Employer Policies

The Career Development Center operates under the practices set forth by the National Association of Colleges and Employers (NACE), Principles for Ethical Professional Practice. Visit NACE’s website for more information.

NC State’s ePACK career management tool is intended to serve the NC State student population by providing full-time, co-op, internship, and part-time positions, related to a student’s course of study at NC State. Our primary focus is full time salaried and paid internship/co-op opportunities. Please note that NC State Career Development Center reserves the right to decline or remove any employer or job posting that they feel is not in the best interest of our students. Employers must have an approved ePACK account to be considered for career fairs or on-campus recruiting events.

• NC State University reserves the right to determine if a posting is in violation of the guidelines. Postings that are in violation of our guidelines are subject to being removed immediately and without notice.
• By posting your job or internship, you agree that it is in compliance with our guidelines. In order to prevent abuse and to keep this system appropriate for our students who are people of all ages, ethnicities, religions, and nationalities, we reserve the right to remove any listings that are in violation of the guidelines.

Employers can utilize ePACK to post opportunities for NC State students and alumni. Organizations can request an account and post a job in a single step. Please note that employer account approvals may take up to 10 business days, while job posting reviews may take 2-4 business days.

ePACK serves as a resource for NC State students seeking high-impact, major-related opportunities that align with degree programs offered at NC State.

All job postings undergo review by a team of employer relations staff members to ensure they meet our criteria.

A job posting must meet all of the following criteria listed below in order to be approved:

1. The company/organization must have an active website and a company email address.
2. The job must pertain to a major offered at NC State or require a relevant major or college degree.
3. Salary must be clearly stated, not left blank, not listed as commission only, and must meet the Fair Labor Standards Act (FLSA) criteria.
4. The job description must provide a clear description of who is qualified.
5. Positions requiring charges to the applicant, including training, marketing, and/or sales materials, will not be approved.
6. Job postings should not require students to provide on-campus solicitation or products or services not authorized by the university.
7. Employers must not be private individuals requiring candidates to work out of private premises.
8. Postings containing advertising, promotion, solicitation for goods, services, or funds, or solicitation for others to become members of any enterprise or organization, will not be approved.
9. Positions requiring the candidate to work with a product or service that is not legal will not be approved.
10. Positions requiring door-to-door solicitation, including political canvassing and telemarketing, will not be approved.
11. Postings must comply with all applicable federal and state laws including but not limited to the the Fair Labor Standards Act (FLSA) and the Immigration and Nationality Act (INA).
    • The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.  FLSA and unpaid internships information is available here:  https://www.dol.gov/agencies/whd/compliance-assistance/handy-reference-guide-flsa;   https://www.dol.gov/agencies/whd/fact-sheets/71-flsa-internships.
    • The Immigration and Nationality Act (INA) prohibits employment discrimination based on citizenship status, immigration status, and national origin except where such restrictions are required in order to comply with law, regulation, executive order, or Attorney General directive, or where they are required by Federal, State, or local government contract.  INA information is available here:https://www.justice.gov/crt/immigrant-and-employee-rights-section.

Third-party recruiters are agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.  This definition includes, but is not limited to:

• Employment agencies—Organizations that list positions for a number of client organizations and receive payment when a referred candidate is hired. The fee for listing a position is paid either by the firm listing the opening (fee paid) or by the candidate who is hired.
• Search firms—Organizations that contract with clients to find and screen qualified persons to fill specific positions. The fees for this service are paid by the clients.
• Contract recruiters—Organizations that contract with an employer to act as the employer’s agent in the recruiting and employment function.
• Online job posting or resume referral services—For-profit or commercial organizations that collect data on job seekers and display job opportunities to which job seekers may apply. The data collected on job seekers are sent to prospective employers. Fees for using the services may exist for the employer, school, or job seeker.

Third-party recruiters are invited to post positions in ePACK and may contact candidates who apply directly. Third-party recruiters will not have access to the online resume books. Invitations to career fairs will be made by individual directors of each fair.

It is strongly encouraged that third-party recruiters disclose to students the name of the client(s) they represent and to whom the students’ credentials will be disclosed.  In the event that the third-party recruiter wishes to keep this information confidential, they will disclose contact information for the organization, upon request to the Career Development Center so that we can verify that you are recruiting for a bona fide job opportunity. The Career Development Center will respect the confidentiality of this information.

Third-party recruiters will not disclose any student information to any employer without obtaining prior written consent from the student. Under no circumstances can student information be disclosed other than for the original recruiting purposes nor can it be sold or provided to other entities. Online job postings must prominently display their privacy policies or a link to the website where they can be viewed, specifying who will have access to student information.

Employers are advised to provide candidates with a minimum of two weeks from the date of offer to evaluate opportunities for both internships and full-time positions. For Co-op positions, a window of at least five business days is preferred.

Additionally, we encourage employers to consider requests for additional time on an individual basis. Offers made to students for positions should be documented in writing. Verbal offers should be followed up with written offers.

Employers are expected to adhere to the guidelines established by NACE. For further information, please visit the NACE website.

Please contact the event sponsor for specific cancellation policy.