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Recruiting and Procedures for Employment Professionals
Employers may use San Jac Works to advertise current and/or anticipated full-time or part-time job opportunities, career-related paid or unpaid internships, co-op positions, volunteer opportunities, and summer or seasonal positions.

To qualify as a legitimate career opportunity under this procedure, the position must satisfy the following criteria:

• The position must pay a regular salary or hourly wage; it cannot be 100% commission-based;
• The position or opportunity does not require the candidate to pay a fee for training, purchase a membership, and/or buy or invest in products for the position; and
• The position requires the employee to complete new-hire paperwork such as an I-9 or W4. In addition, employers must satisfy the following posting requirements.

Job Posting Requirements
Requests for submission must include the full, accurate, and legal name of the employer/company; website address; street address where the work will be performed; corporate address and business phone number; job title and accurate position description; position qualifications; and full name of a representative of the employer and representative’s contact information at the employer/company (phone number and email address).

The request for submission must include an official email address for the employer/company and not a personal email account (e.g., Gmail).

Preference will be given to job postings that directly relate to the curriculum within a degree or certification program offered by San Jacinto College. Each job posting will be individually evaluated for compliance with these procedures. The College does not categorically ban job postings based on industry affiliation.

Exclusions
San Jacinto College will exclude job postings as follows:

1. Postings that promote a business opportunity, venture, or investment as opposed to a true job position for gainful employment.
2. Postings for “Personal Assisting” positions or “Remote Administrative Assistant” positions that do not require a formal interview as part of the hiring process.
3. Postings that require applicants to submit funds or a payment with their applications or provide personal information such as bank account or social security numbers with their applications.
4. Postings that discriminate based on race, color, sex, pregnancy, age, disability, veteran status, religion, or national origin/shared ancestry.
5. Postings by employers/organizations who have been found by a court or regulatory agency to have violated state or federal laws prohibiting unlawful discrimination.
6. Postings by employers/organizations (or their owners or executives) who have been found criminally or civilly responsible for, or are under indictment for, human trafficking, drug trafficking, organized crime, bribery or corrupt influence, prostitution, public indecency, sexual assault, drug or alcohol violations, fraud, or related criminal conduct.
7. Postings by employers/organizations (or their owners or executives) who have engaged in fraud or misrepresentation.
8. Postings that are misleading as to the nature of the business or the position being advertised.
9. Postings by employers/organizations (or their owners or executives) who have violated state or federal labor laws, including child labor laws and the Fair Labor Standards Act.
10. Postings for positions that involve conduct that would violate the Texas Penal Code, including but not limited to sexual contact, public lewdness, or indecent exposure (§§21.01, 21.07, 21.08); prostitution or promotion thereof (§§ 43.02, 43.03); promotion of intimate visual material or obscenity (§§ 21.16 and 43.21-43.23); sexually oriented performances (§ 43.28); and/or employment harmful to persons under 21 involving sexually oriented commercial activity such as requiring the individual to work nude or topless (§ 43.251).
11. Postings by employers/organizations that are not licensed to operate the type of business at issue.

In addition, the College may exclude postings that are missing required information or that contain grammar or typographical errors.

Procedure

1. Decisions on proposed postings typically will be made within seven business days unless additional information is needed about the posting or the employer/organization.
2. An employer/organization whose job posting is excluded from San Jac Works may seek review of the decision by submitting an appeal to the Career and Transfer Department at career.centers@sjcd.edu. The appeal decision will be guided by the standards described in this regulation. Appeals typically will be decided within seven business days.
3. The appeal process will be reviewed by the districtwide Career and Transfer Coordinators within 10 business days of receiving the appeal request. If the employer disagrees with the decision made by the districtwide Career and Transfer Coordinators, they may appeal to the districtwide Advising, Career, and Transfer Directors. An appeal decision will be made within 10 business days of receiving the appeal from the employer. If the employer disagrees with the decision made by the districtwide Advising, Career, and Transfer Directors, the employer may appeal to the Dean of Student Advising as the final job posting approval.

San Jacinto College’s Career and Transfer office follows the strict standards of Professional Conduct for Career Services and Employment Professionals through the National Association of Colleges and Employers (NACE). Approved participating employers are encouraged to be familiar with and to abide by these principles.

NACE Principles for Professional Conduct for Career Services and Employment Professionals.

Recruitment and Scheduling Procedures
Employer representatives are expected to comply with Equal Employment Opportunity regulations and related legislation in their recruitment and hiring practices (job postings, on- campus recruiting, campus visits and job fair attendance). Consideration should be afforded to all candidates without regard to race, religion, color, sex, disability, sexual orientation, gender identity, national origin, or age.

San Jacinto College Equal Opportunity Statement
The San Jacinto College District is committed to equal opportunity for all students, employees, and applicants without regard to race, creed, color, national origin, citizenship status, age, disability, pregnancy, religion, gender, sexual orientation, gender identity, genetic background, marital status, or veteran status in accordance with applicable federal and state laws. The following College official has been designated to handle inquiries regarding the College's non-discrimination policies: Vice President of Human Resources, 4620 Fairmont Pkwy., Pasadena, TX 77504; 281-991-2659; Sandra.Ramirez@sjcd.edu.

Employment Practices for Third Party/Contract Recruiters/Staffing Agencies
Third parties (employment/staffing agencies and search firms) may use San Jac Works for job postings only if they:

• Charge no fees to the candidate;
• Provide the name of the client company that they are working with for staffing needs;
• If requested, provide a position description for valid openings;
• In accordance with the Family Educational Rights and Privacy Act, release candidate information provided by the college exclusively and only to the identified employer. Re- disclosure of candidate information is not permitted;
• Comply with all federal and state Equal Employment Opportunity (EEO) laws (including Title VII, Title VI, Title IX, and Americans with Disabilities Act).

Unpaid Internships
San Jacinto College’s Career and Transfer office believes that experiential learning opportunities, such as internships, may add to the college education experience. In some instances, employers leverage unpaid internships to assist students in gaining real world job experiences. In these situations, we ask employers to consider the following guidelines from the Department of Labor before posting unpaid experiential learning opportunities:

1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
2. The internship experience is for the benefit of the intern;
3. The intern does not displace regular employees, but works under close supervision of existing staff;
4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may be impeded;
5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

Nondiscrimination: In their execution of this agreement, all contractors, subcontractors, their respective employees, and others acting by or through them agree that they will comply with all federal and state policies and laws prohibiting discrimination, harassment, and sexual misconduct. Any breach of this covenant may result in termination of this agreement and removal of the employer’s postings.

For additional federal government guidelines and standards on internships, please see the Fair Labor Standards Act Advisor.

All employers must comply with the above conditions to be approved to use San Jac Works. Third party participation is limited to job postings.