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Employer Policies

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We are excited that you are interested in recruiting at CSUSB! Our diverse students and alumni are continuously looking for internship and career opportunities and look forward to connecting with you. Before recruiting on campus, please familiarize yourself with the following CSUSB Career Center policies. For any questions, please contact our Employer Engagement Team at

Employer Policies

Job and Internship Posting Guidelines

All job and internship postings are reviewed and approved at the discretion of the Career Center, and we reserve the right to choose to deny posting a position or deny employer participation at any time if it does not appear to support the best interests of students and/or the University or conflicts with the Student Code of Conduct.

The Career Center serves the entire CSUSB student population and we reserve the right to deny services to an employer or choose not to post a position that restricts application to specific populations (see: USA EEOC: Prohibited Employment Policies & Practices and USA EEOC: Employer Guidelines)

Job posting must include the following:

  • A valid job title is required.
  • Specific job duties to be performed must be included within the job description.
  • A separate job posting is required for each posting.
  • All positions must meet California Minimum Wage standards.
  • Handshake may not be used to promote opportunities which require a student to pay a fee to attend training, coursework or receive placement services.
  • Handshake may not be used to advertise job banks.

Commission-only positions must be clearly identified as such in the position description and on any recruitment materials. (Does not apply to internship postings).

Independent Contractor or Freelance positions must be clearly identified as such in the Job Title, position description and include the following text: "Independent contractors or freelance workers are responsible for paying their own taxes, filing required government forms and obtaining their own benefits including worker's compensation, disability, etc."

Employers may only recruit on campus for existing job vacancies or those which will exist by the time a candidate is available for employment with your organization. 

Positions must pay at least minimum wage for the state of California.

Positions may be posted on Handshake for a maximum of six months at a time.

Positions submitted by Third Party Recruiters must be clearly identified as such in the position description.

We do not post positions that involve work in private residences, including business offices in homes, nor do we post positions for personal assistants.

We do not post positions that require an initial investment or payment by the prospective employee. Investments include but are not limited to: requirement to attend unpaid orientation or training sessions; direct payment of a fixed fee; payment to attend orientation or training sessions; and/or purchase or rent of a starter kit, sales kit, sample or presentation supplies.

We do not post positions or allow on-campus recruitment for employers in the cannabis industry.

We do not post positions that discriminate on the basis of citizenship, status, or national origin (i.e. requires U.S. citizens only as a condition of employment), unless U.S. citizenship is required by law, regulation, executive order or government contract. (see: U.S. Department of Justice Office of Special Counsel for Immigration-Related Unfair Employment Practices ).

Employers may only recruit on campus for existing job vacancies or those which will exist by the time a candidate is available for employment with your organization. 

We do not post promotional announcements for recruitment events, graduate programs, or other activities that are non-CSUSB affiliated.

Job Offer Policy

The Principles for Professional Conduct established by the National Association of Colleges and Employers (NACE) state that "Employment professionals will refrain from any practice that improperly influences and affects acceptances. Such practices may include undue time pressure for acceptance of offers and encouragement of revocation of another offer. Employment professionals will strive to communicate decisions to candidates within the agreed upon time frame." We believe that allowing students adequate time will make them feel more secure in their choices after they have analyzed all of the available information. Also, employers can feel more confident that students have accepted their employment offer with the intention of honoring their commitment.

  • All open vacancies must be posted through Handshake in order to recruit students through the CSUSB Career Center
  • We strongly recommend giving students a minimum of two weeks response time from receipt of written employment offer.
  • Students should not be pressured to accept "exploding offers" including a quick response time, reduction in offer package, or any other practice that puts unreasonable pressure on a student."
  • Notify a student in writing of the major components of a job offer (job duties, salary, bonuses and other benefits, starting date, work location, schedule, etc.) after a verbal offer has been made.                                   

Complaints and Compliance

The Career Center reserves the right to investigate complaints by students about employers or jobs accessed through Handshake. If it is determined that a complaint is justified, Handshake access may be revoked. In such cases, the Career Center will notify the employer via email of the action.

Career Fair Policies


All Career Fair events hosted by the Career Center are solely for employers to recruit student and alumni candidates, and for students and alumni to meet employers to discuss career and internship opportunities. Career Fair events are not intended for employers to solicit business contacts. If an employer is found to be conducting business other than recruiting students and alumni for possible positions, that employer will be asked to leave the event immediately. In addition, that employer forfeits any fees associated with the event and will be subject to denial of future services.

Employers identified as third-party recruiters and/or staffing agencies, as well as companies offering independent contractor positions, may be limited to participation in Career Fair events on a wait-list basis; if space is available after the Career Fair registration deadline is reached, companies representing any of the above categories may be permitted to participate in the event.

Multilevel Marketing Companies, also called Network Marketing Companies, which sponsor an individual to set up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business, are not eligible to participate in Career Fair events. Online Job Posting Companies, recruiting and/or promoting positions on their platform, are not eligible to participate in Career Fair events.

The Career Center reserves the right to deny Career Fair services to employers as deemed necessary.


The registration and payment deadline for the job fair is one week (7 days) prior to the event. Registration is subject to cancellation if payment is not received during the stated time frame. Additionally, your organization's Handshake account will be suspended until full payment is received. 

Payment may be made by credit card or check (manual). Payment by credit card is preferred.

Invoices for manual payments will be generated by the CSUSB Accounting Department and it may take up to 14 days for your agency/company to receive the invoice. Please ensure the billing contact information provided is correct, as incorrect information may put a hold on your event registration and/or future registration for prospective recruitment events.

Send check by mail to: CSU San Bernardino Student Financial Services - UH 035, 5500 University Parkway, San Bernardino, CA 92407.

Please note the name of the event on the check. Please make a check payable to: CSU, San Bernardino - Student Financial Services. Please ensure that the employer's name (not the contact's name) appears on the check.


Registration information for all representatives attending the fair must be finalized one week (7 days) prior to the fair.

Standard registration permits a maximum of 2 representatives per registration. Tag teams of representatives that trade places during the event are not permitted.

No additional representatives may attend the fair on the day of due capacity regulations and policies. In the event that you have more representatives attend than previously registered, there will be an additional $100 fee that must be paid at the time of the event.

Cancellations, Refunds, No-Shows

All registrations are non-refundable. If an employer cancels or no-shows after the payment deadline and has not yet submitted payment, that financial obligation remains due and payable to the Career Center upon demand.

No refunds will be given for "no-shows" to Career Fair events. Fees paid are forfeited and outstanding fees remain due.

No refunds are given to any employer that has violated a Career Fair policy and is denied services. Fees paid are forfeited and outstanding fees remain due.

On Campus Interview Policy (OCI) Policy 


  • Employers may only recruit on campus for existing job vacancies or those which will exist by the time a candidate is available for employment with your organization.
  • Campus interviews must be directly scheduled and conducted by the organization's employees (not a third party).
  • Employers must adhere to Equal Employment Opportunity (EEO) guidelines.

CSUSB reserves the right to exercise its discretion to determine which employers may participate or to withdraw an offer to participate at any time.

Non-Discrimination Policy

Employers who participate in On-Campus Interviews are expected to maintain EOO compliance incongruence with the university policy of Equal Opportunity/Affirmative Action and do not discriminate on the basis of age, race, color, religion, sex, disability or national origin.

Interview Time Schedule

You may choose from three types of interview schedules. Interviews begin at 9:00 AM and the last interview ends at 4:30 PM. Schedule options include full day and half day (morning or afternoon)

Lunches are scheduled from 12:00 PM– 1 PM unless otherwise noted.

  • 30-Minute Interviews
  • 45-Minute Interviews
  • 60-Minute Interviews

Types of Interviews


Students who meet basic qualifications may apply for interviews. After the student application deadline, the interviewer will review the pool of candidates, and select students to interview, as well as alternates. After all selections have been made, the students are invited to fill interview timeslots on a first come-first served basis. Should invited students decline, the alternates selected will be able to fill in any gaps in the interview schedule.


Students who meet basic qualifications may apply for interviews. After a student applies they can select an interview time slot without employer approval on a first come, first serve basis.

Room Only:

Interview schedules are created manually by the employer, after contacting candidates directly. Rooms are available for interviews beginning at 9:00 a.m. and concluding by 4:30 p.m.

Multiple Recruiter Interviews

Some employers prefer to bring two (or multiple) recruiters for each interview session. Please advise the Career Center in advance of scheduling rooms for logistical purposes. This should be indicated in your interview request.


The Career Center requires employers who cancel interview dates after student interview sign-ups begin, or who fail to attend scheduled interviews, to contact candidates directly in order to provide notification of the cancellation. Employers who fail to attend scheduled interviews, or who cancel interview dates at the last minute may be subject to future interview requests being declined.


Free parking is provided for employers conducting on-campus interviews coordinated through the Career Center. A parking permit will be made available the day of your visit and can be picked up at the informational kiosk near the campus entrance. Invited Guest permits are valid in any unmarked parking spot but are not valid in 30-minute spaces, faculty/staff and carpool areas. Availability of parking on campus is limited, and we encourage you to carpool to help alleviate delays and arrive early.

Third Party Recruiters

Third-Party Recruiters who choose to post positions on Handshake must:

Identify as a third-party agency or recruiter in the position description.

  • Third-party recruiters are employment agencies, search firms, contract recruiters, organizations, or individuals recruiting candidates for temporary, part-time or full-time employment opportunities other than for their own needs.
  • The position description should begin with the statement "We are a third party recruiter seeking candidates on behalf of our client..."

Adhere to the Posting Guidelines and NACE Principles for Employment Professionals. Recruiters seeking access to Handshake will:

  • Provide complete job descriptions, clearly indicating that you are a third-party recruiter. You may only recruit for candidates you represent. Candidate information, including resumes obtained for a specific job opening may not be used for any subsequent job openings or for soliciting employer clients, except where specifically agreed to in writing by the candidates involved. Failure to comply with this is a violation of The Family Education Rights & Privacy Act of 1974
  • Provide the name of the organization you are recruiting for in your job description. If this information is not included your job postings will be deleted from the system.
  • Third-party recruiters are expected to maintain EOO compliance in congruence with the university policy of Equal Opportunity/ Affirmative Action and do not discriminate on the basis of age, race, color, religion, sex, disability or national origin.
  • Students and alumni will not be charged a fee for third-party recruitment services including training
  • Third-party recruiters will not have access to Resume Books.
  • Third-party recruiters are eligible to participate in on-campus recruitment events only if they are recruiting for their own respective organization or if they disclose the name of the organization they are recruiting for during the time of the recruitment activity on campus

Not charge any fees to the applicants.

This policy will remain in effect for all positions through the third-party recruiter. The CSUSB Career Center reserves the right to terminate an employer account or not post positions on behalf of the third-party recruiter.

Denial of Services

The Career Center reserves the right to refuse services to employers at any time for any of the following reasons:

  • Dishonesty and/or misrepresentation of the company and/or position.
  • Discrimination according to EEO practices
  • Failure to provide FULL DISCLOSURE of essential information concerning the nature of the position or compensation including but not limited to commission only, Job Responsibilities or applicant requirements; breach of confidentiality; reneging on established agreements between the Career Center and the employer (verbal or written); reneging on a job offer to a student
  • Failure to pay for billed services, harassment of California State University, San Bernardino students, alumni, staff or faculty.
  • Failure to adhere to Career Center employer guidelines and/or any other violation of California State University, San Bernardino rules and regulations. Any fees paid to the Career Center during this period are forfeited to the University.

Network Marketing

Network marketing organizations and franchises are not considered “employers” by Career Services and are not eligible to participate in any employer services. Such organizations are those that engage in one or more of the following practices:

  • Sponsorship of an individual in setting up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business.
  • Requirement of an initial investment from individuals, with the organization itself serving as an umbrella or parent corporation. The initial investment may be a direct payment of a fixed fee, payment to attend an orientation or training session, and/or purchase of a starter kit.
  • Compensation is often in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others.
  • Requirement of “employee” to collect and deposit their gross paycheck amount from the organization, then holding back money for advertising, promotion, administrative or other back office costs before the remainder is released as a net paycheck.

1099 Positions

The Career Center seeks to maintain a positive relationship with employing organizations from every sector of the economy. Some conditions of employment, however, are outside the range of opportunities that we would like to offer students. On-campus recruiting, attendance at career and internship fairs and/or postings to Handshake will be open to commission sales organizations only if they agree to the following conditions:

  • Commission-based positions will be posted for alumni only. No commission-based internships will be approved for posting.
  • Any candidate leaving the organization will not be found to be in debt to the organization for training expenses or for “draw against commission” in lieu of salary in cases where it is alleged that commissions earned failed to cover the amount of the draw.
Hiring International and Undocumented Students

The amendments made in federal laws governing non-citizens, specifically the Immigration Reform and Control Act of 1986 (IRCA) and the code of Federal Regulations (CFR) governing CPT and OPT make the hiring of International students possible.

A significant number of international students on F-1 visas, currently residing in the U.S. are eligible for employment under certain conditions. Practical Training: International students on F-1 visas can seek employment in areas related to their major field of study before and after graduation. There are two types of practical training:

  • Curricular Practical Training (CPT): F-1 students are eligible to participate in a curricular practical training program as an integral part of their academic curriculum. CPT is an alternative work/study, internship or practicum in the students’ major field of study. It allows international students to work off-campus while they are still finishing their studies, during a specific academic term (Fall, Spring, Winter, or Summer). By participating in CPT, students engage themselves in curricular-related employment, part-time during the Fall and Spring semesters and up to full-time (20+hrs. per week) during official academic breaks.
  • Optional Practical Training (OPT): F-1 students may be authorized for full-time employment through OPT after the completion of their studies at CSUSB. If approved for OPT, students are eligible to work for up to 12 months. While in OPT, international students may work only in a job related to their major. Additionally, students with qualified STEM degrees may be eligible for an additional 17 months of OPT. Therefore, international students with STEM degrees can be eligible to work legally in the U.S. for up to 29 months.
  • More information about hiring international students can be found on this Easy Guide to Hiring International Students Handout and/or the U.S. Citizenship and Immigration Services USCIS website.
  • Visa Category Chart
  • DACA Fact Sheet Guidance for Employers