Non-Discrimination Policy and Recruiting Policies

University Policy

Case Western Reserve University does not discriminate in recruitment, employment or policy administration on the basis of race, religion, age, sex, color, disability, sexual orientation, gender identity/expression, national or ethnic origin, political affiliation, or status as a disabled veteran or other protected veteran under U.S. federal law. In addition, the University expects all employees, students, vendors, and associates to participate in its program of non-discrimination. The University intends to maintain an environment free of sexual harassment and will not tolerate any form of harassment of employees or students. Retaliation against persons raising concerns about sexual harassment of any kind is prohibited and will constitute separate grounds for disciplinary action up to and including discharge or expulsion from the university.

The Assistant Vice President of the Office of Equal Opportunity and Diversity coordinates compliance with Title III (age), Title VI (race), Title IX (sex), Section 504 of the Rehabilitation Act (disability), and the Americans with Disabilities Act (disability) for the University. A student with a complaint about discrimination on the basis of race, sex, age or disability may contact either the Assistant Vice President of Equal Opportunity and Diversity, 310 Adelbert Hall (368-8877) or the University Office of Student Affairs (368-2020). The Assistant Vice President for Student Affairs, or his/her designee, will investigate student complaints of discrimination. In resolving such discrimination complaints, the University will utilize the Grievance Process and/or the Disciplinary Process.

Requests for accommodations for disabilities should be directed to the Coordinator of Disability Services in Educational Services for Students (368-5320).

Law School Policy

This policy supplements the university policy and was adopted by the law school faculty.

Case Western Reserve University School of Law is committed to a policy of equal employment opportunity and will comply fully with the Association of American Law School's Accreditation standard set forth in Section 6-3(b) of the Association bylaws: A member school shall pursue a policy of providing its students and graduates with equal opportunity to obtain employment, without discrimination or segregation on the ground of race, color, religion, national origin, sex, age, disability, or sexual orientation. A member school shall communicate to each employer to whom it furnishes assistance and facilities for interviewing and other placement functions the school’s firm expectation that the employer will observe the principle of equal opportunity.

Consistent with AALS interpretation, this policy shall prohibit discrimination based upon the listed grounds even if that discrimination is not illegal under applicable federal, state, or local law. The Career Development Office shall establish informal as well as formal complaint procedures to encourage students to report incidents in which the student believes an employer is violating the policy.

Exception: Because they discriminate on the basis of age and disability, the U.S. Armed Services do not comply with the equal opportunity obligation described above and generally required of employers by the AALS. The discrimination practiced by the U.S. Armed Services is authorized and mandated by federal statute. The Executive Committee of the Board of Trustees of the university has established a policy that no unit of the university is permitted to bar military recruiters from using career counseling facilities or services. Accordingly, branches of the military are invited and permitted to schedule interviews through the law school's Career Development Office and to use other career counseling services.

Congress repealed 10 U.S.C. 654, which barred the enlistment and membership of homosexuals in the U.S. Armed Forces. In conjunction, the Department of Defense's "don't ask, don't tell" policy was rescinded. Homosexuals are no longer prohibited from serving (and serving openly) in the US Armed Forces. We no longer discriminate based on sexual orientation.

NALP Principles

Case Western Reserve University School of Law (CWRU Law) is a member of NALP, and follows the NALP Principles for a Fair and Ethical Recruiting Process. Please see this link for the full text.

In addition, CWRU Law adopted new guidelines in May 2019 in place of the recently modified NALP guidelines regarding timing of 1L recruiting and 2L offers. The new guidelines are summarized below as follows:

1L Counseling/ Recruiting Timing
Old NALP Guideline
Counseling begins October 15/ Recruiting begins December 1
New NALP Guideline
No specific dates
New CWRU Law Guideline
Counseling: October 7, 2019 (Following Cover Letter & Resume Workshop on September 27, 2019 and Mandatory 1L Career Kickoff Program on October 4, 2019)

Recruiting: Employer-determined (but only after CDO-approval of application materials and 1L Career Kickoff attendance)

2L Offer Period
Old NALP Guideline
Offer must remain open 28 days from the date of offer
New NALP Guideline
No specific number of days
New CWRU Law Guideline
Offer must remain open for 21 days from the date of offer and student must reaffirm continued interest in offer within seven (7) days of offer, if it was not already accepted or declined

Early Offers (i.e. pre-recruiting)
Old NALP Guideline
Offer must remain open for 28 days from the first day of On-Campus Interviews
New NALP Guideline
No specific number of days
New CWRU Law Guideline
Offer must remain open for 21 days from the first day of On-Campus Interviews, and student must reaffirm continued interest in offer within seven (7) days of offer, if it was not already accepted or declined
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