Career Development Policies

The resources provided by the Career Development Center (CDC) are for the exclusive use of Loyola Law School students and graduates. All students utilizing our services are required to review the policies below.


  1. All information on resumes must be presented truthfully and without misrepresentation. Students may list expected or anticipated work experience only if they have accepted a formal offer of employment from the employer. Grades, grade point average(s) and percentile/numeric rank must be verifiable through the Office of the Registrar and must be stated on the resume exactly as issued by the Office of the Registrar (even those ending in .00). "Issued" means the student has received official notice that the information on the Student Web Services (SWS) may be used for resume purposes. Honors, awards and memberships on a student's resume may be verified through the Registrar's Office.
  2. Students may list the First Honors Award on a resume only after they have been formally notified of the award by the Office of the Registrar. 
  3. All student resumes must conform to the policies of the Career Development Center regardless of whether a student submits resumes to the Office or transmits them directly to potential employers, and regardless of whether a student learns of potential employment through the Office or through other sources.

Resume Policies & Guidelines


Class Rank

  • Once a year at the end of the Spring semester, the Office of the Registrar determines G.P.A. cutoffs for the top 5%, 10%, 15%, 20%, 25%, 30%, 40%, and 50% of each class, by division.
  • Only students in the top 5% are ranked numerically (e.g. #7 of 416).
  • Students who include class ranks on their resumes can only use the cumulative and annual rankings issued by the Registrar.  Rankings may not be altered based on subsequent Summer or Fall semester grades.  Students may list a prior year's rank if it is identified by the date of the Spring semester issued (e.g., Top 50% Annual Ranks as of Spring 2012). 
  • Students may list class rank without listing the corresponding G.P.A. provided they identify (1) indicate whether it is their cumulative or annual rank and (2) identify the corresponding term (e.g. Top 50% Cumulative as of Spring 2013).


  • The Office of the Registrar provides G.P.A.s as follows:
    • Term: A calculation for each separate term: Fall, Spring or Summer.
    • Annual: A calculation for an academic year which combines Summer, Fall and Spring (the Summer included is the one preceding the Fall and Spring semesters).
    • Cumulative: A calculation of all grades to date.
  • Students may list any term, annual or cumulative G.P.A. so long as the G.P.A is identified by the term and year (for term and cumulative G.P.A.s) or by the academic year (for annual G.P.A.s).

G.P.A. With Rank

If students choose to list their class rank, they may also choose to list the corresponding Spring cumulative G.P.A., especially if they wish to indicate the proximity of their G.P.A. to a particular rank cutoff. Students must ascertain their correct percentile ranking based on G.P.A. cut-offs as published by the Registrar. Rank may be indicated in one of the four ways shown below:

Assuming a cumulative G.P.A. as of Spring 2013 for a student is 3.21 and the top 25% G.P.A. cutoff is 3.25, the student may:

  • Indicate rank and corresponding Spring term without the corresponding Spring cumulative G.P.A.

Top 30% Culmative as of Spring 2013

  • Indicate G.P.A. and the specific percentile in which it falls:

Cumulative G.P.A. as of Spring 2013 - 3.21/Top 30%

  • Indicate G.P.A. and the percentile cutoff closest to it regardless of whether the G.P.A. is within or below the percentile:

Cumulative G.P.A. as of Spring 2013 : 3.21
Top 25% = 3.25

  • Indicate G.P.A and the number of points it falls away from a percentile cutoff:

Cumulative G.P.A. as of Spring 2013 - 3.21
(within .04 of top 25%)

The Top 25% G.P.A. cutoff used here is for example purposes only. It is not to be used as a guide in determining a student's percentile rank.

1L (1D/2E) Mid-Year G.P.A./Grades

  • All information on resumes must be presented truthfully and without misrepresentation. Any grades, G.P.A.s, and percentile/numeric ranks displayed on the resume must be official and can only be those issued by the Registrar's Office. Honors, awards and memberships will be verified through the Registrar.
  • The Registrar provides a G.P.A. for all courses in which you receive a final grade at the end of the fall term. This will be identified on your transcript as the "term" G.P.A. NOTE: If the "G.P.A." consists of only one final grade, it is recommended that you list it as a final course grade rather than as a G.P.A.
  • If students choose to list a term G.P.A. on their resumes, it 1) must be identified by the semester and year and 2) must be labeled "Term G.P.A."

Fall 2012 Term G.P.A. - 3.45

  • Final course grades as issued by the Registrar for individual courses may be listed on the resume.  Students may select the courses for which they wish to display final grades.  Course grades may not be displayed on the resume until students have received official notification that the information on the Student Web Services (SWS) may be used for resume purposes.  There is one exception to this rule: first-year students may list Fall grades on their resume as soon as they are available (and before they are officially released by the Registrar's Office).
  • Students may list midterm grades if they choose, so long as they also list the final grade received in that class as soon as the final grade becomes available. Until the final grade becomes available, students may list midterm grades alone. Students may select the course(s) for which they wish to display such grades.  If such grades have been normalized, only the normalized grade can be displayed.  If grades have not been normalized, they must be identified as non-normalized grades on the resume.
  • Please note that any error or misrepresentation on student resumes, no matter how small or unintentional, will result in a cost to students (of redoing resumes) as well as, perhaps, a professional one (inquiries by employers, loss of employment opportunities, and damage to professional reputation). Students are therefore encouraged to have resumes reviewed before final printing if there is any question about how grade or G.P.A. information may be displayed. Any questions regarding resume policies should be directed to our office prior to finalizing resumes.

Other Resume Policies

  • Those students who did not carry a full load during the first year are not ranked at the end of that year. These students may display the cumulative G.P.A. given to them by the Registrar, but must also note on the resume that they are not currently ranked.

Cumulative G.P.A. as of Spring 2013: 3.21
(not currently ranked due to partial load)

  • First year students who carry a partial load as a result of a disability accommodation which has been granted by the Committee on Disability Issues are permitted to be ranked along with their first year class and need not note "partial load" on the resume.
  • Students who transfer between divisions effective with the Fall semester (e.g., Evening to Day) may not associate their most recent Spring cumulative G.P.A. with the corresponding rank of the division. If rank is displayed, it must be the rank of the old division.

On-Campus Interviews (OCI)

  1. To be eligible to participate in Fall OCI, students must
    1. be currently enrolled in Loyola Law School,
    2. intend to remain so throughout the Fall semester, and
    3. be classified as 2L (2D/3E), 3L (3D/4E) or LLM.
  2. To be eligible to participate in Spring OCI, students must
    1. be currently enrolled in Loyola Law School,
    2. intend to remain so throughout the Spring semester, and
    3. be classified as 1L (1D/2E), 2L (2D/3E), 3L (3D/4E), or LLM.
  3. There is no limit to the number of employers to which students may apply however, no student may have more than twenty (20) on-campus interviews during either OCI program.
  4. Students must confirm or decline all interviews by the specified end date of the respective sign-up period.  If you must cancel your interview after you have confirmed, you must notify CDC at least 48 business hours before the time of your interview.  If you cancel with less than 48 business hours notice, you are required to provide a written explanation to Assistant Dean of Career Development Graham Sherr.  If CDC is unable to replace you, you will be required to provide an apology to the interviewer. Failure to give such notice may impact future OCI participation.  
  5. A copy of the student's resume must be on file in Symplicity if participating in the on-campus interview program.

Part-Time Work Restrictions for Full-Time Students

  1. A full-time Day Division student may not work more than twenty (20) hours per week during any semester.

Non-Discrimination Policy

Loyola Law School is a member of the National Association for Law Placement (NALP) and the Association of American Law Schools (AALS) and adheres to a policy of non-discrimination in the hiring, compensation, work assignment or promotion of any person on the basis of sex, age, race, color, religious creed, national origin, sexual orientation, disability, marital, parental or veteran status or the prejudice of clients.

Standards for Use of Placement Services & Complaint Procedures

The Law School Faculty Career Services Committee periodically reviews the complaint policy and procedures for filing such complaints. The policies and procedures are subject to the Dean's discretion when under review.

  1. Policy Regarding Conduct of Employers Utilizing Placement Facilities
    • Remarks by an employer or employer's representative that are inconsistent with Loyola's non-discrimination policy shall constitute a violation of the policy if the remarks are made in the course of the hiring process whether expressed as personal views or as the views of the employer.
    • Use of Loyola Law School's employment facilities is a privilege. Employers must adhere to the following minimum standards regarding the revocation of offers of employment or rescission of employment contracts, except (1) when such revocation or rescission is for cause (e.g., when a student misrepresents his/her qualifications, or (2) when the employer is ceasing operations:
      • The employer will notify the Career Development Center and all affected students of the revocation or rescission;
      • The employer will provide a written explanation for the revocation or rescission;
      • The employer will extend reasonable job search assistance to all affected students, including but not limited to, letters of reference, personal referrals, and secretarial support.
      • The employer will honor pre-employment monetary commitments, such as payment of bar examination fees, bar review fees, and stipends. If the student accepts another offer from a second employer that will provide substantially the same preemployment benefits, the revoking or rescinding employer may regard the commitment as discharged.
      • The Career Development Center shall also keep records of verified revocations or rescissions in the employer's file, which is accessible to all students using the facilities. 

Informal Complaints and Resolution

  1. Any student who believes that an employer has violated the Law School's policy may file a written informal complaint with the Assistant Dean for Career Development (the Assistant Dean). The complaint should provide as detailed an account as possible of the incident and should be identified as an informal complaint.
  2. Investigation of informal complaints is the responsibility of the Assistant Dean.
  3. If the Assistant Dean determines that the complaint is not insubstantial, the Assistant Dean shall inform the employer of the complaint and seek an explanation of the conduct in question. If the Assistant Dean concludes that the conduct was improper, the Assistant Dean shall attempt to remedy the problem, for example, by encouraging the employer to take appropriate steps, including an apology to the affected student or students, reaffirming adherence to the School's policy, or modifying the employer's practices. If the Assistant Dean believes that conciliation is possible and would be useful, the Assistant Dean may attempt to resolve the matter in a way that is agreeable to both parties.
  4. A student who is dissatisfied with the outcome of the informal complaint procedure may file a formal complaint subject to the procedures outlined in this policy. The filing of an informal complaint within two weeks of the incident shall satisfy the requirement of section 3 for formal complaints.
  5. If a student making an informal complaint requests that his/her name be kept confidential, the student's name shall not be revealed. If the student makes a subsequent formal complaint, his/her identity will be revealed to the employer and members of the Law School faculty or administration involved in the complaint resolution procedure but otherwise shall remain confidential from other employers, and the general Law School community.

Procedure for Students to Make a Formal Complaint

  1. Students should make a written statement of their complaint to the Assistant Dean. The complaint should provide as detailed an account as possible of the nature of the incident and identify itself as a formal complaint. The complaint must be made within two (2) weeks of the incident.

Initial Disposition of Formal Complaint

  1. The Assistant Dean shall make an initial determination whether there is probable cause to believe that the standard of conduct for employers has been violated. If the Assistant Dean determines that probable cause exists, the charge of violation will be promptly reported to the Dean of the Law School (the Dean). In making this determination, the Assistant Dean should interview the student who makes the complaint and may interview other students who interviewed with the employer in question.
  2. If, in the opinion of the Dean, action should be taken on the charge, the employer who is the subject of the charge will be given a copy of this policy and written notice of the specific standard of conduct alleged to have been violated and of the acts alleged to constitute a violation.
  3. By written notice to the Dean within ten (10) working days of the receipt of the written notice, the employer may elect to have the matter determined by the Dean without formal hearing or to have the complaint referred to the Placement Complaints Committee for hearing and determination.
  4. In the absence of written notice by the employer to the Dean within the time provided, the Dean may determine the matter without formal hearing or refer it to the Placement Complaints Committee for hearing and determination.
  5. In the event of a determination by the Dean without formal hearing, the Dean shall notify the student and the employer in writing of the action taken.
  6. If the employer elects a formal hearing before the Placement Complaints Committee or if the matter is referred by the Dean to the Placement Complaints Committee, the employer may be represented by counsel.

Placement Complaints Committee

  1. Composition: The Placement Complaints Committee shall be composed of the following members:
    • Chairperson: The Associate Dean for Academic Affairs (the Associate Dean) shall serve as Chair of the Committee. The Chairperson shall not vote except to break a tie.
    • Members: Three members of the faculty committee with responsibility for placement shall be selected by the Dean to serve on the Placement Complaints Committee.
  2. Term: The term of service shall be the academic year.

  3. Replacements: Should the designated chair or any member of the Committee be unable to serve, the Dean shall appoint a replacement from the faculty.

Hearings of the Committee

  1. Notice: The Chairperson shall set the date, time and place for hearing, and shall give written notice thereof, together with the notice of the specific standard of conduct alleged to have been violated and the specific acts alleged to constitute a violation to the employer, to the complaining student, to any person(s) who is to present evidence of the charge, and to the Committee members. Such notice of initial hearing shall be given not fewer than ten (10) days before the hearing date.
  2. Employer Rights: The employer shall have the following rights at the hearing:
    • To be represented during the taking of all evidence. If the employer or the employer's representative refuses to appear or fails to appear, the employer shall be deemed to have waived this right and the Committee may proceed to hear and determine the matter.
    • To confront and cross examine witnesses.
    • To present witnesses or, in the case of an employer who is an individual, to testify.
    • To decline to present witnesses, or in the case of an employer who is an individual, to decline to testify.
    • To be represented by an attorney.
  3. Rights of the Complaining Student: The student who lodges a complaint shall have the following rights in connection with the hearing:
    • To be present during the taking of all evidence.
    • To be accompanied by a member of the faculty of the student's choice or another student during the proceedings. The presence of such an accompanying person shall be voluntary; the Law School does not guarantee that a member of the faculty will be available for this purpose.
    • To testify. Refusal by a complaining student to testify shall constitute a withdrawal of the student's complaint.
  4. Privacy: Hearings shall be held in private. Matters presented during the hearings and the decision of the Committee shall be communicated to the complaining student and the employer charged with a violation, but shall otherwise be kept in confidence; provided, however, that the Dean may make such disclosures as the Dean deems appropriate. The Dean may communicate a determination that a violation has occurred to other law schools if the Dean determines this action would be appropriate.
  5. Disqualification:
    • A member of the Committee shall disqualify himself/herself if in his/her opinion he/she will be unable to render an impartial decision in the matter.
    • Any member of the Committee and the Chair shall be subject to challenge for cause upon a showing of a reasonable probability that he/she will be unable to render an impartial decision in the matter.
  6. Standard of Proof: The Committee shall find a violation if there is clear and convincing evidence that the policy has been violated.
  7. The Committee shall render its decision in writing. The decision whether to make a written or electronic record of testimony before the Committee shall be at the discretion of the Committee. The Committee's written decision will include an evaluation of the seriousness of the violation.


  1. Upon a finding of a violation by the Committee in the event of a formal hearing or upon his/her own determination of a violation, the Dean will devise an appropriate remedy. The Dean may impose an authorized remedy, as specified in the following subsection, or may negotiate an appropriate remedy with the violating employer.
  2. The following are authorized remedies for violation of the standard of conduct:
    • Permanent Exclusion: Complete and permanent exclusion of an employer from the use of the Law School's placement services.
    • Indefinite Suspension: Complete exclusion of the employer from the use of the Law School's placement services. Indefinite suspension may be lifted by the Dean following application by the suspended employer. The Dean shall have the authority to terminate the suspension and to impose such conditions as he/she deems advisable under the circumstances.
    • Suspension Until Specified Date: Complete exclusion of the employer from the use of the Law School's placement services until a specified date.
    • Identification of Firm in Materials Distributed to Students: Identification of the employer as having violated the Loyola's employer conduct policy in such detail as the Dean or the Dean's representative deems appropriate.
    • Requirement of Apology: Require the firm to make a written and/or an oral apology to the affected student(s). Making the required apology would be a precondition for any future use of the placement facilities.
  3. The foregoing penalties are not mutually exclusive and may be imposed in combination.
  4. Record of a prior violation of the standard of conduct for employers may be considered in determining the appropriate sanction for a subsequent violation. 


The Career Development Center at Loyola Law School Los Angeles offers reciprocal use of specific resources to students and graduates of ABA accredited law schools on the following bases:

Location of School:

  • Reciprocity is offered to law schools located outside of the Los Angeles metropolitan area in selected major metropolitan areas (please contact our office for areas). 
  • Reciprocity is not offered to students or alumni of Los Angeles County or Orange County law schools.


  • Requests must be submitted electronically by the student or graduates law school Career Development Center. Phone requests or walk-ins will not be allowed. If and when requests are approved, CDC will send electronic confirmation of reciprocity to the requestor's career services office. If granted, privileges will expire 90 days from the date of approval. An approved request grants access privileges as outlined below.A letter requesting reciprocity must be received at least one week in advance from a representative of the Career Development Center at the requesting individual’s law school. 
  • Reciprocity is granted on a "one for one" basis.
  • Reciprocity will be denied if the requesting school has made multiple requests without providing reciprocal services to a Loyola graduate or student in the interim.


  • 2L/3L students and graduates.


  • Loyola Law School will offer the same services, within the same parameters of the requesting law school provided that they do not conflict with the restrictions outlined below.
  • Students/graduates should bring some form of photo identification if seeking to utilize our in-office resources.


  • Counseling, resume/cover letter review, and recruiting programs are not available.
  • Continuous reciprocity is not available. Only one request per student/graduate per academic year will be granted. If an imbalance with the requesting school occurs, reciprocity will be denied until there is balance.
  • Reciprocity is suspended during On-Campus Interview (OCI) programs (August 1 to November 15, February 1 to March 1).
  • Reciprocity is granted for only one ABA-accredited school per visit in the Los Angeles area.
  • Loyola Law School reserves the right to refuse or rescind privileges/services at any time.

Open Reciprocity:

  • Loyola Law School maintains open reciprocity with the University of San Francisco, University of San Diego and Santa Clara University. Blackout periods during the OCI programs will still apply.

For reciprocity questions, please email