RWU Law's faculty ranked fifth in New England in per capita productivity for articles in "top 50" law journals from 1993 to 2011 - trailing only Yale, Harvard, Boston University, and Boston College.
From law firms to public interest organizations, corporations to government agencies, the experienced and professional staff of the Office of Career Development is dedicated to serving your individual recruitment needs.
We provide you with both formal and informal opportunities to meet and recruit our outstanding law students and alumni.
- Job Postings
- Resume Collection
- On-campus Interviews
Meet our Students
- Participate on a panel
- Perform mock interviews
- Mentor a law student or graduate
- Attend law school events
- Judge moot court competitions
Please feel free to email or call our office at 401-254-4650 for more information.
It is the policy of Roger Williams University School of Law not to discriminate against any person on the basis of race, color, religion, national or ethnic origin, age, sex, sexual orientation, gender expression or identity, disability, veteran status, or any other legally protected basis in admission to, access to, employment in, and treatment in its programs and activities.
Though Don’t Ask, Don’t Tell has been repealed, there are still unresolved issues of discrimination of LGBT individuals by the United States military. The military is permitted to interview on campus only because of the loss of funds that would otherwise be imposed under the Solomon Amendment.
Message of Compliance for Unpaid Internships
Roger Williams University School of Law is in compliance with the U.S. Department of Labor's Wage and Hour Division (WHD) of the Fair Labor Standards Act (FLSA) regarding all unpaid internships. The WHD has developed six federal guidelines:
-The training, even though it includes actual operation of the facilities of the employer, is similar to what would be given in a vocational school or academic educational instruction;
-The training is for the benefit of the trainees;
-The trainees do not displace regular employees, but work under their close observation;
-The employer that provides the training derives no immediate advantage from the activities of the trainees, and on occasion the employer's operations may actually be impeded;
-The trainees are not necessarily entitled to a job at the conclusion of the training period; and
-The employer and the trainees understand that the trainees are not entitled to wages of the time spent in training.
For more information go to the WHD's website at: http://www.dol.gov/whd