Recruiting Policies

We are happy to offer you the facilities and assistance of the Career Development Office at Baylor Law and hope we can help you find students who will meet your needs. We want to inform you of the non-discrimination policies followed by the University and the Law School and ask that you assure us of your willingness as employers to observe the same principles of equal opportunity.

Notice of Non-Discrimination

Baylor University does not unlawfully discriminate based on race, color, national origin, ethnicity, citizenship, immigration status, disability, sexual orientation, gender identity or expression, age, genetic information or the refusal to submit to a genetic test, past, current or prospective service in the uniformed military service, or any other characteristic protected under applicable federal, Texas, or local law (“Protected Characteristics”). These Protected Characteristics are interpreted consistently with relevant and applicable law.

Baylor University admits students of any Protected Characteristic to all the rights, privileges, programs, and activities generally accorded or made available to students. It does not unlawfully discriminate based on any Protected Characteristic in employment or the administration of its educational policies, admissions policies, scholarship and loan programs, and athletic and other school-administered programs.

The University is controlled by a predominantly Baptist Board of Regents and is operated within the Christian-oriented aims and ideals of Baptists. Baylor is affiliated with the Baptist General Convention of Texas, a cooperative association of autonomous Texas Baptist churches. Baylor’s commitment to equal opportunity and respect for others does not undermine the validity and effect of the constitutional and statutory protections for its religious liberty, including, without limitation, the religious organization exemption under Title VII of the Civil Rights Act of 1964, the religious exemption to Title IX of the Education Amendments of 1972, and the Free Exercise Clause of the First Amendment to the United States Constitution, among others.

As a religiously controlled institution of higher education, the University prescribes standards of personal conduct. While the University does not discriminate based on sexual orientation, gender identity, or expression, per se, it does regulate conduct inconsistent with the religious values and beliefs integral to its Christian faith mission. See the Baylor Statement on Human Sexuality at https://www.baylor.edu/risk/doc.php/343044.pdf. This policy statement is neither intended to discourage nor apply to any analytical discussion of law and policy issues involved nor to discussions of any recommendations for changes in existing law. Discussions of these matters are both practiced and are welcomed within our curriculum. 

Baylor Law OCI Employer Acknowledgment 

Upon registering for Baylor Law On-Campus Interviews, you acknowledge and agree to the below information and terms:

1. Baylor Law operates on a quarter schedule rather than a semester schedule.  Students enter in the fall, spring, and summer quarters and student graduate in the fall, winter, spring, and summer quarters.  Employers may not reach out to Baylor Law students, unless in conjunction with the Career Development Office (CDO), until a student’s second quarter of law school.
2. Baylor Law employs an “A” to “F” grading system rather than the more liberal “A” to “C” grading system common at many law schools.  As such, employers should focus on a Baylor Law student’s class rank or percentile rather than GPA when evaluating the candidate.
3. All student communication prior to OCIs is done through the CDO.  Employers may not reach out to candidates directly until after those initial interviews.  Employers should reach out directly to candidates to schedule any callback interviews.
4. The CDO offers both in-person and virtual interviews for each OCI session.  Unless there is an emergency, employers who registered for the in-person option should endeavor to follow through with this commitment.  Please contact the CDO office if you are requesting to be moved from an in-person to a virtual session.
5. Employers must provide full and accurate information about their organization and the positions for which recruitment is being conducted in the OCI job posting, including complete position descriptions, which should include information about the qualifications sought in candidates, nature of the work, and all required application materials.  If known at the time of the interview, employers are also encouraged to share information regarding the starting salary to be offered and the hiring timetable.
6. If an employer receives applicants but declines to interview any of them, the employer must notify the CDO office explaining any reasoning for this decision.
7. Employers must give candidates a reasonable period of time to consider offers of employment and must abide by Baylor Law policies and NALP guidelines.  Baylor Law students are knowledgeable of these policies.  Employers must provide offer expiration dates when the offers of employment are made.  Any conduct that subjects candidates to undue pressure to accept offers of employment will be deemed unacceptable.
8. Offers of employment should be made in writing, with all terms clearly expressed, and should remain unchanged until the expiration date.
9. Employers agree to abide by Baylor Law's Policy on Non-Discrimination. 

Equal Opportunity Obligation of Employers Using Law School Facilities

As a condition of the use of Law School facilities, we are required by the Association of American Law Schools, of which the Law School is a member, to ask that you provide us with assurance of your intent to observe the principles of non-discrimination based on race, color, nationality or ethnic origin, gender, age, disability in either employment or the provision of services, and sexual orientation per se. Thank you for your interest in our students and cooperation in making our program successful.

NALP Principles

Baylor Law is a NALP member and follows the NALP Principles for a Fair and Ethical Recruiting Process. Please see this link for the full text.

In addition, Baylor Law has adopted new guidelines in place of the recently modified NALP guidelines. The full text of these guidelines will be added to this page later. Please see the chart below for a summary: