The Cockrell School of Engineering at The University of Texas at Austin is a member of the National Association of College and Employers (NACE), the association for human resources and career services professionals. As members, we abide by organization principles, which serve as the framework and foundation for practices within the career planning, placement and recruitment processes. The following links provide detailed information about NACE's principles and other recruiting practices we support. The staff in the Career Center trusts employers will support these policies while recruiting at The University of Texas at Austin.
Nondiscrimination and Equal Opportunity
The University of Texas at Austin is committed to an educational and working environment that provides equal opportunity to all members of the university community. In accordance with federal and state law, the university prohibits unlawful discrimination, including harassment on the basis of race, color, religion, national origin, gender, including sexual harassment, age, disability, citizenship and veteran status. Discrimination on the basis of sexual orientation, gender identity or gender expression is also prohibited pursuant to university policy.
The following person has been designated to handle inquiries regarding the non-discrimination policies, including but not limited to serving as the university’s Title VI/IX/ADA/ADAAA and 504 Coordinator:
Senior Associate Vice President, Division of Diversity and Community Engagement
P.O. Box 7609
Austin, Texas 78713
The office of the Dean of Students has primary responsibility for responding to questions about and receiving student complaints of discrimination of or by students. Students who believe they have been subjected to discrimination on the basis of sexual orientation should consult with the assistant dean of students. Additionally, students or employees may address questions or complaints to a department chairperson or other university administrative personnel within the department of administrative area in which such actions are alleged to be occurring. In such cases, the chairperson or administrator should immediately contact the assistant dean of students or the Equal Opportunity Services office for consultation.
It is the policy of The University of Texas at Austin to provide an educational and working environment that provides equal opportunity to all members of the university community. In accordance with federal and state law, the university prohibits unlawful discrimination, including harassment on the basis of race, color, religion, national origin, gender, including sexual harassment, age, disability, citizenship and veteran status. Procedures for filing discrimination complaints on the basis of gender, including sexual harassment, are addressed by HOP Policy 4.B.2. Pursuant to university policy, this policy also prohibits discrimination on the basis of sexual orientation, gender identity and gender expression.
The University of Texas at Austin is committed to this policy in the operation of the Career Services and services are available only to employers who conform to these policy in hiring. Any complaint that an interviewing employer does not conform to this policy with regard to hiring will be investigated to determine whether such practices have indeed occurred.
Students using the Career Services are advised of their rights under federal law and of the method for filing a complaint with the appropriate agency. Each interviewer should be familiar with the UT Career Services recruiting guidelines as well as the equal employment provisions of federal law.
No Alcohol During Recruiting Policy
NACE's Principles for Professional Conduct says that serving alcohol to job candidates is inappropriate and inadvisable. This is intended to demonstrate the Engineering Career Assistance Center's support of the "No Alcohol in Campus Recruiting" policy.
The principle states, "serving alcohol should not be part of the recruitment process on or off campus including receptions, dinners, company tours, etc." Having an open bar, a paid bar, or holding a recruiting event in a bar is inappropriate. Given the problem of alcohol abuse on college campuses, serving alcohol at a reception or dinner sends the wrong message. Further, many college students are younger than the state's drinking age (21), and many college campuses now have a zero-alcohol-tolerance policy in effect. Therefore, serving alcohol could be in violation of a state's law and a school's policy.
ECAC does not permit the use of work authorization, visa status, or citizenship data on the online job board. This action is in compliance with a Department of Justice determination. More information can be found on their website:
ECAC assumes that a prospective employer will advise all job applicants about the employer's responsibilities regarding any specific job requirements in order for the employer to be in compliance with the various United States national security or export control statutes that might affect the position being posted. Volunteering of this information could be provided at the time of application or when a prospective applicant makes a position-specific inquiry.
75 Percent Rule
The career centers at The University of Texas at Austin have a policy that will not allow more than 25 percent of an interview schedule to be filled by students outside of that school. If you wish to recruit students in multiple colleges at the university, we encourage you to connect with each career office.
The Family Educational Rights and Privacy Act (FERPA) is a federal law that pertains to the release of and access to student educational records. FERPA prohibits us from giving out information without consent from the student.