion, sex, national origin, age, disability, or genetic information.  For information on best practices for online job postings, please refer to the following websites The United States Department of Justice Best Practices Online Job Postings and The United States Department of Justice Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC).

  • We reserve the right in our sole discretion to make a determination on the appropriateness and number of all postings and the positions being offered and the population served.

  • All employers who post on the Career Resources Portal must have an employer website in English or translated into English (Google translate is not acceptable).

  • All employer contacts who post in the Career Resources Portal must have an email address associated with their organization. To ensure the safety of our students/alumni and verify the validity of the opportunity, generic email providers are not acceptable (i.e.: yahoo, gmail)

  • Positions with openings in multiple locations: For positions with openings in multiple locations but have the same title/job function and application instructions, please create only one posting. Be sure to indicate "various locations" under the field "Job Location City" and /or hold down the control key and click all the states under the "Job Location State" where the opportunity exists.
  • Postings are not allowed to be re-posted before the default 30-day expiration date.  Openings with a rolling application deadline should be inputted with an extended expiration date, as they will not be approved to be re-posted.
  • All postings must have a minimum qualifications of a Bachelors degree in order to be considered for approval in the Career Resources Portal.

NACE Principles for Professional Practice

All employment professionals participating in our recruiting program are required to work within a framework of professionally accepted recruiting, interviewing and selection techniques as stipulated in the NACE Principles for Professional Practice.

Unpaid and For-Credit Internships

Teachers College, Columbia University expects companies to appropriately compensate students for work performed during an internship. We expect all employers to abide by the standards established by the Fair Labor Standards Act and accompanying regulations. It includes the specific criteria for unpaid internships at for-profit companies as outlined by U.S. Department of Labor.

If any of these criteria are not met, the intern must be paid.

Additionally, for employers seeking interns to work in the State of New York, strict attention must also be paid to the requirements set forth by the New York State Minimum Wage Act and Wage Orders.

Not-for-Profit organizations seeking to hire interns in the State of New York are also required to review and adhere to the guidelines set forth by the New York State Department of Labor.

All employers are asked to please consider these criteria carefully before posting an unpaid internship.

Academic Credit as a component of Unpaid Internships

Please be aware that the decision to award academic credit is made between students and their academic departments.

Academic credit should not replace compensation for work performed during an internship.

Employer Internship/Employment Agreements (MOU’s)

Teachers College Career Education & Professional Development (CEPD) prides itself on partnering with employers to make opportunities available to our students and alumni. We are happy to let our students and alumni know about all positions of employment, internships and externships. However, CEPD does not directly enter into agreements, contracts or memorandums of understanding with any employer, agency or government entity.

Employers who have internship or externship programs requiring these types of agreements before making positions available to our students or alumni must identify the academic program or programs that most closely align with their interests, so that they may focus upon programs with candidates to whom they would prefer to offer opportunities. The employer should then connect directly with that program. The academic program will then evaluate if the positions to be offered would advance the interests of the academic program and its students and work with the employer to enter into an agreement when possible.

For a list of programs please, click here.

If you need help or clarification, you may consult with our employer relations team for guidance by emailing employerrelations@tc.columbia.edu.

Alcohol

Alcohol is prohibited in the Employment Recruiting Process. As a member of the National Association of Colleges and Employers (NACE), Teachers College also abides by the Principles for Professional Practice. The Principles document explains why serving alcohol to job candidates is inappropriate and inadvisable. The principle states, “Serving alcohol should not be part of the recruitment process.” Open bars, paid bars, and holding recruiting events in a bar are all inappropriate. Failure to abide by this principle will place the employer in violation of the stated policy. Employers not following the policy can be barred from recruiting at Teachers College. Recruiter’s names can also be brought to the attention of their superiors and the company can be shared within the NACE community as not following this guideline, endangering students and having been barred from Teachers College. For further information, please read the Principles for Professional Practice in its entirety.

Third-Party Agencies

Staffing Agencies & Third Party Recruiters: Please identify under “Industry” by selecting “Staffing & Executive Search.”

Third party agencies can only post positions with Career Education and Professional Development for the students and alumni we serve if:

  • They are actively recruiting for a bona fide employment opportunity that is appropriate for the skill sets and experience of the students and alumni served by the Career Education and Professional Development on behalf of an employer AND
  • The position is posted inthe Career Resources Portal and the job description clearly states that the agency is recruiting on behalf of a third-party client
  • No payment of any type is required by the candidate.
  • The agency fully discloses its employers/clients.

We reserve the right in our sole discretion to make a determination of the appropriateness of the positions being offered for the populations we serve.

Third - party may not attend career fairs.

Rescinding or Deferring Employment

Employers needing to rescind or defer employment should carefully review the guidelines and recommendations outlined by NACE in their Position Statement on Rescinded and Deferred Employment Offers.

The NACE guidelines urge employers to adopt a two-part approach to employment offers under consideration for revocation. The first emphasizes the need for a commitment to high standards in recruiting. The second offers a reasoned approach to dealing with rescinded and deferred offers.

NACE recommends that employers who must revoke a commitment to do everything possible to avoid rescinding offers, to consider alternatives that do not require rescinding employment offers. These may include changes in job responsibilities, salary reduction and/or reduced workweeks, changes in job locale, delayed starting dates, and other reasonable options.

For candidates whose start dates are deferred, employers are urged to:

  • Provide services to aid the candidates in securing other employment.
  • Provide financial assistance if the deferral will be longer than three months.
  • Communicate to candidates as soon as possible.
  • Contact the Career Education and Professional Development office.
  • Stay in communication with candidates and the Career Education and Professional Development office regarding start dates.

We expect all employers to treat candidates in an ethical manner. We reserve the right, in our sole discretion to deny access to on-campus recruiting to any employers who we determine have not conducted their recruiting efforts ethically.

Employment and Non-Discrimination Policy Statement

At Teachers College and in the Office of Career Education & Professional Development, we promote equal access to employment opportunities without discrimination against individuals on the basis of race, color, sex, sexual orientation, gender identity, religion, creed, national origin, age, veteran status, disability marital status, citizenship status, ancestry, military status, pregnancy or any other class protected by federal or state and local laws. Questions or complaints regarding this policy may be directed to: Director of the Office of Human Resources, Office of Human Resources, Box 149, 112 Zankel, 525 West 120th Street, New York, NY 10027, telephone (212) 678-3175).

We adhere to the Principles of Professional Conduct for Career Services and Employment Professionals as outlined by the National Association of Colleges and Employers (NACE). To review please see http://www.naceweb.org/principles/.

Representatives visiting Teachers College, Columbia University’s campus for recruiting purposes are expected to comply with all applicable federal, state, and local laws, including but not limited to the laws governing equal opportunity.

Interview Schedules/ Employer Events

Employers:  Employers wishing to recruit TC students and alumni must submit a request to employerrelations@tc.columbia.edu.

Audience: Targeted recruiting audience for employer events is Teachers College students and alumni only.  

Space available:  If an employer is approved for a recruiting event, Teachers College Career Education & Professional Development (CEPD) will reserve a room for the employer event according to Teachers College Room Assignments Policy. Please note, CEPD does not participate in co-sponsored events with employers.

Events:   Employer led presentations (i.e.: Information Sessions) must be conducted in English and/or translated in English. This includes all presentation materials such as brochures and PowerPoints.

Event Marketing:  CEPD will work with employer to create marketing material for the employer event. Please note, final production will be approved my CEPD and promoted by CEPD only.  All marketing material must be in English and/or translated in English.

Cancellations:  If it is necessary to cancel interviews or information sessions, please do so as far in advance as possible. We expect recruiters to immediately notify participants and Teachers College Career Education & Professional Development of any schedule changes. You may contact us at 212-678-3140.

Offer Policy

Most students are not ready, nor should they be, to make a final decision before completing all of their interviews. Furthermore, pressure on the students to accept early offers makes it harder for the Teachers College Career Education and Professional Development Office to enforce Teachers College’s policy against reneging, detailed in the Teachers College Career Education & Professional Development Recruiting Services Agreement, which Teachers College students must sign.

Therefore, TC students may request extensions beyond your stated deadlines; we hope you can accommodate such requests. Most employers have been very understanding and willing to give our students the time they need. We appreciate your cooperation in the past, and ask for your flexibility in the future.

Confidentiality Policy

All materials received from our students (letters, resumes, transcripts, via email or hard copy), as well as all email exchanges should be shared only with those persons at your firm involved in the hiring process.

Notification

Teachers College Career Education & Professional Development may review job descriptions posted by any employer for appropriateness and content, and reserves the right, in its sole discretion to remove any job descriptions without notice or explanation to the employer.

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