Guidelines for Employer Partnerships
The Office of the Executive Director, Experiential Learning at the University of Windsor is committed to supporting the advancement of University of Windsor students and alumni by facilitating connections with organizations that provide employment and experiential learning opportunities. We place great importance on the role that our employer partners play in the professional success of our students and alumni and are committed to providing excellent service throughout the campus recruitment process.
Legal and Policy Context
The University of Windsor operates within a framework that aims to protect the interests of the University of Windsor, our employer partners, and our students and alumni. Our campus recruitment activities respect and comply with the following policies, acts, and guidelines:
- Employment Standards Act of Ontario, including the Ontario Ministry of Labour guidance with respect to unpaid internships in Ontario
- Ontario Human Rights Commission (OHRC)
- Accessibility for Ontarians with Disabilities Act (AODA) and Regulations
- Freedom of Information and Protection of Privacy Act
As a member of the Canadian Association of Career Educators and Employers (CACEE), the University of Windsor complies with CACEE Ethical Recruitment Guidelines, including the CACEE Statement on Unpaid Internships. These guidelines outline the responsibilities of employers, students, third party recruiters and career educators with respect to recruitment activities at post-secondary institutions. All organizations recruiting at the University of Windsor must comply with these guidelines as well as applicable federal, provincial and municipal regulatory and legal requirements, including but not limited to those listed above.
The Office of Experiential Learning and Odette Career Services reserve the right to prohibit an employer from participating in any of its events and/or services based on student complaints, behaviors or actions contrary to the employer guidelines, and for other reasons deemed necessary, such as human rights violations or breach of contract. It is not the role of either department to monitor the recruiting practices of employers. However, if there are student/alumni complaints regarding an organization’s recruiting practices, we will investigate and possibly remove the posting at our discretion.
Job Postings and Recruitment Activities
The University of Windsor reserves the right to decline posting positions for any external organization and to determine which organizations are invited to attend career events, in its sole and absolute discretion.
The following types of opportunities are welcomed and subject to the requirements above, will generally be approved for promoting to students and alumni of the University of Windsor:
- Paid full-time, part-time, contract, temporary, and summer jobs with established employers;
- Positions deemed to be relevant co-op opportunities (as approved by staff and/or faculty of our co-operative education programs);
- Positions that qualify for our Volunteer Internship Program;
- On-campus student employment opportunities, including but not limited to those that are part of the Ignite: Work Study Program;
- Volunteer positions with non-profit and publicly funded organizations when the work is performed on a casual basis as a service to the community, the structure of hours worked are at the discretion of the individual (not the organization), and the role does not replace someone’s paid job;
- Positions on Boards of Directors and committees;
- Internships and other unpaid opportunities that adhere to the exceptions outlined by the Ministry of Labour and the CACEE Statement on Unpaid Internships.
The following types of opportunities will NOT be posted on our online system or welcomed at on-campus recruitment events:
- Any opportunity that does not state the employer’s name, job title, or job description;
- Job postings that require applicants to pay up front fees as part of the application process;
- Opportunities offered by private individuals rather than an established employer (e.g. working as a tutor or nanny within a private residence);
- Any opportunity deemed to be part of a multi-level marketing plan or scheme of pyramid selling as defined by Canada’s Competition Act;
- Any positions deemed to be unseemly or potentially unlawful;
- Unpaid opportunities that do not adhere to the exceptions outlined by the Ministry of Labour and the CACEE Statement on Unpaid Internships.
Organizations requiring participants to pay a fee for their participation in a volunteer opportunity, in Canada or internationally, must disclose this in the job posting and such opportunities can only be posted with prior approval from the Career Development and Experiential Learning Manager (email@example.com).
Opportunities with any of the following characteristics must clearly outline the details in the posting:
- A compensation plan which relies mostly on commission and/or does not guarantee minimum wage;
- A requirement to make any initial investment including but not limited to training, materials, administrative fees or similar;
- Penalties or fees for services if students/alumni breach employment contract terms.
Self-employment or franchise opportunities must include all pertinent information such as remuneration details, extra fees/start-up costs, contract requirements and potential financial penalties for contract cancellation.
Third Party Recruiters
Third party recruiters are required to disclose the name of the employer(s) they represent to our staff. This information will not be released to potential applicants without permission from the third party recruiter. In the event that a duplicate position is posted or event registration is requested by the third party recruiter’s employer client, the posting/registration of the actual employer will prevail and the third-party recruiter posting/registration will be denied.
Inclusive Hiring Practices
Employers are responsible to ensure that recruitment and hiring practices are inclusive for persons with disabilities. Upon request, job descriptions must be made available in alternate formats.
When candidates are individually selected to participate in an assessment or selection process, employers are responsible to:
- notify job applicants that accommodations are available upon request in relation to the materials or processes to be used.
- If a selected applicant requests an accommodation, consult with the applicant and provide a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
- when making offers of employment, notify the successful applicant of the policies for accommodating employees with disabilities.
The University of Windsor has joined with AuraData, Canada's online education verification system for the purposes of verifying degree completion status of University of Windsor graduates.
AuraData is now providing risk prevention in the number one area of resume fraud, post-secondary / professional designation education claims. Subscribers to AuraData can now efficiently confirm the post-secondary education achievement of prospective employees, online 24/7. AuraData does this while conforming to Federal and Provincial laws.
Employers can now minimize the hiring risk associated with education fraud so prevalent in the hiring process. Universities, Colleges and Professional Designations now have a reliable method of assuring the credibility of their product. Also, graduates are now protected from the illicit use of their designations by unscrupulous job hunters.
For fast, economical and convenient education verifications for the University of Windsor, visit http://www.auradata.com/ or call (416) 406-0444 or 1-877-580-2872.