UCI students need time to make informed decisions when comparing and responding to offers. The following guidelines are intended to provide students and employers a fair and transparent framework for managing the offer phase in this increasingly competitive job market. For all offers extended for summer internships or full-time employment with 2018 start dates, employers should allow a minimum of two (2) weeks from the date of the written offer, but preferably longer, for students to accept or decline any offer.

Full Disclosure

Full-Time/Return-Internship Offers to Summer Interns

We ask that employers who extend a full-time employment or return-internship offer to a previous intern allow the student until Friday, November 3 to respond to that offer, without pressure to respond by an earlier date. In some cases, students may ask for extensions beyond these deadlines. We encourage you to accommodate their requests whenever possible. We appreciate the cooperation employers have shown in the past and ask for your continued flexibility.

Start Dates

All offer letters must include a start date. Students who interview with employers on campus expect to start work after graduation through mid-September (at the latest). Employers who anticipate start dates later than September 15th (for March or June graduates) must disclose this through the posted job description on Handshake, as well as to the Division of Career Pathways when scheduling On-Campus Interviews.

Basis of Compensation

Employers who compensate employees based on a partial commission structure must give an accurate estimate of expected first year earnings.

Written Offers

Written offers should clearly state all appropriate terms and conditions including, but not limited to, position title/description, location, benefits, start date, salary, bonuses, etc. All bonuses or other incentives are to remain in full effect for the entire duration of the offer period.

Exploding Offers/Excessive Pressure

The UC Irvine Division of Career Pathways defines an exploding offer as any offer that does not conform to the aforementioned timetables. Employers should not make offers or pressure students to accept “early” offers, including those requiring a quick response time, nor should they attach incentives involving diminishing bonuses, reduced options for location preferences, etc. Asking a student to make a decision on the spot or providing the student with a hypothetical situation involving a potential offer are also considered inappropriate. Exploding offers put undue pressure on students to make decisions before completing the interviewing process. Students are not ready to make a final decision before completing all their interviews. Further, pressure to accept early compromises the Division of Career Pathways efforts to enforce our student policy against reneging.

Rescinding Employment Offers

The UC Irvine Division of Career Pathways strongly encourages employers to consider every alternative before revoking an offer of employment. Employers who cannot avoid rescinding or deferring employment offers should carefully review the NACE guidelines and follow the recommendations issued in their position statement . NACE recommends that employers who must revoke an offer demonstrate that they have done everything possible to avoid rescinding offers, and to then consider alternatives. Alternatives may include changes in job responsibilities, salary reduction and/or reduced work weeks, changes in job locale, delayed starting dates, and other reasonable options.

Compensation and Fees

  • Employers offering paid positions must pay at least the California State minimum wage (calculated over any time scale such as hourly, weekly, semi-monthly, monthly, or annually).
  • Organizations only offering stipend, unpaid, or volunteer positions must meet the organizational definitions/requirements that allow them to do so legally. They must clearly state the pay status when posting opportunities on Handshake. Consult legal counsel with questions.
  • Commission Sales Positions: If no initial base salary is provided, the form of remuneration should be clearly stated in the employer’s job descriptions and at the end of the initial interviews.
  • The Division of Career Pathways does not allow recruitment for positions requiring donations, application fees, investments, or the purchase of training or start materials. If a position requires new hires to pay fees for certain federal and state licensing requirements (e.g. real estate, securities, etc.), that must be clearly outlined in the Handshake posting.
  • The Division of Career Pathways reserves the right, at any time, to remove Handshake postings or decline further services to employers who do not abide by the Division of Career Pathways Employer Guidelines.

Timely Communication

Employers are expected to keep students informed of hiring timelines and their status in the hiring process, and to communicate hiring decisions within an appropriate time frame.