Employer Non-Discrimination Acceptance Form
In accordance with the University of North Dakota, North Dakota University System, American Association of Law Schools, and the American Bar Association, the University of North Dakota School of Law notifies all people, business, organizations, and agencies wishing to utilize its assistance, online job board, or facilities for any employment related function of our sincere expectation that you will comply with the following policies. Acknowledgement of our expectation is required for anyone soliciting employment applications from our law students.
University of North Dakota – EEO Policy Statement
It is the policy of the University of North Dakota that no person in the United States shall be discriminated against because of race, religion, age, color, gender, disability, national origin, creed, sexual orientation, gender identity, marital status, veteran’s status, or political belief or affiliation and the equal opportunity and access to facilities shall be available to all. This policy is particularly applicable in the admission of students in all colleges, and in their academic pursuits. It also is applicable in the University-owned or University-approved housing, food services, extracurricular activities and all other student services. It is a guiding policy in the employment of students either by the University or by outsiders through the University and in the employment of faculty and staff. Concerns regarding Title IX, Title VI, Title VII, ADA, and Section 504 may be addressed to Donna Smith, Assistant Vice President for Equal Opportunity & Title IX, Title IX/ADA Coordinator, at 701.777.4171, UND.EO.TitleIX@UND.edu or the Office for Civil Rights, U.S. Dept. of Education, 500 West Madison, Suite 1475, Chicago, IL 60611; phone 312.730.1560; fax 312.730.1576; email OCR.Chigago@ed.gov, or any other federal agency.
NDUS - Personnel - Section: 603.2 Equal Employment Opportunity
Every vacant position shall be filled based upon applicants’ qualifications and performance requirements of the job. Discrimination against an employee or applicant based on sex, race, color, religion, age, physical or mental disability, pregnancy, status with regard to marriage or public assistance, sexual orientation, participation in lawful activity off the employer's premises during nonworking hours or on genetic information in appointment, promotion, salary, benefits or conditions of employment is prohibited.
STATUTORY REFERENCE: N.D.C.C. Sections 14-02.4-03, 15-10-17, (4) and 34-11.1-04.1
American Bar Association Standard 205 Non-Discrimination and Equality of Opportunity
(d) Non-discrimination and equality of opportunity in legal education includes equal employment opportunity. A law school shall communicate to every employer to whom it furnishes assistance and facilities for interviewing and other placement services the school’s firm expectation that the employer will observe the principles of non-discrimination and equality of opportunity on the basis of race, color, religion, national origin, gender, sexual orientation, age, and disability in regard to hiring, promotion, retention and conditions of employment.
American Association of Law Schools – AALS
Bylaw 6-3 Diversity: Nondiscrimination and Affirmative Action
(b.) A member school shall pursue a policy of providing its students and graduates with equal opportunity to obtain employment, without discrimination or segregation on the ground of race, color, religion, national origin, sex, gender (including identity and expression), sexual orientation, age, or disability. A member school shall communicate to each employer to whom it furnishes assistance and facilities for interviewing and other placement functions the school’s firm expectation that the employer will observe the principle of equal opportunity.
Executive Committee Regulation 6-3.2 Equal Opportunity in Employment
- A member school should inform employers of its obligation under Bylaw 6-3(b), and require employers, as a condition of obtaining any form of placement assistance or use of the school’s facilities, to provide an assurance of the employer’s willingness to observe the principles of equal opportunity stated in Bylaw 6-3(b).
A member school has an obligation to investigate credible complaints concerning discriminatory practices against its students that are inconsistent with the core values of AALS to assure that placement assistance and facilities are made available only to employers whose practices are consistent with the principles of equal opportunity stated in Bylaw 6-3(b).