US Recruiting Guidelines

The expectation is for US employers recruiting students for 2L summer employment at our Faculty to be guided by the NALP Principles for a Fair and Ethical Recruitment Process. Employers are encouraged to engage in responsible recruiting by ensuring that anyone involved in the recruiting process has training to avoid bias, discrimination, and harassment, and by minimizing risk of discrimination and harassment in all interactions with our students during the recruitment process.

If an employer wishes to host its own recruitment or networking events for our students, it should contact the CDO at cdo.law@utoronto.ca for guidance on the proposed date and time of the event and event advertising. Employers may also reach out to individual student organizations directly with recruiting event proposals. Employers should not schedule events at times that conflict with 1L classes.

Employers are encouraged to accept applications for 2L summer employment no earlier than January of students’ 1L academic year (our Faculty’s 1L fall term grades are typically released in the second half of January; guidance on our Faculty’s grading policy can be found here). Note that our Faculty’s grading system does not allow the computation of grade point averages and individual class rank is not computed.

Employers may not schedule interviews with students at times that conflict with classes or exams (here is a link to the current timetable). Employers are strongly encouraged to conduct interviews via videoconference and to schedule interviews at times that will minimize disruption to students’ academic obligations (for example, offering a candidate multiple possible interview times or stating explicitly that if the student has a conflicting class or exam that the employer will work with the student to find an alternative time).

Note that as per the Faculty’s Academic Handbook, academic considerations are not available to students who miss classes and deadlines for the purpose of pursuing employment. 

For in person interviews or firm tours/events, employers are encouraged to clearly inform students of the reimbursement policy in advance of students incurring travel expenses. Employers are encouraged to reimburse students promptly for reasonable travel expenses submitted under their policies.

Offers should be made in writing and contain all material terms and conditions of the employment (including with respect to bonuses and stipends). Offers should remain open for a minimum of 14 days after the date of the offer letter. Employers are encouraged to grant reasonable extensions if requested by the student in order to allow students to consider their options.

The expectation is for students participating in US Recruiting at our Faculty to be guided by the NALP Principles for a Fair and Ethical Recruitment Process. Students are expected to treat all employer representatives with respect and courtesy and behave in a professional manner at all times throughout the recruiting process.

Students are discouraged from interviewing during scheduled classes and exams. As per the Faculty’s Academic Handbook, academic considerations are not available to students who miss classes and deadlines for the purpose of pursuing employment. Students are reminded that prioritizing law school academics is an important factor for succeeding in the US recruit.

Students should expeditiously release offers that they have no expectation of accepting. Students who accept an offer for summer employment are expected not to pursue other, conflicting opportunities.