Most students and graduates secure substantive employment by building an active network of contacts from which they receive valuable advice, information and referrals.
Our Career Development Office assists Colorado Law students and graduates by:
- Engaging in systematic outreach to employers to better understand their hiring needs and to develop new opportunities for students and graduates;
- Understanding the career goals of students and graduates to facilitate good matches with mentors and potential employers; and
- Sponsoring job search strategy and networking workshops to give students the professional tools they need.
Each of our four counselors has a speciality area and is responsible for outreach and engagement with employers in that area. Information about employers is also available to students and alumni via a secure 12Twenty-based database called CDOnline.
Law School Survey of Student Engagement
The Law School Survey of Student Engagement (LSSSE), administered by the Indiana University Center for Postsecondary Research, is designed to measure the effects of legal education on law students. According to the Center, the LSSSE is “centered on the concept of student engagement—which is based on the simple, yet powerful observation that the more engrossing the educational experience, the more students will gain from it.” The survey provides a comprehensive view of the experiences of students in the classroom and in their broader lives.
Of the 60+ questions in the 2018 LSSSE, the largest positive response in both 2L and 3L satisfaction between Colorado Law and other law schools in our region was to the question regarding satisfaction with job search help.
- 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
For a description of our externship program, through which students can receive academic credit for work performed under attorney supervision at a government agency or nonprofit entity, visit our Externship page.
Public Service Pledge
By signing the Colorado Law Public Service Pledge, students commit to at least 50 hours of law-related public service work, not for credit or other compensation, during their time at the Law School. Click here to learn more about the Pledge including the deadline for reporting hours and what kind of work will qualify. Click here for instructions on how to log your Pledge hours in CDOnline.
Student Practice Act
Law students who have completed at least two years of law school may appear in court pursuant to Colorado Rule of Civil Procedure 205.7. A student must file a certification that they have completed two years of law school and is of good moral character. To file this certification, print the form, complete the first two sections, and email the form to firstname.lastname@example.org. The Registrar will then complete and submit the form.
The student must also provide the name of the supervising attorney and an anticipated graduation date. Work must be performed for an attorney in the public sector, i.e., the Public Defender's Office or District Attorney's Office; or on behalf of a non profit legal services organization where poor or legally underserved persons receives legal advice.
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.