Career Development Policies
Career Development reqiuires all persons utilizing our services to review and abide by the policies outlined below.
Students must present all information on their resumes truthfully and without misrepresentation. Any error or misrepresentation, no matter how small or unintentional, will result in a cost to students (e.g., of redoing resumes). It may also result in a professional cost (e.g., inquiries by employers, loss of employment opportunities, damage to professional reputation). Career Development encourages students to consult their career counselors and submit their resume for review.
ALL VIOLATIONS OF POLICY CONCERNING MISREPRESENTATION OF RESUME INFORMATION WILL BE DIRECTED TO THE DEAN'S OFFICE FOR DISCIPLINARY ACTION.
- Students may list expected or anticipated work experience only after they have accepted a formal offer of employment from the employer.
- Students who add grades, grade point average(s) (G.P.A.s), and/or percentile/numeric ranks to their resumes must list the information exactly as issued by the Office of the Registrar (even those ending in .00). "Issued" means the student has received the Registrar's official notice permitting students to use the information on PROWL for resume purposes.
- Any grades, G.P.A.s, percentile/numeric ranks, honors, awards, and memberships students add to resumes must be verifiable through the Registrar.
- Students may list the First Honors Award on a resume only after they receive the Registrar's formal notification.
- All student resumes must conform to the Career Development policies regardless of how or to whom students submit the resume (e.g., via Symplicity, through OCI, directly to employers) and regardless of the job source (i.e., Career Development or outside source).
- At the end of the Spring semester, the Registrar determines G.P.A. cutoffs for the top 5%, 10%, 15%, 20%, 25%, 30%, 40%, and 50% of each class, by division. Students in the top 5% receive a numerical (e.g. #7 of 262).
- Students can only list the Registrar-issued cumulative and/or annual rankings. Students may not alter rankings based on subsequent Summer or Fall semester grades.
- Students may list a prior year's rank so long as students identify the date (e.g., "Top 50% Annual Rank as of Spring 2020").
- Students may list their class rank without listing the corresponding G.P.A. provided they (1) indicate whether it is their cumulative or annual rank and (2) identify the corresponding term (e.g. "Top 50% Cumulative as of Spring 2020").
- The Registrar provides G.P.A.s as follows:
- Term: A calculation for each separate term (Fall, Spring or Summer).
- Annual: A calculation for an academic year which combines Summer, Fall and Spring (the Summer that precedes the Fall and Spring semesters).
- Cumulative: A calculation of all grades to date.
- Students may list any term, annual, or cumulative G.P.A. so long students identify the term and year (for term and cumulative G.P.A.s) or by the academic year (for annual G.P.A.s).
G.P.A. With Rank
If students choose to list their class rank, they may also choose to list the corresponding Spring cumulative G.P.A., especially if they wish to indicate the proximity of their G.P.A. to a particular rank cutoff. Students must ascertain their correct percentile ranking based on G.P.A. cutoffs from the Registrar. Students may indicate rank in one of four ways:
Assuming a cumulative G.P.A. as of Spring 2020 for a student is 3.50 and the top 25% G.P.A. cutoff is 3.51*, the student may:
- Indicate rank and corresponding Spring term without the corresponding Spring cumulative G.P.A.
Top 30% Culmative as of Spring 2020
- Indicate G.P.A. and the specific percentile in which it falls:
Cumulative G.P.A. as of Spring 2020 - 3.50/Top 30%
- Indicate G.P.A. and the percentile cutoff closest to it regardless of whether the G.P.A. is within or below the percentile:
Cumulative G.P.A. as of Spring 2020 - 3.50
Top 25% = 3.25
- Indicate G.P.A and the number of points it falls away from a percentile cutoff:
Cumulative G.P.A. as of Spring 2020 - 3.50
(within .01 of top 25%)
*The Top 25% G.P.A. cutoff used here is for example purposes only. It is not to be used as a guide in determining a student's percentile rank.
1L (1D/2E) Mid-Year G.P.A./Grades
- The Registrar provides a G.P.A. for all courses at the end of the Fall term. The Registrar will identify this on the transcript as the "term" G.P.A.
- If a "G.P.A." consists of only one final grade, Career Development recommends that students list it as a final course grade rather than as a G.P.A.
- If students list a term G.P.A., students must (1) identify the semester and year and (2) label it as "Term G.P.A."
Fall 2020 Term G.P.A. - 3.45
- Final course grades as issued by the Registrar for individual courses may be listed on the resume. Students may select the courses for which they wish to display final grades. Course grades may not be displayed on the resume until students have received official notification that the information on the Student Web Services (SWS) may be used for resume purposes. There is one exception to this rule: first-year students may list Fall grades on their resume as soon as they are available (and before they are officially released by the Registrar's Office).
- Students may list midterm grades so long as they also list the final grade soon as it becomes available. Until the Registrar posts the final grade, students may list midterm grades alone. Students may select the course(s) for which they wish to display such grades. If such grades have been normalized, students may only list the normalized grade. If grades have not been normalized, students must identify them as non-normalized grades on the resume.
Partial Loads and Internal Transfers
- The Registrar does not rank students who carry a partial load during the first year. If these students list their cumulative G.P.A., they must note that they are not currently ranked.
Cumulative G.P.A. as of Spring 2020: 3.50
(not currently ranked due to partial load)
- The Registrar permits first year students who carry a partial load as a result of a disability accommodation granted by the Committee on Disability Issues to be ranked along with their first year class. These students do not need to note "partial load" on their resume.
- Students who transfer between divisions effective with the Fall semester may not associate their most recent Spring cumulative G.P.A. with the corresponding rank of the division (i.e., students who were in the Evening program as of Spring 2020, but then transferred to the Day division as of Fall 2020, cannot associate their Spring cumulative G.P.A. with the Day division).
On-Campus Interview (OCI) Program
- JD 2L (2D/3E) and JD 3L (3D/4E) students are eligible for Fall OCI. JD 1L (1D/2E), JD 2L (2D/3E), and JD 3L (3D/4E) are eligible for Spring OCI. Career Development classifies JD students, joint degree students (JD/MBA, JD/LLM), students returning from a leave of absence, and internal transfer students who transfer from Day to Evening or vice versa according to the anticipated graduation date they report to the Registrar.
- Graduate students in the Master of Laws Tax LL.M., Master of Laws LL.M. (for Foreign Trained Attorneys), Master of Tax Law, Master of Science in Legal Studies, and Doctor of Juridical Science programs are also eligible for both Fall and Spring OCI, but should note that the vast majority of employers who utilize OCI for recruitment target JD students.
- JD and graduate students must be attending Loyola Law School during the Fall semester if participating in Fall OCI and the Spring semester for Spring OCI. They must intend to remain enrolled throughout the semester.
- Outgoing transfer students are eligible to bid on all employers participating in OCI; those who decide to transfer out should participate in OCI at their new school–not at Loyola.
- Incoming transfer students may participate once the Registrar confirms enrollment; bidding deadlines still apply to incoming transfer students regardless of when they transfer into Loyola.
- Visiting students must maintain the same status (full-time or part-time) as they do at their home law school to be eligible. Visiting students must carry the minimum unit load required by Loyola in order to participate: 12 for full-time and 8 for part-time.
- All JD students must submit their resume for review. All resumes must follow the Resume Policies and Guidelines.
Interview Sign-Ups & Cancellations
- There is no limit to the number of employers to which students may apply. However, no student may have more than twenty (20) on-campus interviews during a single OCI program. This does not include any interviews held off campus or any interviews obtained via a resume collect or resume send. Exceptions to the 20-interview cap will be made only when an employer's alternate list has been exhausted.
- All interviews must be confirmed or declined by the specified end date of the respective sign-up period. If you must cancel your interview after you have confirmed, you must notify the Career Development Center at least 48 business hours before the time of your interview. If you cancel with less than 48 business hours notice, you are required to provide a written explanation to Career Development. If Career Development is unable to replace you, you must provide an apology to the interviewer. Failure to give such notice may impact future participation in OCI.
Part-Time Work Restrictions
A full-time Day Division student may not work more than twenty (20) hours per week during any semester.
Loyola Law School is a member of the National Association for Law Placement (NALP) and the Association of American Law Schools (AALS) and adheres to a policy of non-discrimination in the hiring, compensation, work assignment or promotion of any person on the basis of sex, age, race, color, religious creed, national origin, sexual orientation, disability, marital, parental or veteran status or the prejudice of clients.
Standards for Use of Placement Services & Complaint Procedures
The Law School Faculty Career Development Committee periodically reviews the complaint policy and procedures for filing such complaints. The policies and procedures are subject to the Dean's discretion when under review.
- Policy Regarding Conduct of Employers Utilizing Placement Facilities
- Remarks by an employer or employer's representative that are inconsistent with Loyola's non-discrimination policy shall constitute a violation of the policy if the remarks are made in the course of the hiring process whether expressed as personal views or as the views of the employer.
- Use of Loyola Law School's employment facilities is a privilege. Employers must adhere to the following minimum standards regarding the revocation of offers of employment or rescission of employment contracts, except (1) when such revocation or rescission is for cause (e.g., when a student misrepresents his/her qualifications, or (2) when the employer is ceasing operations:
- The employer will notify the Career Development Center and all affected students of the revocation or rescission;
- The employer will provide a written explanation for the revocation or rescission;
- The employer will extend reasonable job search assistance to all affected students, including but not limited to, letters of reference, personal referrals, and secretarial support.
- The employer will honor pre-employment monetary commitments, such as payment of bar examination fees, bar review fees, and stipends. If the student accepts another offer from a second employer that will provide substantially the same preemployment benefits, the revoking or rescinding employer may regard the commitment as discharged.
- The Career Development Center shall also keep records of verified revocations or rescissions in the employer's file, which is accessible to all students using the facilities.
Informal Complaints and Resolution
- Any student who believes that an employer has violated the Law School's policy may file a written informal complaint with the Assistant Dean for Career Development (the Assistant Dean). The complaint should provide as detailed an account as possible of the incident and should be identified as an informal complaint.
- Investigation of informal complaints is the responsibility of the Assistant Dean.
- If the Assistant Dean determines that the complaint is not insubstantial, the Assistant Dean shall inform the employer of the complaint and seek an explanation of the conduct in question. If the Assistant Dean concludes that the conduct was improper, the Assistant Dean shall attempt to remedy the problem, for example, by encouraging the employer to take appropriate steps, including an apology to the affected student or students, reaffirming adherence to the School's policy, or modifying the employer's practices. If the Assistant Dean believes that conciliation is possible and would be useful, the Assistant Dean may attempt to resolve the matter in a way that is agreeable to both parties.
- A student who is dissatisfied with the outcome of the informal complaint procedure may file a formal complaint subject to the procedures outlined in this policy. The filing of an informal complaint within two weeks of the incident shall satisfy the requirement of section 3 for formal complaints.
- If a student making an informal complaint requests that his/her name be kept confidential, the student's name shall not be revealed. If the student makes a subsequent formal complaint, his/her identity will be revealed to the employer and members of the Law School faculty or administration involved in the complaint resolution procedure but otherwise shall remain confidential from other employers, and the general Law School community.
Procedure for Students to Make a Formal Complaint
- Students should make a written statement of their complaint to the Assistant Dean. The complaint should provide as detailed an account as possible of the nature of the incident and identify itself as a formal complaint. The complaint must be made within two (2) weeks of the incident.
Initial Disposition of Formal Complaint
- The Assistant Dean shall make an initial determination whether there is probable cause to believe that the standard of conduct for employers has been violated. If the Assistant Dean determines that probable cause exists, the charge of violation will be promptly reported to the Dean of the Law School (the Dean). In making this determination, the Assistant Dean should interview the student who makes the complaint and may interview other students who interviewed with the employer in question.
- If, in the opinion of the Dean, action should be taken on the charge, the employer who is the subject of the charge will be given a copy of this policy and written notice of the specific standard of conduct alleged to have been violated and of the acts alleged to constitute a violation.
- By written notice to the Dean within ten (10) working days of the receipt of the written notice, the employer may elect to have the matter determined by the Dean without formal hearing or to have the complaint referred to the Placement Complaints Committee for hearing and determination.
- In the absence of written notice by the employer to the Dean within the time provided, the Dean may determine the matter without formal hearing or refer it to the Placement Complaints Committee for hearing and determination.
- In the event of a determination by the Dean without formal hearing, the Dean shall notify the student and the employer in writing of the action taken.
- If the employer elects a formal hearing before the Placement Complaints Committee or if the matter is referred by the Dean to the Placement Complaints Committee, the employer may be represented by counsel.
Placement Complaints Committee
- Composition: The Placement Complaints Committee shall be composed of the following members:
- Chairperson: The Associate Dean for Academic Affairs (the Associate Dean) shall serve as Chair of the Committee. The Chairperson shall not vote except to break a tie.
- Members: Three members of the faculty committee with responsibility for placement shall be selected by the Dean to serve on the Placement Complaints Committee.
- Term: The term of service shall be the academic year.
- Replacements: Should the designated chair or any member of the Committee be unable to serve, the Dean shall appoint a replacement from the faculty.
Hearings of the Committee
- Notice: The Chairperson shall set the date, time and place for hearing, and shall give written notice thereof, together with the notice of the specific standard of conduct alleged to have been violated and the specific acts alleged to constitute a violation to the employer, to the complaining student, to any person(s) who is to present evidence of the charge, and to the Committee members. Such notice of initial hearing shall be given not fewer than ten (10) days before the hearing date.
- Employer Rights: The employer shall have the following rights at the hearing:
- To be represented during the taking of all evidence. If the employer or the employer's representative refuses to appear or fails to appear, the employer shall be deemed to have waived this right and the Committee may proceed to hear and determine the matter.
- To confront and cross examine witnesses.
- To present witnesses or, in the case of an employer who is an individual, to testify.
- To decline to present witnesses, or in the case of an employer who is an individual, to decline to testify.
- To be represented by an attorney.
- Rights of the Complaining Student: The student who lodges a complaint shall have the following rights in connection with the hearing:
- To be present during the taking of all evidence.
- To be accompanied by a member of the faculty of the student's choice or another student during the proceedings. The presence of such an accompanying person shall be voluntary; the Law School does not guarantee that a member of the faculty will be available for this purpose.
- To testify. Refusal by a complaining student to testify shall constitute a withdrawal of the student's complaint.
- Privacy: Hearings shall be held in private. Matters presented during the hearings and the decision of the Committee shall be communicated to the complaining student and the employer charged with a violation, but shall otherwise be kept in confidence; provided, however, that the Dean may make such disclosures as the Dean deems appropriate. The Dean may communicate a determination that a violation has occurred to other law schools if the Dean determines this action would be appropriate.
- A member of the Committee shall disqualify himself/herself if in his/her opinion he/she will be unable to render an impartial decision in the matter.
- Any member of the Committee and the Chair shall be subject to challenge for cause upon a showing of a reasonable probability that he/she will be unable to render an impartial decision in the matter.
- Standard of Proof: The Committee shall find a violation if there is clear and convincing evidence that the policy has been violated.
- The Committee shall render its decision in writing. The decision whether to make a written or electronic record of testimony before the Committee shall be at the discretion of the Committee. The Committee's written decision will include an evaluation of the seriousness of the violation.
- Upon a finding of a violation by the Committee in the event of a formal hearing or upon his/her own determination of a violation, the Dean will devise an appropriate remedy. The Dean may impose an authorized remedy, as specified in the following subsection, or may negotiate an appropriate remedy with the violating employer.
- The following are authorized remedies for violation of the standard of conduct:
- Permanent Exclusion: Complete and permanent exclusion of an employer from the use of the Law School's placement services.
- Indefinite Suspension: Complete exclusion of the employer from the use of the Law School's placement services. Indefinite suspension may be lifted by the Dean following application by the suspended employer. The Dean shall have the authority to terminate the suspension and to impose such conditions as he/she deems advisable under the circumstances.
- Suspension Until Specified Date: Complete exclusion of the employer from the use of the Law School's placement services until a specified date.
- Identification of Firm in Materials Distributed to Students: Identification of the employer as having violated the Loyola's employer conduct policy in such detail as the Dean or the Dean's representative deems appropriate.
- Requirement of Apology: Require the firm to make a written and/or an oral apology to the affected student(s). Making the required apology would be a precondition for any future use of the placement facilities.
- The foregoing penalties are not mutually exclusive and may be imposed in combination.
- Record of a prior violation of the standard of conduct for employers may be considered in determining the appropriate sanction for a subsequent violation.
Location of School
- Reciprocity is offered to law schools located outside of the Los Angeles metropolitan area in selected geographic areas (please contact our office for areas).
- Reciprocity is not offered to students or alumni of Los Angeles County or Orange County law schools.
- A letter requesting reciprocity must be received at least one week in advance from a representative of the career services office at the requesting individual’s law school.
- Reciprocity is granted on a "one for one" basis.
- If utilizing any in-office resources, students/graduates should call Career Development prior to their visit to ensure that reciprocity has been granted. Students/graduates should bring some form of photo identification.
- Reciprocity will be denied if the requesting school has made multiple requests without providing reciprocal services to a Loyola graduate or student in the interim.
- 2L/3L students and graduates.
- Loyola Law School will offer the same services, within the same parameters of the requesting law school provided that they do not conflict with the restrictions outlined below.
- Counseling and on-campus interviews are not available.
- Continuous reciprocity is not available. Only one request per student/graduate per academic year will be granted. If an imbalance with the requesting school occurs, reciprocity will be denied until there is balance.
- Reciprocity is suspended during the On-Campus Interview (OCI) programs (late July through mid November, February through March).
- Reciprocity is granted for only one ABA-accredited school per visit in the Los Angeles area.
- Loyola Law School maintains open reciprocity with the University of San Francisco, University of San Diego and Santa Clara University. Students and graduates of these schools do not require a letter from their career services office, but should call our office in advance. Blackout periods during the OCI programs will still apply
Loyola Law School reserves the right to refuse or rescind privileges/services at any time.