Job Posting and Recruitment Standards

To protect students’ interests and ensure compliance with legal and ethical standards, the following positions will not be posted:

• Positions involving adult entertainment, escort services, presentation modeling, or similar work associated with the use or promotion of alcohol or cannabis.
• Positions involving work in private residences, including but not limited to childcare, nanny services, yard work, moving, painting, or maintenance.
  Businesses providing these services may be required to submit a valid business license number for review.
• Positions that compensate workers in cash only.
• Positions requiring out‑of‑pocket expenses from students beyond reasonable transportation costs.
• Positions that discriminate against protected or designated groups.
• Commission‑only positions.
• Positions that violate the Fair Labor Standards Act (FLSA).
• Positions offered by third‑party recruiters.
• Direct marketing or network marketing positions, including those requiring an initial investment or recruitment of others to establish a business.

The Center reserves the right to decline or remove any job posting if there are concerns regarding the legitimacy, safety, legality, or alignment of the opportunity or the employer with BCCC’s mission and the best interests of its students.

Links:

Fair Labor Standards Act

To support institutional accountability, workforce reporting, and continuous improvement, employers are expected to provide the Center with accurate and timely information regarding:

• The number of BCCC students hired; and
• Starting wages or salaries for those hires.

This information should be submitted at the conclusion of each recruiting or hiring cycle or as hiring decisions are finalized.

Ethical recruiting and professional conduct are essential to maintaining trust and integrity in employer‑student relationships.

• If an employer withdraws an offer of employment, internship, or apprenticeship extended to a BCCC student, the recruiting contact must notify the Director of the Center for Career Development & Employer Services as soon as possible.
• Similarly, if a student reneges on an accepted offer, the Director should also be informed so the situation may be reviewed and addressed appropriately.

The faculty and administration of Baltimore City Community College regard reneging on accepted offers—by either party—as unethical behavior and inconsistent with professional standards.

Third‑Party Recruiters

Third‑party recruiters are agencies, organizations, or individuals that recruit candidates for positions other than their own hiring needs. This includes both for‑profit and nonprofit entities that collect student information for referral to other employers.

Common fee structures include:

• Applicant‑Paid Fees:
  The applicant pays a flat fee or a percentage of the starting salary once placed.
• Employer‑Paid Fees, including:
  • Retainer Fees: Flat fees paid for recruiting services.
  • Contingency Fees: A percentage of an applicant’s starting salary upon hire.
  • Fee‑for‑Service: Charges for job postings, resume access, job fair participation, or similar services.

Network Marketing Companies

Network marketing companies sponsor individuals to establish independent businesses that involve selling products or services and/or recruiting others. These organizations typically:

• Require an initial financial investment, such as a fixed fee, training cost, starter kit, or materials purchase; and
• Offer compensation primarily through commission, often based on recruitment or sales generated within a downline structure.

Commission‑Based Positions

Positions that are solely commission‑based will not be promoted or posted by the Center.

For positions that offer base pay plus commission, employers may be required to submit additional documentation for review, including:

• Whether a college degree is required or preferred;
• Details of base salary and commission structure;
• Documented earning history for the position;
• Training provisions and reimbursement policies; and
• Any expectation that employees purchase materials or supplies, including estimated costs.

Approval will be based on transparency, fairness, and alignment with student success and labor standards.

Alcohol and Cannabis Industry Recruiting Guidelines

To ensure a respectful, inclusive, and student‑centered recruitment environment:

• Alcohol may not be served or provided to students during any recruitment activity, whether on‑ or off‑campus. Offering alcohol may create discomfort for students who abstain and may place underage students at risk of violating state law and the BCCC Code of Student Conduct.
• The Center will not accept employers or positions involved in the use, production, testing, or distribution of recreational or medical marijuana. Although marijuana use may be legal under Maryland law, it remains illegal at the federal level. As BCCC receives federal funding, the College must comply with federal law, including the Drug‑Free Schools and Communities Act, which prohibits marijuana use on campus.

Link: Baltimore City Community College Code of Student Conduct Judicial Affairs Overview

The Center for Career Development & Employer Services will not accept companies or positions involved with the use, production, testing, or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level and Baltimore City Community College receives federal funds, we must comply with federal law. Also, the use of marijuana violates the Drug-Free Schools and Communities Act and continues to be banned on campus.