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Interview Grievance

Interview Grievance Policies/Procedure

Cornell Law School is committed to ensuring equal employment opportunity for all its students and alumni/ae. The federal government and many states and local jurisdictions have enacted statutes expressly prohibiting employment discrimination on grounds of race, national origin, religion, sex, sexual orientation, age or handicap. The facilities of the Career Services Office will be denied to employers whose employment practices are not consistent with this policy.

Cornell Law School also believes that while interviewers can and should ask challenging questions, they are also obligated to conduct themselves in a polite, professional manner.

A student who believes that he or she has been the object of illegal discrimination or offensive conduct on the part of a prospective employer should report that belief to the Career Services Office by using the Interview Complaint Form (pdf). After due consideration, the student will be informed of the proposed action to be taken. If the student believes that further corrective steps are necessary, the student should report the incident in writing to the Chair of the Committee on Career Planning and Placement, who will investigate, and where appropriate, attempt to mediate among the interested parties. If mediation is unsuccessful, or if the Chair determines that mediation is inappropriate, the student or the Chair of the Committee on Career Planning and Placement may report the matter to the Dean. The Dean shall take appropriate administrative action.

Any student who wishes to alert the Career Services Office to improper and/or offensive conduct by an interviewer, but who does not wish to reveal his/her identity to the Career Services Office, is free to fill out an Interview Complaint Form (pdf) without including his/her name, the time of the interview, etc. However, please note that such anonymous complaints are extremely difficult to act upon and that, in all likelihood, the form will simply be kept on file so that the employer in question can be monitored in the future.