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Employer Guidelines

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NOTICE: These guidelines are an access policy governing eligibility to use the Citrus College Career Services platform. Participation is voluntary. These guidelines do not create a binding contract between the college and any employer.

To prioritize the best interests of our students and enhance our service to employers, Citrus College carefully pre-screens all employer accounts and employment opportunities, including postings for part-time, full-time and seasonal jobs, internships, apprenticeships and experiential learning. Each employer account request and job posting is reviewed and evaluated on a regular basis, after which the request is either approved or denied based on the criteria outlined below and adherence to U.S. Department of Labor employment laws.

A. CREATING AN EMPLOYER ACCOUNT

To create a company profile on Citrus College's online job board, Handshake, employer profiles must include:

  • Full and accurate name of the organization.
  • Company representative(s) can be contacted by Citrus College staff via phone, email and virtually.
  • Verifiable company address. Private residences and P.O. boxes will generally not be approved.
  • All international organizations must have a U.S.-based office.
  • Employers must agree and initial the Equal Opportunity Employment (EOE) status.

Possible additional information required:

  • Valid business license
  • Liability insurance policy number
  • Dunn and Bradstreet (D and B) number when available

B. JOB POSTING REQUIREMENTS

For full-time and part-time job postings, the following information must be included:

  • Job Title: A clear and specific job title for the position being advertised.
  • Job Description: A detailed description of the role, including the type of service to be rendered and/or product to be sold.
  • Wage Information: The posting must specify a definite hourly wage, salary or pay range, which must meet or exceed the local minimum wage requirements.
  • Work Location: For in-person positions, provide the physical, regular location where the work will be performed. For remote positions, indicate "remote" in the "Job Location: City" field.
  • Work Schedule: Include the shift hours and days the employee is expected to work.
  • Employer Follow-Up: Employers are encouraged to make an effort to notify the Citrus College Career/Transfer Center staff if an interview and/or employment offer has been extended to a student or alumnus.

C. INTERNSHIP POSTING REQUIREMENTS

Internship and externship postings must meet the following criteria to be approved:

  • Learning Objectives: Include specific details about the objectives that students will learn or observe through the practical experience.
  • Internship Description: Provide a detailed description of the internship, including:
    • Internship start and end dates
    • Average weekly hours
    • Work schedule
  • Wage Information: Specify a definite hourly wage, salary or pay range, meeting or exceeding the local minimum wage requirements.
  • Work Location: For in-person internships, provide a physical, regular location for the work being performed. For remote internships, indicate "remote" in the "Job Location: City" field.
  • Unpaid Internships: Approval of unpaid internships is determined on a case-by-case basis and is limited to non-profit and community-based organizations. Unpaid internships must be associated with a Citrus College program offering fieldwork hours. Approved unpaid internships will require the employer to submit a worksite agreement with Citrus College, a process that can take two to four months.
  • College Credit Internships: Unpaid internships offered in exchange for college credit must adhere to the seven criteria set forth by the U.S. Department of Labor Fair Labor Standards Act (FLSA) Fact Sheet #71.

D. REASONS FOR DECLINING AN EMPLOYER, JOB OR INTERNSHIP

  • The employer requires employees or applicants to pay fees for application/placement, membership, licensing, deposits or training.
  • Positions are posted without a disclosed salary/wage and use vague language such as: "depends on experience," "competitive," "commission," "negotiable" or "to be determined."
  • Multi-level marketing organizations are not accepted.
  • The employer is recruiting participants for research studies or focus groups.
  • The position or employer engages in discrimination based on race, color, national origin, ancestry, religion, sex/gender, sexual orientation, gender identity, age, disability, marital status, medical condition, military or veteran status.
  • Jobs based in private residences or homes that are not affiliated with an agency, including but not limited to tutoring, caregiving, child-care, pet-sitting or home repair.
  • Bartering arrangements, such as trading goods or services without the use of money (e.g., offering room and board instead of wages).
  • Paid internships that do not meet minimum wage requirements and/or unpaid internships that are not approved for academic credit.
  • Recreational camp positions that fall under the California Organized Camp Exemption are not promoted by Citrus College.
  • Positions involving the marijuana/cannabis industry, including employment or internships related to production, possession, distribution, marketing or use of marijuana. This exclusion reflects Citrus College's own obligations as a recipient of federal funds under the Drug-Free Schools and Communities Act and the Drug-Free Workplace Act. This exclusion does not impose any drug-free workplace requirement on employers or applicants.

ADDITIONAL REASONS FOR DENIAL OF EMPLOYER SERVICES

Failure to respond to Citrus College staff inquiries, including but not limited to:

  • Not providing requested documentation for account approval.
  • Lack of email communication.
  • Failure to return phone calls.
  • Complaints filed against the employer regarding past recruitments, including concerns about hiring practices, unsafe work environments or hostile workplace conditions.
  • Employment practices that appear to be discriminatory, unless justified by federal or state law or a bona fide occupational qualification (BFOQ).
  • Employees are not placed on the company payroll and are paid through alternative cash-based methods, such as PayPal, Venmo, Zelle, CashApp, cash or personal checks.

E. ADDITIONAL INFORMATION REGARDING EMPLOYER PARTICIPATION

Career Development Events: Participation in career development events, such as job fairs, class presentations and special recruitment activities, will be limited to organizations that meet and adhere to these employer guidelines.

Employment Agencies: An employment agency or other entities that recruit and refer job-seekers to other employers may post job openings as long as they meet all other "Posting Requirements." No fees will be charged to the job applicant. Additionally, job postings must disclose the following:

  • the position is listed by an employment agency; and
  • whether the agency will serve as the employer of record or is recruiting on behalf of another employer.

Political Campaign Recruitment: In accordance with Government Codes 8314 and 82015, recruitment or coordination of campaign activities, volunteers or employees on behalf of a political candidate constitutes the use of public resources for campaign activity and is strictly prohibited.

Military Recruitment: In accordance with the Solomon Amendment, military personnel will be granted access to the campus and students for recruitment purposes. This access will be at least equal in quality and scope to that provided to other employers.

Volunteer Opportunities: Volunteer positions will be approved or denied on a case-by-case basis and must be a verifiable 501(c)(3) nonprofit organization.

Freelance and 1099 Opportunities: Freelance and 1099 positions will be considered on a case-by-case basis. To qualify for approval, these positions must comply with the Independent Contractor Classification under the Fair Labor Standards Act (FLSA). If approved, these opportunities will be promoted through an alternative database. Under the Freelance Worker Protection Act (FWPA), organizations hiring freelancers are required to:

  • put the agreement in writing;
  • include both parties' names and addresses;
  • clearly define the scope of expected work;
  • clarify how compensation will be determined and paid; and
  • establish a timeframe for payment.