Biola Center for Career Development is committed to maintaining the privacy of personal information collected primarily through Biolalink. Terms and conditions surrounding the capture and use of information will be herein described including what is collected, how it is used, and how users can make changes.
Biolalink is a proprietary name of a service managed by the Center for Career Development of Biola University. Biolalink is a software licensing partnership between Biola Center for Career Development, Symplicity Corporation’s Career Services Manager (CSM) and NACElink. Symplicity’s CSM bundled with NACElink, deployed at more than 800 institutions, is a one-stop integrated solution for enterprise wide management of: job postings, internship postings, resume services, on-campus interviewing, employers, students, alumni, calendaring, communications, customer relationships, and more.
Information collected on Biolalink or through the Career Center website will not be sold, transmitted, or disclosed to any other organization. Biola University is not liable, however, for confidentiality breach that is beyond their reasonable control.
NACElink is an alliance of the National Association of Colleges and Employers (NACE), a nonprofit professional organization for career centers and employers, the Direct Employers Association, a nonprofit association of national employers, and Symplicity, a state-of-the-art technology provider of web-based tools and software solutions. Please note that when visiting other school’s career websites, even the affiliated and co-branded sites, the sites’ own privacy policies apply.
How does Biola Center for Career Development use information collected?
– To enable employers to use various tools, features, and functionality of the Biolalink system, such as posting jobs, scheduling interviews, and searching resumes. Career Development staff will, to the best of their ability, approve only bona fide employers to be granted access to Biolalink.
– To enable Biola students/alumni to use various tools, features, and functions of the Biolalink system, such as searching job postings, uploading resumes, and setting job search agents.
– To communicate with users regarding use of Biolalink, site changes, or information about events/activities promoted by Career Development.
BiolaLINK receives and collects personal identifiable information from users, (name, contact information, demographic information, academic history, etc.) after they register for services and upload resumes, cover letters, and other documents. Biolalink jobseeker access is limited to the exclusive use of Biola students, alumni, faculty and staff. Biola Center for Career Development reserves the right to modify or delete any user profile or any other documents contained in Biolalink for any reason.
Biola Center for Career Development staff may access a job seeker’s personal information to send e-mail using communication tools on the site, publish resumes in the school’s resume book(s), and send resumes to employers on behalf of the students/alumni.
Employers using Biolalink have access to job seekers’ resumes and personal information when jobseekers’ accounts designate this information as public. Biola University is not responsible for what employers do with the personal information that is available or accessible on this site.
Job seekers may remove resumes from Biolalink at any time. However, employers who previously accessed the database or obtained a copy of a resume may have retained a resume copy in their own files or databases. Biola Center for Career Development is not responsible for the retention, use or privacy practices of any employer or recruiter.
While Biola Center for Career Development endeavors to restrict access to this database to eligible employers, we cannot guarantee that objectionable parties will not gain access to the database. Biola Center for Career Development reserves the right to modify or delete any employer profile or job listing from Biolalink for any reason.
If you work for an employer that does not pay wages and/or issue business expense reimbursements according to reasonable expectations, you may need to quit the job and possibly even take the employer to Small Claims Court. Here is the Small Claims Court process:
1. File a claim online at: www.lasuperiorcourt.org/efiling/Login.aspx ($30-$75 fee; lawyers are not permitted to represent either side). Nearest small claims court to Biola is:
7500 East Imperial Hwy
Downey, CA 90242
2. Ask the Sheriff at the Downey Courthouse to serve court papers to the employer ($30 fee). Get a “proof of service” form from the Sheriff and submit it to the Clerk’s Office at least 5 days prior to the court date.
3. Go to court on the appropriate day and bring along all supporting evidence that you worked for employer X number of hours over a specified time period and were never paid for it, and bring receipts for business expenses incurred.
For more information on small claims process visit: http://lacountydca.info/mnPlaintiffs.htm
Biola Center for Career Development publicizes content or services from other web sites. Please note that when you visit these other web sites, the sites’ own privacy policies apply. To read the privacy policies for some of these other sites, see links below this policy. Unless otherwise noted, responsibility for the content, accuracy of information, changes and updates, quality, safety or suitability of any information found at linked sites resides solely with the sites. Biola Center for Career Development provides these links as a convenience and the inclusion of any link does not imply endorsement of the site, or any association with its operators.
Quoting from the Biola Guide to University Policies, solicitation to students is generally prohibited: “To ensure the safety and privacy of all residents, solicitors (including students) are not permitted to canvass or market any product on campus without prior approval from the Director of the Bookstore, which controls all commercial sales on campus. Certain pre-approved vendors may be allowed on campus as part of University events, such as Missions Conference or Multi-Cultural Emphasis Week. Approved vendors will be given a permit which they are required to display. Solicitors are never allowed into residence facilities, including apartment complexes.” Even if the Director of the Bookstore grants solicitation approval to a given employer, Center for Career Development retains the right to prohibit person-to-person solicitation or market research on campus as a means of business except as part of university events.
Biola Center for Career Development collects information from employers utilizing the site including contact information, unique identifiers (such as usernames and passwords to Biolalink), and demographic information (such as location, type of organization, size of organization). Financial information collected will only be used to bill an organization for fees associated with a requested service such as a job fair. All fees will be explicit.
As Biola is a private Christian university, the Center for Career Development does not knowingly partner with organizations who promote on their websites, or elsewhere, alcohol, tobacco, addictive substances, sexually provocative representation, or anything that runs counter to Biola University’s Community Standards policy: http://studentlife.biola.edu/campus-life/student-handbook/. Such organizations cannot post job announcements on Biolalink nor have any involvement on campus or with Biola students.
It is forbidden for any person, department or organization to obtain Biolalink user contact information for the purpose of soliciting funds or soliciting material goods from Biolalink users. It is also forbidden that anyone (except Center for Career Development) contact Biolalink users about anything except real job or internship opportunities. These activities are strictly prohibited and violation can result in legal prosecution.
Biola’s Center for Career Development reserves the right to modify or delete any employer profile or job listing from Biolalink for any reason.
The following is our posting approval criteria:
- The position’s title and job function must match the duties on the job description.
- Salary figures or salary ranges are required for every paid position, including stipend positions. 100% commission positions will not be approved. Salaries must comply with the Department of Labor’s minimum wage laws for the relevant work location.
- The organization’s web presence must instill a reasonably high level of confidence to our office’s review team (i.e., appearance, products, reputation, services, and contact information must meet our reviewer’s satisfaction).
- The organization must not encourage students to market any product, service, or business to other students or staff on Biola’s campus. The organization must not require an investment in inventory nor rely significantly on referral-based activity.
- Third-party recruiters must disclose the name of the client organization(s) where students/alumni will be working.
- An unpaid internship should be an extension of the classroom (i.e., it should enable students to apply classroom learning in the real world). It must not be primarily to advance the operations of the employer.
- An intern’s title must be appropriate for an internship role (i.e., it should not reflect a role which normally requires significant experience and/or is commonly a paid position in the workforce).
- An intern’s skills or knowledge learned must be transferable to other employment settings and contribute in a strong way on a resume.
- An internship must have a substantive job description, reasonable qualifications, and a defined duration.
- An intern must receive supervision and routine feedback from a professional with expertise and/or professional background in a field related to the opportunity.
- An unpaid internship job description must include a statement that academic credit is a requirement of the position, and it is the student’s responsibility to arrange credit through an academic supervisor.
- Reasonable support (i.e., direction, equipment, facilities, etc.) must be provided by the employer to an intern receiving academic credit to ensure successful task completion and learning outcomes.
Biola Center for Career Development does not work with network marketing organizations, nor approve of their recruitment on Biola’s campus, nor approve their job announcements on Biolalink. Network marketing is a marketing strategy in which the sales force is compensated not only for sales they personally generate, but also for the sales of others they recruit, creating a downline of distributors and a hierarchy of multiple levels of compensation. Other terms for network marketing include multi-level marketing (MLM), pyramid selling, and referral marketing. We reserve the right to prevent any organization from recruiting at Biola based on the aforementioned criteria or if an organization is listed on the following company list: MLM Company List – Wikipedia. The rationale for this stance is to maintain a comfortable working environment for Biola staff, faculty and students where nobody feels pressured to participate in external business programs.
Sales jobs must include a published base salary plus an anticipated commission range; 100% commission jobs are not allowed on Biolalink.
The IRS uses a “test” to determine independent contractor status or employee status based on three factors: control, financial and relationship. The most problematic of the three elements for our Center is control. Control factors are based on the type and degree of instruction given, evaluation and training. Independent contractors typically control their own work, obtain their own training and are evaluated on the end result only. Employees, on the other hand, are typically controlled by their employer who provides training and dictates how, when and where tasks are completed.
Biola’s Center for Career Development reserves the right to prohibit any employer from recruiting on campus or posting job announcements on Biolalink if the Center concludes that an employer is asserting too much control over it’s so-called contractors, or if the perceived risks of a particular job outweigh potential gains. Because independent contractors cannot take advantage of FLSA employment rights, our Center holds to the following prohibitions that we believe are representative of asserting too much control over contractors and excessive risk to contractors:
- Contractor shall not be encouraged to work more than 50 hours per week
- Contractor shall not be required to purchase goods solely from one employer
- Contractor shall not be required to work far from home making it harder to quit job if unsatisfied
- Contractor shall not be required to attend mandatory meetings on a regular basis
- Contractor’s supervisor shall not earn a commission based on contractor’s performance (see Network Marketing above)
- Contractor shall not be encouraged to perform hazardous activity such as entering homes of strangers or driving with too little sleep linked to excessive hours worked
Biolalink does not allow third-party companies to provide advertisements or allow third party companies any type of access to track users’ browsing activities.
Definition of third-party recruiter: Agencies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities other than for their own needs. This includes entities that refer or recruit for profit or not for profit, and it includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment. Examples include employment agencies, search firms, contract recruiters, and resume referral services. Staffing/temporary agencies, however, are employers and not third-party recruiters.
Third-party recruiters will disclose information as follows:
- Third-party recruiters will disclose to students the name(s) of the client, or clients, that the third-party recruiter is representing and to whom the students’ credentials will be disclosed.
- When deemed necessary, third-party recruiters will disclose information upon request to Biola’s Center for Career Development that would enable verification that they are recruiting for a bona fide job opportunity. Information should include contact information for the organization for which the third party is providing recruiting services.
Third-party recruiters will not disclose to any employer, including the client-employer, any student information without obtaining prior written consent from the student. Under no circumstances can student information be disclosed for other than the original recruiting purposes nor can it be sold or provided to other entities. Online job posting and resume referral services must prominently display their privacy policies on their web sites, specifying who will have access to student information.
Third-party recruiters attending career fairs will represent employers who have authorized them and will disclose to Biola’s Center for Career Development the names of the represented employers.
Third-party recruiters must follow EEO standards in recruiting activities.
We welcome interviews with media representatives who exhibit high journalistic standards and professionalism. Requests for Career Development staff interviews must be submitted in writing with a detailed explanation of the reason for the interview, its intended focus and areas of questioning, the proposed interviewer, and any other supporting information such as recording deadline. A minimum of two weeks advance notice is required to interview with our staff or to request information for a media piece. We require permission for our staff to review any quotes or summarized information within the larger story prior to publication in order to minimize factual errors, misinterpretation, or information taken out of context.
Cookies, which are small text files recorded in a user’s hard drive, are employed by thousands of sites to enhance users’ web viewing experience. Cookies cannot damage user files, nor can they read information from a user’s hard drive. Cookies in and of themselves do not personally identify users, although they do identify a user’s computer. Cookies allow sites to “remember” users across pages of a site and across multiple visits to a site. However, when users access Biolalink, it will set a cookie while they are on the site. Once users log out of the site or close their browser window the cookies are deleted.
Biola Center for Career Development has a licensing agreement with Symplicity and NACElink in order to provide state-of-the-art services to the Biola community and external parties. Many provisions contained in this Statement are based factors under the control of Symplicity and NACElink. While Biola University believes that Symplicity and NACElink provide a valuable service to the Biola community and external parties, Biola can not guarantee, nor does it otherwise accept responsibility for, any portion of this Statement that depends upon Symplicity’s or NACElink’s representations and their compliance with those representations.
This Use Policy is subject to revision at any time. All registered users are bound to the terms of the latest revision of the Policy. Last revision: April 2, 2015.