Recruiting Policies
The University of California, Irvine School of Law (UCI Law) values its relationships with employers and welcomes an exchange of information at all stages of the job search process. UCI Law subscribes to all NALP Principles for a Fair and Ethical Recruitment Process, and expects students and employers with whom we work to be guided by these principles as well. The Recruitment Policies set forth below are intended to provide clarity on our expectations.
Non-Discrimination
UC Irvine School of Law is committed to a policy against discrimination in employment based on race, color, religion, citizenship, national or ethnic origin, ancestry, sex (including pregnancy, childbirth, lactation or related medical conditions), gender identity, gender expression, gender transition, sexual orientation, age (at least 40 years of age), physical or mental disability (including having a history of disability or being regarded as being disabled), medical condition (cancer-related or genetic characteristics), predisposing genetic information (including family medical history), marital status, veteran or military status, or any other characteristic protected by applicable law.
UC Irvine School of Law complies with the University of California anti-discrimination policies, which apply throughout the University of California system. https://policy.ucop.edu/doc/1001004/Anti-Discrimination. Under University of California policies, UC Irvine School of Law facilities are not available to employers whose employment practices violate applicable state or federal law. All employers interviewing on campus or posting positions for UC Irvine School of Law students are encouraged to be familiar with the University of California, Irvine School of Law Recruiting Policies and the National Association for Law Placement (NALP) Principles for a Fair and Ethical Recruitment Process. Employers are required to sign a statement of compliance before posting jobs or participating in any on-campus interviewing programs.
General Provisions
Interview Schedules
UCI Law expects employers and students to schedule interviews outside of student class times.
Offer Letters
- All offers should be confirmed in writing by an employer with all relevant details, including deadlines and reaffirmation requirements.
- UCI Law expects students to comply with all written terms of offer letters, including requests for reaffirmation.
Offer Limits
Students should not hold open more than five offers at a time, and are expected to decline offers in which they no longer have an interest as quickly as possible.
Offer Timing
All offers for employment should remain open for at least 14 days from the date of the written offer. See below for additional policies related to Early Interview Week (EIW) and pre-EIW recruiting.
Offer Extensions
Employers are encouraged to grant reasonable requests for extensions (at least 7 days) to students to whom they have extended offers.
Offers from Large Law Firms and/or NALP Members Resulting from Meet the Firms Resume Book, June Resume Book, or Pre-EIW Recruiting
All offers for employment should remain open for at least 14 days from the date of the written offer, or 14 days from the last day of EIW (before August 8, 2024), whichever is later.
Return Offers from Large Law Firms and/or NALP Members to Current 1L Summer Associates
All offers for employment should remain open for at least 14 days from the date of the written offer, or 14 days from the last day of EIW (before August 8, 2024), whichever is later.
Offers from Large Law Firms and/or NALP Members Resulting from EIW or EIW Resume Collect
All offers for employment should remain open for at least 14 days from the date of the written offer, or 14 days from the last day of EIW (before August 8, 2024), whichever is later.
Provisions for 1L Recruitment
UCI Law believes that first-year students should focus on their academic studies and transition to law school rather than job search activities during the first few months of law school. First-year students may not apply to legal positions earlier than December 1. Exceptions to this date may be made on a case-by-case basis, including for government employers requiring an extensive background check. Prior to December 1, first-year students are permitted to engage in opportunities to learn about the legal profession, professionalism, and professional development.
Prospective employers should not initiate formal one-on-one recruiting contact with first-year students, including applications, interviews, or offers prior to December 1. Educational and professional contact with first-year students is permitted at any time