Employer Guidelines
All employers must adhere to the National Association of Colleges and Employers’ Principles for Ethical Professional Practice.
- All positions must:
- Follow federal and state legal requirements and guidance:
- Have a company website, email address for contact, and headquarters.
- Positions may not:
- Be solely commission-based, consist of door-to-door sales, or have compensation determined on recruiting others.
- Have out-of-pocket fees or initial monetary investments required by the applicant.
- Be through a third-party recruitment agency, unless the company, position, and job duties are clearly displayed in the job description.
- Be for an undisclosed company and/or non-specific location.
- This excludes remote opportunities, though if a company requires successful candidates to live in specific states/regions, this must be disclosed in the posting.
- Have a penalty for leaving the position early, such as repaying training costs.
- Exceptions to the above criteria may be made on an individual basis.
Any employer found in violation of the guidelines below will be subject to having job postings removed from the job board and be suspended from recruiting and engagement opportunities. In order to re-engage, employers must meet with a member of the Employer Connections Team to determine next steps.
A posting approved on the job board does not mean it is approved for academic or program credit. Students wanting credit for internships must work with their individual academic college advisor or department. In addition, the employer (supervisor of intern) may need to fill out an agreement form.
- Community-based job postings, such as those involving childcare, homecare, personal care, assistance, private tutoring, etc. that are not connected to a company or agency are not allowed to be posted to PCO, DU’s job and internship database.
- If you have a job that is for at a personal residence or for an individual, we suggest you utilize services such as placement agencies or public posting platforms. The following websites are available but are not endorsed by DU:
- For information about where students are looking for these types of opportunities, see this section on Additional Employment Paths.
- Opportunities submitted via third party agencies working on behalf of TEFL educations providers are not allowed.
- For information about where students are looking for these types of opportunities, see this section on Additional Employment Paths.
- As DU receives federal funding, employers or opportunities in which a successful candidate would come into direct contact with cannabis, or other federally restricted drugs, are prohibited from posting or engaging in recruitment with DU.
- Jobs related to governmental compliance are eligible.
- Employers that are involved in hemp production or research may be eligible if they can provide 1) evidence that they are registered with the State of Colorado Department of Agriculture AND 2) Information regarding the THC levels of the products.
- 1099 contractor positions are allowed to be posted on the job board only if the following disclaimer is included in the posting:
- “This is a 1099 position. Persons paid on a 1099 basis are independent contractors and are self-employed. Independent contractors are required to pay all self-employment taxes (Social Security & Medicare) as well as income tax. Independent contractors generally do not receive any type of employment benefits from the client. For more information please refer to www.irs.gov or talk with a tax professional.”
We welcome all employers who agree to:
- Adhere to Equal Employment Opportunity guidelines in hiring.
- Provide bona fide opportunities for our students.
- Follow the NACE Principles for Ethical Professional Practice.
We are committed to promoting full and free-expression, while also striving to reduce discomfort for our community, especially when an employer may make students feel unsafe on our campus. With regard to on-campus recruitment activities by potentially controversial employers, the University of Denver career offices will strive to foster a safe and welcoming environment. It is of paramount importance that career programming across campus embody a place where students feel safe and valued while also respecting the right of interested students to have free and unrestricted access to recruiting information.
Employers are often deemed controversial when students initiate concerns, and staff are expected to stay attuned to these campus and national conversations in their consideration. Upon receiving a request from a potentially controversial employer to recruit on campus, we will:
- Inform the employer of the potentially sensitive nature of their visit, student safety concerns, and discuss the potential for protest activity when 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, etc.).
If the employer would still like to recruit on campus, we will:
- Notify the campus leaders outlined below, in order to ensure campus stakeholders feel informed and safe while also providing opportunities to discuss concerns:
- Assistant Vice Chancellor of Career and Professional Development
- Vice Chancellor of Campus Life & Inclusive Excellence
- General Counsel
- Staff within Culture, Access & Transitions as well as Joint Council Leadership
- Campus Safety
- Campus Conference and Events team
- Advancement Events team
- Career & Professional Development staff including Peer Advisors & Interns
- Discuss and agree upon expectations with the employer prior to the event.
- Ensure that the career staff members and event volunteers are aware of the DU protest protocol and how to respond.
In support of our value around 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 adhere to the Interim Policy on Demonstrations, Protest, and Free Expression and the DU Honor Code. With that in mind, when a protest is anticipated, career leadership will ensure all event stakeholders are trained on how to best interact with protesters to ensure limited event disruption while also honoring the demonstrators’ rights to freedom of speech. Lastly, we follow the Guidance on Responding to Law Enforcement Requests for Student or Employee Information provided by the Office of the Registrar.
