Berkeley Law Recruiting Policies

Updated as of 8/27/20

 

Berkeley Law appreciates your continued interest in recruiting our talented students.  The below policies were drafted to ensure a professional and fair recruiting process that does not disadvantage qualified candidates who appear less obviously credentialed or are less well-networked as their peers.

Our facilities and support are available only to employers whose practices are consistent with our recruiting policies as well as those promulgated by the National Association of Law Placement.     

 

RECRUITING STUDENTS IN THEIR FIRST YEAR OF LAW SCHOOL

 

EMPLOYER EVENTS

Employers are encouraged to contact the Career Development Office when considering hosting an event or program (including those with student organizations) to help minimize conflicts with, or duplications of, other programs.

For Berkeley Law 1L students to be as successful as possible, the school believes their focus should be on their studies rather than on job search activities. Career-related events, particularly in the first semester, should be focused on the general characteristics of the legal profession.  

Employers should not ask for transcripts from students as a condition of attending employer receptions in advance of interviews.  Recognizing that employers have automated processes requesting transcript information, students are advised to politely decline requests for transcripts, other than when being interviewed. 

 

APPLICATIONS

Except for certain government employers requiring additional time for security clearance reviews, prospective employers and 1L students should not initiate contact with one another, including applications, interviews, or offers to first year students, before December 1.

 

INTERVIEWS

Interviews should not be scheduled at times that would conflict with students’ class schedules or any other times that may disrupt students’ studies.  In no case, should they occur during the Exam Period (see our Academic Calendar for details).  

 

OFFERS

All offers to first year students for summer employment should remain open for at least two weeks after the date the offer was made.  Offers to first year students that obligate them to return to that same employer for most or all of the second summer are discouraged.  

 

RECRUITING STUDENTS FOR 2L SUMMER POSITIONS

 

PRE-WIP (WINTER INTERVIEW PROGRAM)

The purpose of restricting pre-WIP interview/screening activity is to ensure a level playing field for all employers and students, especially those who appear less obviously credentialed or are less well-networked as their peers.

Employers participating in our Winter Interview Program (WIP) program should not schedule or conduct initial, screening or callback interviews of our students for 2L summer positions prior to their assigned WIP interview date.  Nor should employers request transcripts or any other information about law school grades from candidates prior to their on-campus interview date. 

Exceptions:

    1. Interviews that are part of an organized job fair.
    2. Interviews that are part of a sponsored scholarship or fellowship program for 2Ls or 3Ls that provide a benefit or compensation separate from, or in addition to, an offer of second-summer employment.
    3. Interviews with 2L students who were employed by the law firm prior to law school.  

Employers participating in WIP may conduct interviews with 3Ls prior to the employers’ on-campus interview dates.

Employers may conduct interviews for a position in a particular office location prior to their assigned WIP date if that office location is not recruiting through WIP (unless the employer is conducting multi-office or all office interviews).  

Notwithstanding the above policy, employers may meet with students pursuant to student-initiated requests for informational interviews.  However, in the course of such interviews, employers should not request from students their transcripts or any information about individual law school grades.  

 

OFFER TIMING

For the 2020-21 academic year, law firm employers should leave offers open for at least 14 days following the last day of Berkeley Law’s WIP, or 14 days from the date of the offer letter, whichever is later.  This applies to offers to 2020 summer associates to return for the summer 2021 as well as offers made to 2Ls not previously employed by the firm.  

Extensions: Before an offer expires, a student may request that an offer be extended and such requests will not be unreasonably withheld.   

 

POST-GRADUATE EMPLOYMENT OFFERS

 

STUDENTS PREVIOUSLY EMPLOYED BY OFFEROR

For the 2020-21 academic year, law firm employers offering full-time positions to commence following graduation to candidates previously employed by them should leave those offers open until at least October 1 of the student’s final year of law school provided that such offers are made prior to or on September 17, 2020. 

After September 17, 2020, employers offering full-time positions to commence following graduation to 3L students previously employed by them should leave those offers open for at least 14 days following the date of the offer letter.

 

STUDENTS NOT PREVIOUSLY EMPLOYED BY OFFEROR

Employers offering full-time positions to commence following graduation to students not previously employed by them should leave those offers open for at least 14 days following the date of the offer letter.  

 

CONSIDERATIONS FOR PUBLIC INTEREST OR GOVERNMENT JOB SEEKERS

Berkeley Law students may request that one employer (from whom they have an offer) extend the deadline to accept that offer until as late as April 1, provided that the student is actively pursuing alternative positions exclusively with non-profit or government organizations.  Employers are generally expected to grant such requests.

 

EXPLODING OFFERS AND SIGNING BONUSES PROHIBITED

Berkeley Law expects that employers participating in our recruitment activities will not apply undue pressure on our students to accept their offers.  They are also expected not to offer special inducements to accept offers earlier than is customary or prescribed under the circumstances.

 

OTHER EMPLOYER GUIDELINES

Offers of employment to students should be written.

Any offer that does not fall within the above policy proscriptions should, nevertheless, remain open for at least two weeks after the date of the written offer.  

Government, non-profit and public interest organizations as well as firms having a total of 40 attorneys or fewer in all offices are exempt from the above Policies.  Instead, offers should remain open for at least 14 days following the date of the offer letter.

Students are expected to accept or release offers or request an extension by the applicable deadline. Offers that are not accepted by the offer deadline may expire.

A student should not hold open more than three offers of employment at any one time. For each offer received that places a student over the offer limit, the student should, within one week of receipt of the excess offer, release an offer.  Students should consult with a Berkeley Law career counselor upon receiving more than one offer to assist them in effectively navigating the offer/acceptance process.

 

Please report conflicting offer practices to the Career Development Office at career@law.berkeley.edu.

 

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