Careers | Columbia Law School

Policies and Guidelines for Employers

Interview Policies

Early Interview Program, Spring OCI, and Fall OCI

Only current Columbia Law School J.D. students are allowed to participate in the Early Interview Program (“EIP”), Spring On-Campus Interview Program (“Spring OCI”), and Fall On-Campus Interview Program (“Fall OCI”). Interviewers may not ask students from any other law school to present themselves for meetings at any venue where EIP, Spring OCI, or Fall OCI are under way. Interviewers who violate this policy jeopardize their firms’ ability to participate in future Columbia Law School interview programs.

LL.M. Interview Program

Only current LL.M. students at one of the seven partner schools hosting the Overseas-Trained LL.M. Student Interview Program (“LL.M. Interview Program”) will be permitted to participate in the LL.M. Interview Program. Interviewers may not ask students from unassociated law schools to present themselves for meetings at the venue where the LL.M. Interview Program is under way. Interviewers who violate this policy jeopardize their firms’ ability to participate in future Columbia Law School interview programs.

No-Show Policy

A student’s failure to keep or cancel a scheduled mock or on-campus interview by 12 noon the day before the interview will result in his/her suspension of access to the Office of Career Services and Professional Development (“OCS”) until meeting with the Assistant Director of Recruiting or an OCS Counselor. The student will also be required to send an email apology and explanation to the employer/interviewer within 24 hours of the missed appointment, copying the Assistant Director of Recruiting. Any two unexcused "no shows" will result in withdrawal from OCS for the duration of the academic year.

Please alert the Assistant Director of Recruiting of any “no shows” within 48 hours of the scheduled interview. 

Nondiscrimination

As a condition of obtaining any form of placement assistance from Columbia Law School, employers are required to provide an assurance of their willingness to observe the following principles of equal opportunity:

Columbia pursues a policy of equal opportunity to obtain employment, without discrimination or segregation on the grounds of race, color, religion, national origin, sex, age, handicap or disability, gender (including gender identity or expression), or sexual orientation. The Law School communicates to each employer to whom it furnishes assistance and facilities for interviewing and other placement functions the school’s expectation that the employer will observe these principles of equal opportunity.

We are very pleased that under the Don't Ask, Don't Tell Repeal Act of 2010, gay and lesbian people can begin serving openly in the United States Armed Services. In view of this transitional time in the Armed Services regarding Don't Ask, Don't Tell, we take this opportunity to remind members of our community of the Law School’s anti-discrimination commitment and express the hope that the military will take the additional step of modifying any regulations that prevent transgender individuals from serving openly.

NALP

Employers recruiting at Columbia Law School agree to comply with the recruiting policies and guidelines set forth in NALP’s General Standard for the Timing of Offers and Decisions.

Read the full text of NALP Principles and Standards

Employer Events for Students and Alumni

For employers who participate in any of our on-campus interview programs, the Office of Career Services and Professional Development is available to assist in the planning and execution of all symposia, receptions, panel discussions, and similar events that such employers wish to host on- or off-campus for Columbia Law School students and alumni.

If an employer does not currently participate in any on-campus interview program and wishes to host or participate in an event such as those referenced above, please contact the Dean of Career Services directly.

Student Complaint Procedures

The Office of Career Services and Professional Development (“OCS”) understands that employers strive to maintain a professional demeanor during all of their interactions with students. However, each year we receive complaints from students about offensive, insensitive, and/or discriminatory behavior on the part of employer representatives. If our students encounter any such behavior, they are instructed to contact our office immediately.

When OCS receives a complaint from a student, the Dean of Career Services may take one or more of the following actions:

• Place the complaint in a confidential “watch file.” Employers in the watch file will be closely monitored by OCS for a period not to exceed one academic year.
• Promptly call the employer involved to discuss the incident(s) giving rise to the complaint and seek clarification regarding the conduct in question. To the extent that the Dean concludes that the employer, while fully intending to comply with the Law School’s Policies and Guidelines Applicable to Employers, acted improperly, the Dean will request that the improper conduct be modified. If the Dean determines that conciliation is possible and may be useful, he/she may work with the student and the employer to resolve the matter in a manner agreeable to both parties.
• Ask the student to file a formal, written complaint, addressed to the OCS Employer Relations Committee (“Employer Relations Committee”). Once the Employer Relations Committee reviews the complaint, it may decide to take several actions, including conducting a full factual investigation into the complaint and imposing appropriate sanctions if it is determined that there has been a violation of the Policies and Guidelines Applicable to Employers. If the Employer Relations Committee determines that there has been a violation of the Policies and Guidelines Applicable to Employers, it may respond by:
• sending a letter of reprimand to the offending employer;
• informing the wider Columbia Law School community about the complaint;
• placing the offending employer on probation for a specified period;
• barring the employer from participating in recruiting activities managed by the Office of 
Career Services and Professional Development for a specified period;
• imposing any other appropriate sanctions.