Career Services Office
The following policies govern student participation in CSO services and programs. They are enforced to maintain a standard of fairness and professionalism.
- Unprofessional Conduct
- Appointment Policy
- Resume Integrity
- Misrepresentation of Information on Resumes
- GPA on Resumes
- Class Rank on Resumes
- Student Interview Cancellation Policy
- No Show Policy
- Callback Interviews
- Response to Offers of Employment
- Accepting an Offer of Employment
- Non-Discrimination Policy
- Complaint Procedures for Employer Violation of the Non-Discrimination Policy
Students looking for the National Association for Law Placement (NALP) policies can view them here.
The Career Services Office enforces The John Marshall Law School Student Code of Conduct. The school’s Standards of Conduct provide that a student shall not "engage in conduct, including but not limited to acts involving dishonesty, fraud, deceit or misrepresentation, that is prejudicial to the operation of the law school.”
Back to top
If a student signs up for counseling session with a career counselor or registers to attend a CSO workshop or event, the student is required to give appropriate notice if he or she is unable to attend. Failure to give appropriate notice may result in the suspension of career services privileges.
Back to top
The CSO enforces the Student Code of Conduct. Any student who engages in unprofessional conduct with regard to any matter may be subject to disciplinary action. Unprofessional conduct includes dishonesty, fraud, deceit or conduct that violates the standards of professional ethics established for lawyers.
Resumes must not contain false or misleading statements or misrepresentations.Students whose resumes contain misrepresentations may be prohibited from utilizing the CSO's services. In addition, they may be subject to further disciplinary action. The CSO and the Dean’s Office stand firmly behind this policy. If you have any questions about your resume, please speak with a CSO counselor. The CSO may audit resumes in order to verify their accuracy.
Back to top
Misrepresentation of Information on Resumes
All information must be presented truthfully on a resume. The CSO may audit student resumes in order to verify their accuracy. Students whose resumes contain misrepresentations may be prohibited from utilizing the CSO's services and may be subject to further disciplinary action. Misrepresentation of grades, class rank, honors, work experience, or other accomplishments on a student resume is deemed a violation of The John Marshall Standards of Conduct and a complaint will be filed with the Dean of Law School pursuant to the Rules of Disciplinary Proceedings. Students can anticipate the state bar where they intend to practice viewing willful, material misrepresentations on resumes as creating serious moral character issues that may hinder a student’s admission to the bar.
Back to top
GPA on Resumes
Your GPA is calculated after every semester, including summer. When listing your GPA on a resume, you must go at least two digits to the right of the decimal (e.g. GPA: 3.12). When rounding your GPA to the hundredth, you may round up if the decimal is .5 or higher (e.g., if your GPA is 3.1275, then you may list your GPA as 3.13), but you must round down if the decimal is lower than .5 (e.g. if your GPA is 3.1444, you would list it as 3.14).
If you take classes during the summer, your grades from summer classes will be added to your transcripts and an updated GPA will be calculated by the Registrar’s Office. This updated GPA will be considered your official GPA and your GPA from the previous spring is no longer accurate.
Back to top
Class Rank on Resumes
Ranks are calculated only after the fall and spring semesters. You may get your rank from the Registrar. Never estimate your rank. If you are using your number rank and your rank is listed in a range, you must give the full range on your resume (e.g., 12-18/258). For purposes of converting a rank within a range into a percentage, use the lowest number within the range (e.g., if you are 12-18/258, divide 12 into 258). When calculating your rank as a percentage, you must round up if the decimal is .5 or higher (e.g., if your rank is 14.6%, then you must round up to Top 15%, but if it is 14.5% your rank is Top 14%).
Although new class ranks are not calculated after summer sessions, students should update the GPA if listed on their resume following the release of summer session grades.
Back to top
Student Interview Cancellation Policy
Students may only cancel on campus interviews for good cause such as a accepting an offer of employment from a different employer or a family emergency. Missing a scheduled class or losing interest in a scheduled employer are not appropriate reasons to cancel a scheduled interview. The CSO may allow exceptions to this rule on a case-by-case basis.
For Career Fairs and other Off-Campus Interview Programs, students are expected to honor interview commitments except under extenuating or unforeseeable circumstances.
Back to top
No Show Policy
Students who do not appear for a scheduled interview or who do not follow proper cancellation policies are required to send a letter of apology to the interviewer (cc: the Director of Career Services) within 3 business days of the missed interview. Missing two or more interviews or failing to send a letter of apology within the required time limits will result in the loss of CSO privileges including the cancellation of all remaining interviews.
Back to top
CSO policy requires that all students who are invited to a callback interview (in-office interview) must respond to the employer within one week (7 days) of receipt of the invitation and accept only if the student has a genuine interest in the employer. Whether the student intends to accept or decline the callback interview, rules of professionalism dictate that an immediate response is made to the employer. Failure to do so could harm the reputation of the student and school.
Back to top
Response to Offers of Employment
CSO policy requires that all students who receive job offers must respond to the employer, preferably in writing, within one week (7 days). If interested in the offer, students must affirm their interest to keep the offer open whether or not they are ready to accept the offer at that time. After acknowledging the offer, the National Association for Law Placement Principles and Standards will dictate further student conduct regarding the offer and timelines until the offer is officially accepted or declined.
If a student has no interest in an offer, the student must graciously and with the utmost level of professionalism, decline the offer within one week (7 days). Although it is typical to initially respond to the offer verbally, students are strongly encouraged to also respond in writing.
Students must respond to all offers within the time limits listed above and in accordance with the Principles and Standards for Law Placement and Recruitment Activities set forth by the National Association for Law Placement (NALP).
Back to top
Accepting an Offer of Employment
After accepting an offer of employment, a student should view it as a binding obligation. Therefore, he or she may not accept a conflicting or mutually exclusive offer of employment after accepting an offer for part-time, summer, full-time, and/or permanent employment. Such conduct is unprofessional, and students who renege on an offer will lose CSO privileges and will be reported to the Associate Dean for Student Services.
Back to top
The John Marshall Law School, finding any invidious discrimination inconsistent with the mission of free academic inquiry, does not discriminate in admission, services or employment on the basis of sex, sexual orientation, race, color, religion, national origin, ancestry, age or disability. Use of The John Marshall Law School’s facilities and services, including, but not limited to, for recruitment and placement activities, indicates acceptance of and agreement to comply with the abovementioned principles of equal opportunity and non-discrimination.
Back to top
Complaint Procedures for Employer Violation of the Non-Discrimination Policy
While employers recruiting John Marshall students are expected to abide by the law school’s Non Discrimination Policy, each year complaints are received from students about offensive or discriminatory behavior on the part of the interviewers. The John Marshall Law School takes these complaints very seriously and follows the Complaint Procedures outlined below.
A student who believes that an employer has violated the Law School’s Non-Discrimination Policy is encouraged to promptly notify the Assistant Dean or Director of Career Services and may file an informal or formal complaint with the Career Services Office.
A student who believes that an employer has violated The John Marshall Law School’s Non-Discrimination Policy may make an informal complaint to the Assistant Dean for Career Services or the Director of Career Services. The Assistant Dean or Director may inquire about the experiences of other students interviewed by the same employer and review the Career Services Office’s files for prior complaints against the employer.
If the Assistant Dean or Director finds that the conduct was improper, the Assistant Dean or Director may contact the employer to inform the employer of the complaint, to clarify the Law School’s policy and the employer’s policies and practices, and to otherwise attempt to resolve the matter informally. The student’s identity shall not be disclosed without his or her consent. The filing of an informal complaint within 60 days of the incident shall satisfy the requirement in paragraph one (1) for formal complaints.
1. Procedure: Students should submit a written statement of their complaint to the Assistant Dean for Career Services. The complaint should provide as detailed an account as possible of the nature of the incident and identify itself as a formal complaint. Ordinarily, the complaint should be filed within 60 days of the incident. Later filing may be permitted for good cause shown.
2. Investigation: Investigation of formal complaints is the responsibility of the Assistant Dean for Career Services. Upon receipt of a formal complaint, the Assistant Dean shall investigate the allegations and make an initial determination whether there is reason to believe the standard of conduct for employers has been violated. The investigation should include an interview with the student as well as interviews with other students, if possible, who interviewed with, or worked for, the employer charged in the complaint. If the Assistant Dean for Career Services determines that the action appears to violate The John Marshall Law School’s Non-Discrimination Policy, the charge of violation will be promptly reported to the Associate Dean for Admissions and Student Affairs and to the Vice Dean of the Law School. If the Assistant Dean for Career Services finds that no violation has been stated, the student shall be promptly informed and may appeal the decision to the Associate Dean for Admissions and Student Affairs, who may confirm the decision or forward the matter for handling under the next process described.
3. Review Committee: The Associate Dean for Admissions and Student Affairs shall investigate the matter, or based on the nature of the complaint, may appoint a three person Review Committee. The Review Committee shall consist of faculty, staff, and/or other legal professionals, which may or may not include the Associate Dean for Admissions and Student Affairs.
4. Notice to Employer: If, in the opinion of the Associate Dean for Admissions and Student Affairs, or the Review Committee if one is appointed, reasonable grounds are found to believe a violation has occurred, the Associate Dean or the Review Committee shall direct the Assistant Dean for Career Services to advise the employer of the details of the complaint and to invite the employer to respond in a timely fashion.
5. Employer Response, Findings and Sanctions: If the employer admits the claims made in the complaint concerning his or her conduct, that admission may be taken as the basis for further proceedings to resolve the matter. If the employer contests the claims, the Associate Dean for Admissions and Student Affairs or the Review Committee shall undertake whatever further investigation it deems appropriate to determine what occurred, including, but not limited to, further written submissions, interviews, or hearings. If the Associate Dean or the Review Committee finds that a violation of the Law School’s policy has occurred, the Associate Dean or the Review Committee may impose appropriate sanctions on the employer including, but not limited to:
a. Placing the employer on probationary status;
b. Requesting an apology to the affected student(s);
c. Barring the employer from using The John Marshall Law School career services for a period of time to be determined by the Associate Dean or Review Committee;
d. Any reasonable sanction the Associate Dean or Review Committee deems appropriate.
In making its findings and imposing sanctions, the Associate Dean for Admissions and Student Affairs or the Review Committee shall consider, among other factors, the seriousness of the violation, whether the conduct was an isolated incident or a pattern of misbehavior, the extent of remedial measures taken by the employer, and sanctions levied in similar situations. The Associate Dean or the Review Committee shall issue a written report including the findings and sanctions based on the investigation to the Assistant Dean for Career Services.
6. Notice of Sanctions and Findings: The Associate Dean for Admissions and Student Affairs or the Review Committee shall notify the Assistant Dean for Career Services, the employer, the complainant, and the Vice Dean, in writing, of its decision and whether sanctions were imposed. The notice shall contain a statement of the reasons for the sanctions.
7. Appeal to the Vice Dean:&nhbsp;The decision and sanctions, if imposed, may be appealed to the Vice Dean of the Law School at the request of the complainant, the employer, or the Assistant Dean for Career Services. The notice of appeal shall indicate the reasons for the party’s appeal. In the event of an appeal, the Vice Dean will make the final determination of whether there has been a violation and what sanctions, if any, are warranted. At any time, the Vice Dean may also act as a mediator and conciliator to seek further resolution of the matter.
8. Record of Findings: Complaints and the Record of Findings will be kept on file in the Career Services Office and monitored by the Assistant Dean for Career Services. If a pattern of complaints against an employer emerges over a period of time, the Assistant Dean for Career Services may take further action, including, but not limited to, the filing of a formal complaint based on the pattern of complaints identified.
Nothing contained herein shall be considered as limiting a complainant’s right to pursue any other remedy provided by federal and local law, or as requiring The John Marshall Law School to pursue any process other than those described by Code.
Back to top