Career Services, now part of the Classroom to Career Hub, is committed to working in the best interest of our students. Our policies are in accordance with the National Association of Colleges and Employers (NACE) Principles for Professional Conduct and the Fair Labor Standards Act.
- Must have current or anticipated position openings for college students or alumni.
- Must have an "employer-employee" relationship in which there are no fees associated with becoming an employee of the organization, other than professional licensure fees for career employees that may be necessary to be paid by employee.
- Must comply with all federal, state, and local Equal Employment Opportunity (EEO) laws and regulations. This includes but is not limited to discrimination on the basis of race, color or national origin, creed, religion, sex (including sexual harassment), sexual orientation or preference, gender identity and expressions, age, marital status, disability, Vietnam-era Veteran or other Protected Veteran.
- Must have a person or resource, other than the direct supervisor, to which the student employee may seek recourse in the event of a workplace conflict or dispute. (For internships, MSU Denver can serve as this resource).
- Must offer compensation (ex: housing and living stipend) for professional training experience. (This does not apply for internships, although paid opportunities are strongly recommended).
- Employers with a home-based business must have a tax ID and maintain a professional atmosphere, including appropriate business hours, location for performance of duties, and attire.
Third-party recruiters are agencies, organizations, or individuals recruiting candidates for employment opportunities other than their own needs. On-campus recruiting services that third party recruiters are eligible for include career fairs and posting full- or part-time positions on MSU Denver Career Link. This does not include internships.
In addition, third-party recruiters are expected to adhere to several specific practices to ensure open and accurate communication with MSU Denver candidates:
- Provides disclosure of position(s) posted on MSU Denver Career Link and employer he/she represents for recruiting activities.
- Acknowledges that the staff may verify with employer the third-party recruiter relationship.
- Provides information concerning MSU Denver candidates employed through the agency (candidate, employer, and salary).
- Will not use resumes attained from position postings for referral to any other job or employer.
- Acknowledges that third-party recruiters are ineligible for other on-campus recruiting services.
We reserve the right to deem any organization ineligible whose policies or goals are determined to be in conflict with the mission of MSU Denver. The final approval for employers to utilize campus facilities and services rests with the Employer Relations Manager.
Ineligible employers include multi-level or network marketing organizations and franchise/business opportunities that engage in one of more of the following practices:
- Sponsorship of an individual in setting up his/her own business for the purpose of selling products or services and/or recruiting other individuals to set up their own business (ex: direct sales organizations).
- Requirement of an initial investment from individuals, with the organization itself serving as an umbrella or parent corporation. The initial investment may be direct payment of a fixed fee, payment to attend an orientation or training session, and/or purchase of a starter kit.
- Compensation is often or exclusively in the form of straight commission, fees from others under their sponsorship in the organization, and/or a percentage of sales generated by others.
- Positions are related to the use or distribution of recreational or medical marijuana. As the use of marijuana is illegal at the federal level and MSU Denver receives federal funds, we must comply with federal law. In addition, the use of marijuana violates the Drug-Free Schools and Campuses Act and continues to be banned on campus.
Students and alumni of MSU Denver utilize the online system, Career Link, for professional opportunities or positions while they are completing their degree.
?The following policies are established to determine eligibility of an organization’s employment opportunity:
- The position CANNOT be commission-only.
- The pay rate CANNOT be below the Colorado state minimum wage calculated over any time scale such as hourly, weekly, semi-monthly, monthly, or annually. (Exceptions are made for unpaid internships and some considerations may be made for stipend positions).
- Company merchandise or products CANNOTbe given to the student in lieu of payment?.?
- The position must reside within an established business or agency which provides oversight of their services, the hiring process, and any liability issues. Such positions MAY include nannies, au pairs, and/or tutors.
All payment is required prior to an event. Cancellations must be requested before the cancellation deadline in order to receive a refund. Employers who fail to provide all requested information to confirm their recruiting activity limit our ability to promote the opportunity to students and will be subject to cancellation. If your event is cancelled, we will try to find another time to coordinate your visit within the same semester, but we do not guarantee that a new date will be available. No refunds are given to employers who No-Show. Employers who fail to pay for an event are ineligible for future on-campus recruiting services.
In compliance with Auraria Campus policies and procedures, employers must abide by the following during their time on campus:
- You can provide information about your organization and its open positions to the campus community. Such organizations are NOT authorized to sell products or services, but may disseminate information regarding them.
- All items must be removed, including trash and debris, from the information table area daily. Items must not be left overnight, including signage, etc.
- Shouting or other noisy attraction methods designed to gather attention to the information space are not permitted. For indoor information spaces, activities must take place from behind the assigned table so as not to interfere with ingress/egress through the buildings. For outdoor information spaces, activities must take place within the area of the assigned table. Activities must not impede pedestrian traffic.
- Due to fire regulations and Governor’s Order on smoking, burning of materials of any kind is not allowed. This includes cigarettes, incense burning, etc.
- The use of information tables for the sale or distribution of food or other products is not allowed.
- Credit card/calling card vendors are not allowed to be solicited at information tables.
- A copy of all distributed materials must be provided to the Classroom to Career Hub no later than the start of the information session/table/interview.
- No personal information may be collected from anyone on campus other than common contact information (name, email address, phone number).
Employers are expected to maintain the confidentiality of all student and alumni information. Sharing information about a candidate with another organization is not acceptable unless the employer receives prior written consent from the candidate.
FERPA (Family Educational Rights and Privacy Act) Regulations
For complete information on the Family Educational Rights and Privacy Act, please visit the U.S. Department of Education.
Employers are expected to avoid discrimination in their recruitment process and follow equal employment opportunity and affirmative action principles established under NACE.
The National Association of Colleges and Employers (NACE) connects more than 7,300 college career services professionals at nearly 2,000 colleges and universities nationwide and nearly 3,000 university relations and recruiting professionals representing more than 900 corporations, government agencies, and nonprofit organizations that serve this community. NACE is the leading source of information on the employment of the college educated, and forecasts hiring and trends in the job market; tracks starting salaries, recruiting and hiring practices, and student attitudes and outcomes; and identifies best practices and benchmarks.
The National Association of Colleges and Employers (NACE) has a long-standing tradition of promoting diversity and inclusiveness as part of its core mission—facilitating the employment of the college educated. It is our steadfast belief that organizations of all types, whether institutions of higher learning or employers operating in the private or public sectors, benefit by reaching out to welcome individuals of different genders, ethnicities, religious beliefs, and/or sexual orientations/identifications into their communities. The organizations benefit by opening themselves up to a broader range of ideas and a deeper understanding of their clients/customers resulting in more effective problem management and enhanced productivity. In turn, the economy as a whole will produce greater levels of growth.
The benefits of promoting diversity and inclusiveness in individual organizations can only be achieved if the environments in which these organizations exist are also welcoming, accessible, inclusive, equitable, free from harassment, and protective of the rights of individuals. Government through their legislative powers are vehicles by which a community expresses its openness to diversity and establishes its protections for individuals from any and all backgrounds and beliefs.
Recent legislative actions in several states reminds us that a vital population in our nation is expressly being denied the full rights, benefits, and protections that other members of our society enjoy.
NACE holds firmly that governments at all levels (federal, state, and local) should enact legislation that is supportive of individual rights and protects individuals whatever their gender, ethnicity, religious belief, or sexual orientation/identification. By contrast, NACE stands in opposition to legislation that stigmatizes one group of citizens by denying them the same protections as are afforded to the rest of the population.
updated April 2016
The Metropolitan State University of Denver reserves the right to refuse service to employers for reasons including, but not limited to:
- Misrepresentation of employer information
- Complaints by students and alumni
- Candidates will not be placed under unnecessary pressure to make a decision.
- Positions not likely to be of interest to MSU Denver students and alumni
- Harassment of MSU Denver students, alumni, staff or faculty
- Disclosure of confidential information without consent of the candidate
- Failure to comply with MSU Denver’s Employer Policies
- Failure to pay for previous on-campus recruiting event
NACE (Nat'l Assoc. of Colleges & Employers) PRINCIPLES FOR PROFESSIONAL CONDUCT
Career services and employment professionals are involved in an important process: helping students choose and attain personally rewarding careers, and helping employers develop effective college relations programs which contribute to optimum candidate selections for their organizations. The impact of this process upon individuals and organizations requires commitment by practitioners to principles for professional conduct.
Metropolitan State University of Denver is committed to creating and maintaining an environment that is free of alcohol abuse. As a member of the National Association of Colleges and Employers (NACE), we abides by the Principles for Professional Conduct, a document that serves as the framework and foundation for ethical practices within the career planning and employment recruiting processes. The Principles document explains why serving alcohol to job candidates is inappropriate and inadvisable.
Policy for Employers:
To ensure compliance with federal law, MSU Denver drug and alcohol policy and the Drug-Free Schools and Communities Act Amendments of 1989, the Classroom to Career Hub at MSU Denver will not support recruitment activity for employers in the cannabis industry where students may come into direct contact with marijuana products. Dispensaries (i.e. retail shops), cultivators or manufacturers of THC infused edibles are examples of businesses that directly work with marijuana, a federally illicit drug.
We recognize there are many businesses that provide ancillary support to the industry. Such businesses may include, but are not limited to real estate leasing businesses, consumption device and consulting businesses, and marketing and public relations firms. We will discuss recruiting options with these employers on a case-by-case basis and may post positions or offer recruiting services if the opportunity does not put a student or recent graduate in direct contact with marijuana products. Credit for internships in these related industries will also be considered on a case-by-case basis.
Disclaimer language for students:
To ensure compliance with federal law, MSU Denver drug and alcohol policy and the Drug-Free Schools and Communities Act Amendments of 1989, the Classroom to Career Hub at MSU Denver will not post positions or support internship credit that involves direct contact with any federally illicit drug, included cannabis.
We recognize that, in Colorado, there are many businesses that provide ancillary support to the cannabis industry. Such businesses may include, but are not limited to real estate leasing businesses, consumption device and consulting businesses, and marketing and public relations firms. In some cases, these organizations can offer excellent employment opportunities. Therefore, we will support campus recruitment and academic credit for these opportunities on a case-by-case basis.
A student who accepts a position in an industry that is not legal federally should be aware that he/she is taking some risk and should give some thought to assessing that risk. Your work history will follow you forever.
- Potential future employers that are based in other states may screen you out of consideration for other jobs.
- It may be harder to pass background checks for federal contractors or the defense industry.
- Although there are many legitimate businesses related to cannabis, there is still the perception and possible reality that some of these organizations are engaging in other illegal activities.
- Although the risk seems low right now, it is still possible that the federal government could decide to enforce federal law, jeopardizing your federal financial aid.
- Students whose immigration status is not secure may be at even higher risk and should give extra consideration to these issues.