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From 1L Orientation to commencement and beyond, the Career Development Office is here every step of the way as you explore the world of law and find a satisfying career in whatever area you choose.

The CDO organizes dozens of career panels, workshops, networking events, interviews mock interviews, mentoring programs, a robust alumni network, and individual advising sessions.

Each counselor has a specialty area and is responsible for outreach and engagement with employers in that area.��We work with a wide range of employers and offers counseling, resources, programming and relationship building��events to help students pursue opportunities with:

• Law firms in��private practice,
• Government agencies and other public service-minded organizations in the��public sector,
• Judges��in various courts around the country,
• Business and entrepreneurial employers,��and
• Nontraditional employers��who value the skills students develop in law school.

Current students can use , our 12Twenty based CSM platform, to search for posted job opportunities, log Public Service Pledge hours, connect with Colorado Law alumni, schedule appointments with a career advisor, find resources and templates for application documents, RSVP for CDO workshops, and more.

Most students and graduates secure substantive employment by��building an active network of contacts from which they receive valuable advice, information and referrals.��This is why we have created ProNet, a Professional Network of alumni who are willing to speak with students about their practice area, employer, or geographic location. ProNet can be accessed through the Student & Alumni section of CDOnline.

Successful summer and post-graduate job searches begin with a purposeful, deliberate, and multi-faced approach. We're here to help, so take advantage of the many services we offer, including:

Career Counseling:��Our professional staff provides individual counseling for students and alumni. Every first-year student meets with a CDO counselor in the fall to begin the process of developing an individual job search action plan. Students are encouraged to work with any of our four counselors as they refine their plan.��

• Employer Outreach:��Every semester and throughout the summer, our counselors engage with local, regional and national employers. By gathering data from current students each fall, we can expand our understanding of our students' goals and seek out relationships with new employers every year.
• Regular Opportunities to Build a Network:��Attorneys and other professionals speak to our students during weekly informational sessions. We host many career-focused events, including a fall Career Perspective or Intro to Practice Series, a spring Hot Jobs Series, a��year-long Build Your Network program, and informal Wednesday Morning Coffees.
• Big Events:��Each year we co-host a Government & Public Interest Career��Fair��in the fall, which gives students the opportunity to meet more than 50 employers.��An annual Judicial Appreciation Reception takes place each fall, enabling our students to mingle with federal, state, and local judges and to learn about the benefits of clerking. Finally, JD Pathways is an early spring event designed to help all law students refine their interests by meeting attorneys at panel discussions, mock interviews, a networking lunch, and a reception with employers.
• Mock Interviews:��We offer a mock interview program��several times each year, allowing students to practice their interview skills and receive feedback from��volunteer attorneys.
• Job Search Resources: We have developed resource guides to provide information about��jobs in small to mid-sized law firms, government agencies, judges, and nontraditional employers. These can be found in the CDO Student Guide in the Resource Library section of��.
• On-Campus Interviews:��Each semester, we conduct an On-Campus Interview (OCI) program during which students may apply for summer clerkships and associate attorney positions with law firms, businesses, government agencies and public interest organizations.
• Job Postings:��Through our����system, students and alumni can review web-based job listings and an online document library that contains numerous career development resources. All information is password protected and updated regularly.��

Policy Regarding Controversial Employers’ Job Postings & Presence on Campus

Purpose of the Career Development Office

The Career Development Office staff (“CDO”) at the University of Colorado Law School (“CU Law”) connects students, alumni, and employers to help students explore the breadth of options available to them within the legal profession. Through career fairs, networking events, panels, mock interviews, and the CDO’s internal jobs database, CDOnline, the CDO seeks to ensure that students and alumni have access to a diverse range of opportunities within the legal field so they can secure quality legal employment during and after school.

In support of this mission, the CDO is committed to the principles of fairness, transparency, inclusion, and equal access. Employers who engage with the CDO must comply with applicable laws and institutional policies, including:

• Equal Employment Opportunity Policy��
• The Colorado Equal Pay for Equal Work Act��
• CU Law’s General Standards for the Timing of Offers and Decisions
• CU Law’s Externship Policy

Importance of the Career Development Office’s Neutrality and Commitment to the First Amendment in Ensuring Student Access to Opportunities

The inclusion of an employer in CDO programming or on CDOnline does not constitute endorsement by the CDO or CU Law of that employer’s mission or work. The CDO’s role is to provide access to opportunities so that students can make educated, independent career decisions, not to evaluate the viewpoints of legal employers.

Further, as a public institution, CU Law is committed to upholding the principles of the First Amendment. As such, the CDO does not restrict employer participation or job postings based on the viewpoint or controversial nature of an employer, so long as the employer complies with applicable laws and institutional policies.

This approach reflects a commitment to viewpoint neutrality and to the free exchange of ideas that is foundational to legal education and to the profession. Exposure to employers across a range of practice areas and sectors, including controversial ones, supports law school students’ ability to engage critically, develop professional judgment, and pursue careers aligned with their individual values. Students are encouraged to make their own decisions about whether and how to engage with any employer. An employer that one student may find objectionable may be of interest to another. The CDO supports students’ autonomy in making these decisions.��

This policy does not mean that the CDO, as a whole or as individual staff members, do not experience tension in including employers that are believed to be or perceived to be controversial, or whose work may conflict with personal values. Particularly in times of heightened social and/or political tension, these challenges can be more pronounced. The CDO acknowledges this reality and remains committed to administering this policy consistently and in accordance with its obligations as a public institution, while supporting viewpoint-neutral access to opportunities.

Concerns and Complaint Procedures

The CDO is committed to maintaining a safe and respectful environment for all students. Any student who believes they have experienced or witnessed unlawful discrimination, harassment, sexual misconduct, or other inappropriate conduct by an employer or prospective employer during on-campus or virtual recruiting, off-campus interactions, or in an employment setting is encouraged to report the incident.

Students may submit a complaint using the Student Complaint Form. Complaints should be submitted as soon as possible to enable a timely and effective response. Additional information is available in the CDO’s Student Complaint Procedure.

Student Complaint Procedure

Any Colorado Law student who believes they have been subjected to, or witnessed, illegal discrimination, sexual misconduct, or offensive or inappropriate conduct by an employer or prospective employer, whether on campus or elsewhere, during the recruiting process, or during summer or other employment while a law student, including employment as an intern or extern, is encouraged to complete a Student Complaint Form��and submit this completed form to the Colorado Law Career Development Office (CDO). Students are encouraged to submit a Complaint Form as soon as possible after the alleged incident of misconduct. Delay in filing a Complaint Form can impede the ability of the CDO to investigate the incident and appropriately respond.

Complaints Relating to Sexual Misconduct or Protected Class Discrimination and Harassment under the Jurisdiction of OIEC

Note that under CU policies, all employees who have the authority to formally advise students are considered “responsible employees” and are required to report alleged sexual misconduct, intimate partner violence, stalking, protected class discrimination/ harassment, and related retaliation to the Office of Institutional Equity and Compliance (OIEC). This means:

• A responsible employee who becomes aware of alleged behavior related to sexual misconduct��(including sexual assault, exploitation and harassment), intimate partner violence (dating and domestic), stalking, discrimination, harassment, or related retaliation involving��any member��of the CU community must��report it to OIEC.
• Responsible employees by definition are mandatory reporters and must relay all of the information disclosed to them to OIEC. This includes:
• Name of the person allegedly subjected to misconduct
• Name of the person alleged to have engaged in misconduct
• Name of any alleged witnesses
• Any other relevant facts, including the date, time, and specific location of the alleged incident.
• This applies whether the member of our community is the person who was subjected to the misconduct or the person accused of the misconduct.
• This applies regardless of where or when an incident occurred, including if it occurred off campus and/or before they were a member of the campus community.
• This applies regardless of how the information was conveyed to a responsible employee (whether spoken, written, or through a third party).

Upon receipt of a Complaint Form, the CDO Assistant Dean will contact the student to discuss the incident reported. The CDO will report all allegations of sexual misconduct, intimate partner violence, stalking, discrimination, harassment, and related retaliation to the OIEC. Whenever possible, the OIEC and CDO will communicate and share information to streamline and reduce impact from the reporting process for the student. The CDO and OIEC will consider a student’s request that no further action be taken by the CDO or OIEC and that the Complaint Form simply remain on file for future reference. The CDO and OIEC will weigh that request against the university’s obligation to provide a safe, non-discriminatory environment for all students, faculty, and staff.

For complaints that fall within the jurisdiction of the OIEC, the OIEC has an obligation to conduct at least a preliminary inquiry to determine whether the alleged conduct warrants further action. OIEC acts as a neutral, objective fact finder when adjudicating a complaint. When someone has concerns about behaviors that are a potential violation of our policies, OIEC can either conduct a formal adjudication or grievance process – consisting of an investigation, sanctioning and appeal, as applicable – or resolve the issue through an informal resolution process. ��As noted above, the student may request that no further action be taken by the OIEC. The OIEC will weigh that request against the university’s obligation to provide a safe, non-discriminatory environment for all students, faculty, and staff.

In some cases, the OIEC may determine that reported matter falls outside the jurisdiction of the policies enforced by the OIEC or may be best handled directly by the CDO; in such cases the OIEC will refer the matter back to the CDO to resolve in accordance with the procedures set forth below.

Complaints that Relate to Offensive or Inappropriate Conduct Outside the Jurisdiction of the OIEC

For complaints that fall outside the jurisdiction of the OIEC, The Assistant Dean, in consultation with the other CDO counselors, will review the incident and Complaint Form and may, if deemed appropriate, initiate a review of the facts of the incident. In deciding whether to complete an investigation and what action to take, the Assistant Dean will consider any factor deemed relevant, including the nature of the conduct, whether the conduct is isolated or part of a pattern, and the extent of any remedial measures initiated by the employer.

After completion of the review or investigation process, the Law School may decide to:

• Maintain a record of the complaint, but not contact the employer directly or take any further action.
• Bring the event to the employer’s attention, and if appropriate, ask the employer what measures they have taken or will take to address the situation.
• Prohibit the employer from interviewing at the Law School, posting a job opening with the Law School, limit Law School referrals to that employer for a prescribed period of time, or otherwise using the Law School’s facilities for a prescribed period of time.
• Refer the student to confidential campus support and resources, for example the Office of Victim Assistance or Counseling and Psychiatric Services.
• Adopt any other action deemed reasonable and appropriate.

The ultimate decision of what action, if any, to take, will be made by the CDO Assistant Dean who initially meets with the student, after consultation with the other CDO counselors and, if necessary, the OIEC, the Assistant Dean of Student Services, and the Dean of the Law School.

No attorney-client relationship is created between the Law School, or any of its employees, and a student who brings a complaint alleging employer misconduct. The complaint procedures provided for herein shall not limit the right of a student to pursue any remedy available to the student under the law.