Expectations and Requirements for Employers

Overview

The University of Denver welcomes all employers who are committed to providing substantive employment opportunities and pathways for students. We ask that all recruiting organizations comply with the following standards:  

  1. Ethical Recruiting Practices 
  2. Non-Discrimination and Harassment Protections 
    • Compliance with all applicable federal, state, and local laws prohibiting discrimination and harassment. 
    • Review the University of Denver’s Non-Discrimination Statement via the Office of Equal Opportunity & Title IX.  
  3. Labor and Compensation Standards 

In addition, employers must have: 

  • A company website 
  • A professional email address 
  • A physical headquarters or business address 

Job & Internship Postings

The University of Denver provides access to 12Twenty/PCO as a platform for employers to share opportunities with students and alumni. Inclusion of a posting does not constitute an endorsement by the University of Denver of the employer or the opportunity. DU Employer Connections reviews postings to promote alignment with our standards and to minimize the risk of fraudulent listings; however, approval does not imply verification or guarantee of the opportunity’s authenticity. We encourage students and alumni to use discretion when engaging with employers and to report any concerns to DU Employer Connections at hire@du.edu. 

Posting Standards

Postings must not: 

  • Be solely commission-based or door-to-door sales. 
  • Require the intern to make a monetary investment or pay an upfront fee. 
  • Impose penalties for early departure (e.g., training repayment). 
  • Omit the employer’s name or work location. 
  • Require an application through a third-party agency unless the company and job details are clearly disclosed. 

Faculty & Staff Guidance on Sharing Job Opportunities

Faculty and staff are encouraged to help students understand the value of DU’s career platform while also guiding them toward additional tools and resources that support their evolving career goals. Faculty and staff play an important role in connecting students with meaningful career opportunities. When sharing jobs or internships—especially those publicly posted on an employer’s website—we encourage faculty and staff to consider whether reposting the opportunity in PCO would benefit a greater number of students and the employer. 

Reposting in PCO can: 

  • Increase visibility of the employer to a wider student audience 
  • Enhance visibility of DU students to the employer 
  • Support equitable access across academic programs 

We encourage faculty and staff to use professional discretion when deciding which opportunities to share more broadly. Our goal is to promote thoughtful, student-centered engagement—not repost every job available online. Additionally, some employers may prefer not to recruit through DU channels, so it is important to be mindful of employer intent when sharing opportunities. 

Before reposting, consider: 

  • Does the opportunity align with student interests and career goals? 
  • Is it relevant to DU’s academic programs? 
  • Does it support meaningful career outcomes? 

If a posting aligns with student interests and meets the criteria above, faculty and staff have a few options: 

  • Reach out to DU Employer Connections, who can help determine the best way to share the opportunity and support reposting when appropriate. We appreciate interest in sharing opportunities with DU students; however, to maintain efficient operations, DU Employer Connections cannot guarantee reposting of all submissions. 
  • Send the opportunity to the career advisor for the relevant academic unit, who can assess and repost it in PCO if appropriate. 
  • Post it directly in PCO, if you are familiar with the system and have access. 

If you are unsure whether a role is appropriate for reposting, or if you encounter employer concerns, feel free to consult with DU Employer Connections.  

Structured and Supportive Internship Practices

To support meaningful and compliant internship experiences for students and alumni, the University of Denver encourages employers to follow these best practices and consult relevant resources when posting internships.  

  1. Recruitment Standards and Best Practices. Employers are responsible for understanding and complying with applicable federal and state regulations. Below are key considerations and resources: 
    • Fair Labor Standards Act (FLSA): The U.S. Department of Labor uses the primary beneficiary test to determine whether an unpaid intern is legally considered an employee. If the intern is the primary beneficiary of the experience, the internship may be unpaid. Learn more from the DOL Fact Sheet #71  
    • Colorado Wage Laws: In Colorado, unpaid internships must be part of a formal academic program to be exempt from minimum wage requirements. Employers should obtain documentation from the educational institution confirming this alignment. Learn more from the Colorado Department of Labor and Employment 
    • Workers’ Compensation: All Colorado employers with employees—including interns—must carry workers’ compensation insurance. This applies regardless of part-time status  
    • Independent Contractor Classification: Interns generally do not meet IRS criteria for independent contractor status. Employers should avoid misclassifying interns as 1099 contractors unless the intern meets specific independence criteria. IRS guidance on contractor classification 
    • Professional Conduct: Interns should be treated with the same respect and professionalism as regular employees. Candidate information must be handled confidentially and not shared without written consent. 
  2. Operational Expectations 
    • Work Hours: Limit student hours to 20 per week during fall, winter, and spring quarters to accommodate academic obligations. During summer or academic breaks, students may work additional hours as appropriate. 
    • Expense Reimbursement: Employers are encouraged to reimburse students for business-related expenses, including training, travel, software, and licensure fees. 
  3. Internships with Academic Credit. Posting an internship on 12Twenty/PCO does not imply approval for academic credit. Students must initiate credit approval through their academic department. Employers may be asked to complete an internship agreement form. To support academic credit approval, employers are encouraged to: 
    • Align the Role with Academic Goals 
      • Design responsibilities that support the student’s academic program. 
      • Collaborate with faculty advisors when possible. 
      • Identify relevant majors and tailor tasks accordingly. 
    • Include Structured Learning 
      • Provide mentorship and supervision. 
      • Offer training and skill-building opportunities. 
      • Create a learning-focused environment. 
    • Implement Evaluation and Reflection 
      • Track progress through periodic evaluations or check-ins. 
      • Encourage reflective writing or project-based assessments. 

Important Note 

Internships that are tied to a formal academic program, such as those for academic credit, may be unpaid, provided they meet federal and state criteria. However, internships that are not connected to academic credit must comply with Colorado minimum wage laws. Learn more from the Colorado Department of Labor & Employment Internship Guidelines and the U.S. Department of Labor Fact Sheet #71: Internship Programs Under the FLSA.  

Individual Employers / Personal Residences  

The University of Denver does not allow job postings on 12Twenty/PCO for roles that are: 

  • Based in a private residence 
  • Not affiliated with a licensed business or organization 
  • Related to babysitting, nannying, tutoring, elder care, or other forms of personal care 

DU has developed this policy to promote the safety and professionalism of employment opportunities offered to DU students and alumni. 

Examples of prohibited postings include: 

  • Babysitting or nanny jobs 
  • Private tutoring in a home 
  • Personal assistant roles for individuals 
  • Home health aide or elder care positions not affiliated with an agency 

Alternative platforms for these types of roles include: 

Important Note: The University of Denver does not endorse any of the platforms listed above. 

Third-Party Agency 

Third-party agencies (e.g., temporary staffing, temp-to-hire, train-to-hire, search firms) are not eligible to post professional jobs or internships on 12Twenty/PCO. 

A limited number of third-party agencies may attend career and internship fairs only if those agencies are hiring for full-time roles within their own organization (e.g., recruiters, HR, accounting) and not on behalf of client companies. 

The University of Denver does not permit postings from third-party agencies representing TEFL education providers. 

Network Marketing & Commission-Based Organization 

Not eligible for employer services if employers: 

  • Require individuals to start their own business 
  • Require upfront investment 
  • Pay solely via commissions or recruitment fees 
  • Require gross pay deposits with deductions 

Commission-based organizations may participate only if: 

  • No upfront costs are required for employees or interns.  
  • Departing candidates are not liable for training or commission advances. 

Federally Restricted Industries 

As part of the University of Denver’s commitment to inclusive employer engagement and compliance with federal law and University policies, the following guidelines apply to recruitment by employers in industries that are federally restricted, but where certain products are legally permitted under Colorado state law, such as cannabis and psychedelics. 

Permitted Activities

Employers in these sectors may: 

  • Post jobs and internships on DU’s career platforms 
  • Share recruitment materials through approved channels 
  • Participate in career fairs, networking events, and other on-campus activities 
  • These activities are allowed if they do not involve the using, unlawfully manufacturing, distributing, dispensing, or possessing controlled substances on University Premises or during university-sponsored events. 

Compliance Requirements

In their recruitment activities, employers must comply with DU’s Possession, Use or Distribution of Controlled Substance Policy, which prohibits the use, unlawful manufacture, distribution, dispensing, or possession of controlled substances on University Premises or at university-sponsored events.  

Additional Considerations

Employers involved in hemp production or psychedelic research may be asked to provide: 

  • Proof of legal registration or licensure 
  • Documentation of product composition or research scope, if applicable 

DU reserves the right to review employer participation on a case-by-case basis to confirm compliance with University policies and legal obligations, as well as alignment with the University’s mission and values. 

Independent Contractor (1099) Positions 

Independent contractor (1099) positions may be posted on 12Twenty/PCO only if the following disclaimer is included: “This is a 1099 independent contractor role. Contractors are self-employed, responsible for their own taxes (including Social Security and Medicare), and typically do not receive benefits. For details, visit irs.gov or consult a tax professional.” 

Virtual Events 

A limited number of employer-hosted virtual events may be posted on 12Twenty/PCO each quarter. Employers must be approved on the platform and are encouraged to contact Employer Connections before posting. Events must be relevant to career development and industry insights for DU students and alumni. The Employer Connections team reserves the right to approve or decline events. 

Offer Guidelines & Revocation  

The University of Denver expects employers to uphold fair and ethical practices when extending offers to students. This includes: 

  • Providing a reasonable amount of time for students to consider offers. We strongly discourage “exploding offers,” which require a decision in less than two weeks or include incentives for early acceptance. 
  • Communicating clearly and respectfully throughout the offer process, including outlining deadlines, expectations, and any contingencies. 

Employers should also avoid rescinding offers. If an offer must be withdrawn due to unforeseen circumstances, the employer must: 

  • Notify the student and the Employer Connections team immediately 
  • Provide a written explanation for the revocation 

The University of Denver reserves the right to review and potentially restrict future recruiting privileges for employers who rescind offers without just cause or fail to follow these guidelines. 

Student Access, Safety, and Expression in Recruitment 

DU is committed to promoting free-expression. With regard to on-campus recruitment activities, the University of Denver career offices will comply with the University’s non-discrimination policies. For more information, please see the University of Denver’s Non-Discrimination Statement and the University’s Discrimination and Harassment Policy. We recognize that career programming across campus should balance the concerns expressed by students about the presence of certain employers on campus while also respecting the concern of other students to have access to recruiting opportunities. 

At times, students may express concerns related to certain employers, and staff are expected to be mindful campus and national conversations when considering on-campus recruitment opportunities. Upon receiving a request from an employer to recruit on campus that we anticipate may raise these concerns, we will: 

  • Inform the employer of the potentially sensitive nature of their visit, student safety concerns, and discuss the potential for protest activity if anticipated. 
  • Work collaboratively with the employer to explore a variety of options to identify methods to meet their hiring needs while reducing student safety concerns and the risk of protest (e.g., host event in remote on-campus location or off-site location, host a webinar or conference call, post their job or internship opportunity and conduct phone interviews then second interviews at their offices, host site visits). 

Certain policies or directives of the U.S. military may periodically conflict with the principles and policies of the University of Denver. Federal legislation known as the Solomon Amendment nonetheless requires the University of Denver to permit U.S. military recruiters the same access to students as that provided to other employers as a condition of receipt of federal funding.  

If the employer would still like to recruit on campus, we will: 

  • Notify the campus leaders identified below to inform campus stakeholders and provide opportunities to discuss concerns: 
    • Assistant Vice Chancellor of Career and Professional Development 
    • Vice Chancellor for Student Affairs 
    • Office of General Counsel 
    • Staff within Community Support and Engagement as well as Career Services Executive Council Leadership 
    • Department of Campus Safety 
    • Campus Conferences and Events Team 
    • University Relations 
    • Career & Professional Development staff including Peer Advisors & Interns 
  • Discuss and agree upon expectations with the employer prior to the event. 
  • Provide information to the career staff members and event volunteers regarding the expectations for the event, the University’s Interim Policy on Demonstration, Protest, and Free Expression, and how to respond. 

In support of the University’s commitment to freedom of expression, we recognize this includes the right for individuals to engage in peaceful and orderly protests that do not disrupt the operations of our campus community and that are consistent with the Interim Policy on Demonstrations, Protest, and Free Expression and the DU Honor Code. Prior to an event at which Career & Professional Development staff anticipate protests may occur, Career & Professional Development leadership will provide training to all event stakeholders regarding protocols for addressing protests. Please note we follow the Guidance on Responding to Law Enforcement Requests for Student or Employee Information provided by the Office of the Registrar. 

Accountability for Employer Conduct 

DU upholds a fair and respectful approach to recruitment for all participants. If an employer violates these policies, DU reserves the right to: 

  • Remove job postings 
  • Suspend recruiting privileges 
  • Require corrective action before reinstatement 

If an employer or student has concerns about a student-employer interaction, please contact the Employer Connections team at hire@du.edu. 

Exceptions 

Employers seeking exceptions to any policy must submit a written request to hire@du.edu. The University will review and respond accordingly. View Sturm College of Law employer guidelines here.

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