We are happy to offer you the facilities and assistance of the Career Development Office at Baylor Law School and hope we can help you find students who will meet your needs. We want to make you aware of the non-discrimination policies followed by the University and the Law School, and ask that you provide us with assurance of your willingness as employers to observe the same principles of equal opportunity.
Policy on Nondiscrimination
Baylor University complies with all applicable federal and state nondiscrimination laws, and does not engage in prohibited discrimination on the basis of race, color, nationality or ethnic origin, gender, age, or disability in either employment or the provision of services. The University is controlled by a Board of Regents with a composition of at least 75% Baptist members, while the balance of the Board membership may be Christians who are active members of a church in a historic Christian tradition other than Baptist. The University is operated within the Christian-oriented aims and ideals of Baptists and is affiliated with the Baptist General Convention of Texas, a cooperative association of autonomous Texas Baptist churches. As a religiously-controlled institution of higher education, Baylor University is exempt from compliance with some provisions of certain civil rights laws, including standards that bear upon some provisions of Title IX of the Education Amendments of 1972. As such, Baylor prescribes standards of personal conduct, including standards that bear upon sexual misconduct. The University does not discriminate on the basis of sexual orientation per se, but does discriminate on the basis of sexual misconduct, including, but not limited to, non-marital sexual misconduct, homosexual conduct, or the encouragement or advocacy of any form of sexual behavior that would undermine the Baptist identity or faith mission of the University. Further information may be obtained from the Baylor University web site at www.baylor.edu (See "Current Students"; then, "Policies & Procedures"; then "Student Policies and Procedures"; then "Sexual Misconduct, Policy"; then "Human Sexuality, Statement on"; See also "Faculty and Staff"; then, "Policies and Manuals"; then, "Personnel Policies"; then "Sexual Misconduct Policy").
Equal Opportunity Obligation of Employers Using Law School Facilities
As a condition of the use of Law School facilities, we are required by the Association of American Law Schools, of which the Law School is a member, to ask that you provide us with assurance of your intent to observe the principles of non-discrimination on the basis of race, color, nationality or ethnic origin, gender, age, disability in either employment or the provision of services, and sexual orientation per se. Thank you for your interest in our students and your cooperation in making our program successful.
Application of Equal Opportunity Obligation to U.S. Armed Services
Because they discriminate on the basis of age, disability, and sexual orientation, the U.S. Armed Services do not comply with the equal opportunity obligation described in the previous paragraph and generally required of employers by the AALS. The discrimination practiced by the U.S. Armed Services is authorized and mandated by federal statute. [See 10 U.S.C. 654; Department of Defense Directive 1304.26].
The AALS may excuse a law school from permitting the U.S. Armed Services to use its placement services and facilities, provided that the institutional governing body, i.e., the Baylor University Board of Regents, has specifically directed that the U.S. Armed Services be allowed to use the career services facilities and services of Baylor Law School. The Baylor University Board of Regents has directed that the U.S. Armed Services be allowed to use the career services facilities and services of Baylor Law School.
The AALS requires that law schools that allow U.S. Armed Forces recruitment under University policy take steps to ameliorate the effect of the discrimination that the U.S. Armed Forces is authorized and mandated to practice by federal law.
Baylor Law School will take the following ameliorative measures: (a) placement of a notebook in the Career Development Office and on reserve in the Law Library that contains materials related to this issue, including AALS Bylaw 6-3, ECR 6-3.2, AALS Memoranda 97-46 and 98-23, and memoranda and reports published by the AALS Section on Gay and Lesbian Legal Issues (e.g., the December 15, 1998 comprehensive report on on-campus military recruiting); (b) posting of a copy of this document in the Career Development Office; and (c) posting of an additional notice side-by-side with announcements of campus recruitment visits by military law recruiters that refer to this document and the notebooks of materials on this issue.