Employers

Eligible Employers

• 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 (including fees to a student for third party recruiters), 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 and will increase your talent pool).
• 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

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:

• Whenever possible, provides disclosure of position(s) posted on MSU Denver Career Link and employer they represent 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.

Ineligible Employers

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 Executive Director of Industry Partnerships.

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 CANNOT be 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.

NACE Position Statement: Diversity and Anti-Discrimination

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 abide 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.

We assert that it is important for organizations that are interested in supporting diversity, equity and inclusion begin this work with an understanding of definitions and terminology. Your organization will determine what these terms mean for you. To assist, we have offered some definitions that we apply in our work:

Equity:

The work towards equity is to build a community where a person’s identities are valued and celebrated and systems of power, privilege, and oppression are disrupted and replaced with systems in which everyone belongs, participates, engages, and thrives. In action, this is achieved through the intentional shaping of beliefs, values, practices, and policies and the sharing of power. Pursuing equity means applying this knowledge and creating effective and sustainable counter measures (MSU-Denver Equity Definition Group, 2020)

Diversity:

Diversity refers to differences among social groups such as ethnic heritage, class, age, gender, sexuality, disability, religion, and nationality. These differences are reflected in historical experiences, language, cultural practices, and traditions that ought to be affirmed and respected (Bell, 2016).

Justice:

A fair and equitable distribution of resources with the imperative to address those who are least advantaged (Bell, 2016)

Inclusion

“Inclusion is the act of creating environments in which any individual or group can be and feel welcomed, respected, supported, and valued to fully participate. An inclusive and welcoming climate embraces.” (Kapila, Hines, and Searby, 2016)

References

Bell, L. (2016). Teaching for Diversity and Social Justice (3rd ed., p.3). New York, NY: Routledge.

Stewart, D. L. (2017). Language of appeasement. Inside Higher Ed, 30.

Step 1: DEI Investment Strategy

Recruiting and retaining a diverse workforce is important to you as an employer and working in an organization that values diversity, equity and inclusion is equally important to our students. MSU Denver students and alumni will research and inquire about the strategies potential employers are utilizing to create inclusive environments for all employees. Those with intentional and robust strategies will be more attractive to diverse students. We encourage employers to develop a DEI recruitment strategy that includes a thorough cultural analysis of their organization prior to building campus relationships. Following are questions which may guide this analysis and prepare employers to respond to student inquiries:

How does your organization foster an inclusive culture?

• Are diversity, equity and inclusion values statements clearly embedded into your organization’s strategic goals, mission, vision or guiding principles?
• Does your organization have a non-discrimination statement or policy?
• Does your organization engage intentional anti-racist, bias reducing and/or inclusivity efforts?
• Does your organization have mentoring programs? Employee affinity groups? Family-friendly programs such as job sharing?
• Does your organization have unbiased retention in the workforce, meaning that employees are retained at equal levels regardless of race/ethnicity, sexual orientation, religion, ability or gender? What does equity and inclusion look like at all levels particularly at the management, executive, and board levels? Are you transparent in reporting where you are at and where you strive to be in this regard?

Is your commitment to an inclusive workplace reflected in your benefits package?

• What are your spousal/partner/household benefits?
• Do you have equitable parental leave policies inclusive of biological and adoptive parents?
• Do your benefits include transgender inclusive health insurance coverage?

What is your organization doing to comply with or exceed workplace laws?

• What is your non-discrimination policy on sexual orientation and gender identity and expression?
• Does your organization employ an ADA compliance officer or consultant to help support employees with disabilities? What types of regular accommodations are made for employees who may need them? Is your workplace barrier free?

What types of organizations do you do business with?

• Do your suppliers include small, women-owned minority-owned, and/or veteran or LGBTQIA+ organizations?
• Do you conduct business with and/or have products made in countries that do not protect the human rights of their workers?
• What are the causes that your charitable/volunteer efforts benefit?

Referenced from https://www.gvsu.edu/careers/employer-inclusive-recruitment-resources-136.htm

Step 2: Connect with Diversity & Equity Campus Partners

The Classroom to Career Hub partners with many campus departments that serve and support our diverse student population. Once your recruitment strategy is in place, we would love for you to connect with departments in meaningful ways – sponsor/co-host an up-coming event, volunteer as a guest speaker, hold office hours within their space, or market unique positions or DEI programs. All of our partners provide rich environments that build community, offer support and celebrate the identities of our MSU Denver students.

For a list of campus partners who are interested in connecting with employers, click HERE.  

• Diversity Networking Event
  Thursday, March 31, 2022
  4 to 6 p.m. (MST)

The Diversity Networking Event is an annual program for students to meet diverse professionals and understand the value and asset of their cultural background and unique identities in the global workforce.

RSVP for the Diversity Networking Event

Characteristics include:

• An intentional “learning agenda” is structured into the position. This is what distinguishes an internship from a part-time job or volunteer work.
• An effort is made to establish a reasonable balance between the intern’s learning goals and the specific work an organization needs to have done.
• The work aligns with an educational program or academic learning experience and may include monitoring and evaluation by a faculty supervisor.
• The work should be supervised by a person with appropriate credentials to mentor the student’s learning experience.
• The position may be part‐time or full‐time.
• The position may be paid or unpaid. Unpaid internships must be taken for academic credit.

Please read the Employer Expectations to determine if having a MSU Denver intern is a good fit for your organization.

1. Start with a good internship position description that clearly explains the duties of the intern, the qualifications, the schedule and/or hours expected and the pay (if applicable).While your organization may not be in a position to pay much, carefully consider whether you can offer a paid opportunity. Remember that students have expenses, including tuition for credit-bearing internships, and even a small wage can make a big difference in recruitment and retention.
2. Once you have a position description, post your internship for free on Career Link, our career management system, which is accessible to all MSU Denver students and alumni.  When possible, we recommend posting positions 1-3 months before the semester begins.  You can also post job and volunteer opportunities.
3. Once posted, students will review your position and apply based on the instructions you provide in the posting.
4. Like any job, you make the determination as to the candidate’s suitability for the position. Due to privacy laws, our office is limited in the information that we can provide about the student. Therefore, we encourage you to interview the student and to conduct such background and reference checks as necessary. Please phone or e-mail the student directly to arrange an interview or participate in our scheduled recruiting activity.
5. You have access to manage your position through the system and can extend or close the posting at any time. If you have selected an MSU Denver student, we would love to know. Please submit the information through Career Link under Hiring Outcomes. Students may apply for academic credit for their internship.
6. If you have any questions about setting up an internship, please feel free to contact us at [email protected].

Certain non-profit organizations may qualify to use student work-study financial aid award money to pay their interns.  See Work-Study Information for Employers for information.

Due to COVID-19, if an internship is still to be on-site, it is the expectation that the organization/company is observing COVID-19 guidelines from the Centers for Disease Control (CDC), along with any federal, state or local restrictions. Even if not required by the internship site, if the position is in person MSU Denver students are required to be vaccinated or secure an exemption.