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Job Offers: Evaluation

Deciphering Legal Agreements in Job Offers

Adapted from a National Association of Colleges and Employers (NACE) resource titled “Noncompete, Nonsolicitation, Nondisclosure Agreements: What You Need to Know”. 

You got an offer, congratulations! Now it’s time to figure out what you will be agreeing to by signing. Some of the more common legal items in offers are noncompete, nonsolicitation, and nondisclosure agreements.  

NONCOMPETE AGREEMENTS 

Noncompete agreements limit an individual's ability to perform work in his or her chosen profession for a certain period of time. In this regard, a noncompete restricts former employees from working for competitors or defined groups of competitors in a specific geographic area for a defined time period. Employers require employees to sign noncompete agreements to protect corporate assets, such as trade secrets, proprietary information, and goodwill. 

With regard to temporal and geographic scope, courts look to what is reasonable to protect the employer’s legitimate business interests. In most cases, a two-year … 

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Be in the Know: Employer Policies and Guidelines

Did you know that ECS has a list of policies and guidelines that we expect our employers to follow? The purpose for this is to promote a fair and equitable recruiting experience for our employers AND our students. It’s important for you, as a job seeker, to familiarize yourself with the ECS Recruiting Guidelines/Policies. Understanding the guidelines could possibly help you to negotiate an offer, and knowledge of our policies can help you identify unethical recruiting practices.

Some information worth knowing:

Alcohol Policy: ECS does not condone serving alcohol as part of the recruitment process, and we will not promote such events. As a reminder, we do not recommend that students EVER consume alcohol (even a small glass of wine) when offered, whether during the recruitment process or while on intern/co-op with a company. Read more about dining etiquette concerns HERE.

Co-op and Internship Program Policies: ECS has developed a … 

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Is it OK to Renege on a Job Offer?

Finding a job is not easy. It can be hard to know when the right job offer comes around, especially since companies are working on different timelines. You might receive an offer for one company, knowing that you have final interviews with another company in two weeks. Should you accept an offer as soon as it comes in and keep interviewing? Should you just say "yes" and see if anything better comes along?

The answer to both those questions is an emphatic "no". Accepting a job, only to turn it down later is called reneging. While this might seem harmless, there are far reaching implications of these decisions to the student, the employer, and the university.

1. Poor professional reputation.

Even if a company does not keep a physical list, the recruiter will likely remember a candidate that has reneged. The recruiter would have worked with you and your name … 

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Employer Insights for Navigating the Job Search as a Student with a Disability

This blog entry is the third of a series addressing specific job search considerations for underrepresented and diverse candidates. We recognize that identities are intersectional and that identity markers do not exist independently of each other, and we offer this information to those who would like to apply it in their job search.

Today, Microsoft contributors Winnie Li, Program Manager, and a Campus Recruiter offer insight into their company's support of hiring candidates with disabilities and additional advice for students. Microsoft believes “the diversity of our workforce and inclusion of talented people from different backgrounds is the fuel that keeps the engines of innovation and growth running. This is essential to our long-term success. In order to build the best products for everyone, we need to have a diverse and inclusive workforce across all abilities. For example, in the case for autism, we know there is an untapped pool of … 

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Employer Insights for Navigating the Job Search as an LGBTQ+ Student

Engineering Career Services is introducing a blog series in addition to our diversity resources located on our website and diversity guides for students housed within Handshake (located under “Career Center” > “Resources” > Keyword: “Diversity”). This blog entry is the first of a series addressing specific job search considerations for underrepresented and diverse candidates. We recognize that identities are intersectional and that identity markers do not exist independently of each other, and we offer this information to those who would like to apply it in their job search. Today’s blog is written with contributions by Bill Gulker with Ford Motor Company, Amanda Ball with GE, Brad Ross with ExxonMobil, and Mary Gattuso with CVS Health.

How does your company support LGBTQ+ employees?

Amanda: GE people are global, diverse, and dedicated, operating with the highest integrity and passion to fulfill GE’s mission and deliver for our customers. In that spirit, GE’s … 

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