General employer guidelines
National Association of Colleges and Employers (NACE)
Binghamton University’s Fleishman Center for Career and Professional Development is a member of the National Association of Colleges and Employers (NACE) and adheres to guidelines set forth in the NACE Principles for Professional Practice. We expect employers who recruit at Binghamton University to adhere to the Principles for Employment Professionals.
Equal Employment Opportunity
Employers must adhere to the Equal Employment Opportunity Commission (EEOC) recruitment
and employment laws, including offering employment without regard to race, sexual
orientation, color, religion, sex, national origin, age or citizenship unless legally
required, and provide equal opportunity to handicapped individuals and disabled veterans.
Employers must adhere to the Department of Labor, EEOC and federal and New York state laws.
Right to refuse service
We reserve the right to refuse service to employers for factors such as:
- misrepresentation by dishonesty or lack of information
- complaints by students
- harassment of Binghamton students, alumni or faculty/staff
- breach of confidentiality
- requiring, at the time of application, personal information such as bank and Social Security Numbers
- positions not likely of interest to college students or alumni
- excessive outlay of personal funding required to obtain the position
- failure to adhere to Fleishman Center policies and/or any violation of Binghamton University rules and regulations, and/or local, state or federal laws
- direct competition to the services provided by the Fleishman Center or requiring a fee for services similar to what the Fleishman Center offers
- The Fleishman Center reserves the right to make exceptions or changes to these guidelines at any time or as warranted by unique circumstances. Situations will be handled on a case-by-case basis.
- Any employer who fails to meet these guidelines, or is found to violate them in any way, may be denied access to hireBING and recruitment opportunities on campus.
- hireBING job/internship posting guidelines
- By posting a position on hireBING, Binghamton University has no responsibility or liability regarding the position or employer.
- If we discover the position or employer account is misrepresented in any way, access to hireBING will be removed.
General hireBING guidelines
By posting a position in hireBING, the following guidelines are to be understood:
- Access to student/alumni résumé books on hireBING is to be utilized for employment purposes only.
- hireBING is not a source for the posting of training or post-graduate education programs.
- Each position within hireBING is reviewed for accuracy and complete information.
- The Fleishman Center can refuse a posting based on criteria such as missing information, not abiding by labor law standards or promoting direct competition to hireBING.
- Unpaid internships
- Organizations are asked to review the guidelines from the Department of Labor.
- By posting your unpaid internship, you are acknowledging the Department of Labor’s Unpaid Internship Criteria and you will be responsible for proving that it falls under those criteria. If it is determined that your unpaid internship does not meet these criteria, the posting will be removed from the system.
Binghamton University strongly suggests that interns be paid.
To post positions within hireBING, employers that are third-party recruiters must identify themselves as such in the particular jobs posted, as well as in the profile section in hireBING. We will not post positions that require payment of any type by the candidate.
The Fleishman Center reserves the right to refuse service to a third-party recruiter. Third-party recruiters are defined here as organizations or individuals recruiting candidates for opportunities other than for their own needs.
Third-party agencies must identify to the Fleishman Center the organization on behalf of which they are hiring.
Students as employers
Current Binghamton University students who operate a business or serve as an employer need to consult with the Fleishman Center’s employer services staff prior to requesting use of any of the Fleishman Center’s employer services.
After consulting with legal counsel and in compliance with the Department of Justice’s ruling regarding citizenship discrimination, the Fleishman Center no longer allows work authorization (including visa status or citizenship) to be a screening mechanism in the job/internship postings within hireBING. It is suggested that employers consult with their own legal counsel to determine legally permissible screening procedures. Employment eligibility information may be included in postings within hireBING. The Fleishman Center reserves the right to remove non-compliant language or postings from the hireBING system.
On-campus recruiting guidelines
We welcome employers to schedule information sessions free of charge. The Fleishman Center limits the number of information sessions that employers can offer to one per week. If sessions are requested on a weekly basis, requests will be reviewed individually and the Fleishman Center reserves the right to reject a request.
Interviews are not allowed to take place during information sessions. If you would like to conduct interviews, contact the Fleishman Center for more information.
Information sessions cannot be held if classes are not in session (including holidays and breaks). Information sessions also cannot be held the night before or the night of a Job and Internship Fair.
To request an information session, log into hireBING and click Events in the left navigation. Select Request Event. Under host, choose Binghamton University. Under type, choose Info Session. Fill out the remaining pieces of the form and click Request Event.
- We encourage tabling in the University Union and in the Fleishman Center office. Tables will be scheduled based on space availability. Tabling requests are limited to one per week.
- Nothing may be sold during tabling sessions
- Interviews are not allowed to take place during tabling sessions. If you would like to conduct interviews, contact the Fleishman Center for more information.
- To request a tabling session, email firstname.lastname@example.org.
- To request an on-campus interview date, log into hireBING and select On-Campus Recruiting.
- On-campus interviews are not scheduled when classes are not in session (including holidays and breaks).
- Interview rooms are held the day after the Job and Internship Fair only for employers attending the fair.
Building your own schedule/room use only
If you are building your own interview schedule, a copy of your schedule must be sent to email@example.com at least two business days prior to your visit.
Job/internship offer guidelines
If posting a position in hireBING or conducting on-campus interviews, employers are expected to follow the guidelines below. In all instances, we ask employers to provide to a candidate who has interviewed with them an idea of when they will be contacting the student again regarding offer/no offer.
The Fleishman Center cannot support exploding offers (that is, a student is given a specific amount of time to respond and either a financial incentive is tied to the deadline and/or the offer itself is off the table by the deadline).
Minimum offer time
When an offer is extended by an employer who did not recruit via on-campus recruiting,
the minimal time in which a student should be expected to accept/decline is two weeks.
For employers participating in on-campus recruiting:
- For full-time offers extended to previous summer interns, students have until Nov. 15 to decide
- For internship offers extended to previous summer interns, students have until March 1 to decide.
- Students interviewing during the fall semester have until Nov. 15 to decide, or two weeks after the offer, whichever comes later.
- Students interviewing during the spring semester have until April 15 to decide, or two weeks after the offer, whichever comes later.
Human Resources policies and union agreements
Personnel-related situations are often complex as they may be subject to multiple policies, federal and state laws, and union agreements. While the links below will provide general information, for specific applicability, contact Human Resources for guidance.
Federal government policies
- Americans with Disabilities Act (ADA)
- Fair Labor Standards Act (FLSA)
- Family and Medical Leave Act (FMLA)
- Clery Act Notification
New York state and SUNY policies
- Policies of the Board of Trustees
- Governor's Office of Employee Relations As the governor's representative in employee relations matters, the Governor's Office
of Employee Relations:
- negotiates, implements and administers collective bargaining agreements;
- provides advice and technical assistance to managers, supervisors and human resource professionals related to personnel rules, regulations, policies and contract administration issues;
- ensures compensation and benefits programs for state employees are cost-effective;
- offers training and development programs designed to increase the competency of the state workforce;
- plans for a changing workplace in partnership with the unions and the Department of Civil Service; and
- promotes and maintains a safe and healthy workforce.
- Office of the State Comptroller
- Department of Civil Service
- New York State Joint Commission on Public Ethics
- Bargaining Units
Binghamton University Policies
- procedures related to personnel and payroll
- Faculty and Staff Handbook
- Student Handbook
- Unclaimed Check Policy
- Binghamton University Policy Regarding Harassment
- Campus and Workplace Violence Policy
- Domestic Violence and Workplace Violence Policy
- Essential and Critical Employee Program
- Responsible Use / Confidentiality Agreement Compliance
Equal Opportunity/Affirmative Action Employer
The State University of New York is an Equal Opportunity/Affirmative Action Employer. As required by Title IX and its implementing regulations, Binghamton University does not discriminate on the basis of sex in the educational programs and activities it operates. This requirement extends to employment and admission. Inquiries about sex discrimination may be directed to the University Title IX Coordinator or directly to the Office of Civil Rights (OCR). Contact information for the Title IX Coordinator and OCR, as well as the University's complete Non-Discrimination.
It is the policy of Binghamton University to provide for and promote equal opportunity employment, compensation and other terms and conditions of employment without discrimination on the basis of sex, age, race, color, religion, disability, national origin, gender, sexual orientation, veteran or military service member status, marital status, domestic violence victim status, genetic predisposition or carrier status, or arrest and/or criminal conviction record unless based upon a bona fide occupational qualification or other exception.