DLSS Careers

CDLE regularly hires for a wide range of jobs posted on the CDLE careers page. Jobs at the CDLE Division of Labor Standards and Statistics (“DLSS”) include:

• Compliance Investigators, who, with DLSS training and continuing education, investigate complaints of labor violations, write binding decisions ordering wage payments and changes to unlawful practices, and with experience may participate in outreach, rulemaking, and policy initiatives.
• Data analysts and technicians, who obtain, analyze, and produce Colorado’s labor market data on jobs and pay by industry, by occupation, and for the state overall.
• Economists and statistical analysts, who produce and present a variety of analyses and reports on Colorado’s labor market data.
• Labor policy advisors, who analyze labor law and policy issues, take a lead role in DLSS rulemaking efforts, and produce and present reports and published guidance to internal and external audiences.
• Administrative Assistants and Program Assistants, at varied levels of pay and experience.
• Managers and supervisors of all of the above positions.
• Other positions may be open on an ad hoc basis (Salesforce administrator, outreach and communications, hearing officer, etc.).

DLSS jobs currently posted, or with anticipated upcoming postings:

Pay Transparency Compliance Investigator I

Pay Transparency Compliance Investigator I job posting

Date of posting (linked above): 1/9/2026
Applications due: 5:00 p.m. Tuesday, 1/20/2026

The salary range for this position is:
$28.30 - $33.95 Hourly
$2,264.31 - $2,716.04 Biweekly
$4,906.00 - $5,884.75 Monthly

The linked posting is where applications should be submitted, and has contact information for questions about the hiring process.

Tips for Applying:

Be sure to:

1. list all experience of any potential or partial relevance, explaining any degree of relevance in your description of the experience;
2. include part-time work, noting the average hours per week; and
3. answer the questions at the end of the application thoughtfully and in detail.

Minimum Qualifications:

Experience Only:
Five (5) years of relevant experience in an occupation related to the work assigned to this position (please review the job description section above), performing either: investigations; research and/or writing that is on a specific law or policy, or at the graduate school level; teaching; training; and/or outreach on complex subject matter.

Please be sure to clearly document your professional experience on your application, including detailing: your duties in each role; the number of years and months in each; and whether each was full-time, or if not, the number of hours in each. You can include unpaid work (internships, volunteer work, etc.) that you see as relevant professional experience.

Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to five (5) years.

Description of the Job:

The Division of Labor Standards and Statistics provides information and analysis that enables effective decision-making and administers labor laws that uphold the rights and responsibilities of workers and employers.

The Division is hiring a Compliance Investigator I position (“CI”) with the Job Equity Enforcement Program (“JEEP”). JEEP investigates and enforces Colorado’s groundbreaking Equal Pay for Equal Work Act (“EPEWA”) – the first statute in the country to require that employers include compensation, benefits, and application deadlines in job postings and announce job opportunities to current employees. Investigators in JEEP have issued over half a million dollars in fines under EPEWA and worked with hundreds of employers to voluntarily come into compliance. JEEP also investigates other laws involving what employers can, cannot, must, or must not include in job postings or applications, including age-identifying information or questions regarding an applicant’s criminal history.

A CI on the Job Equity team conducts investigations of alleged violations of Part 2 of EPEWA, which concerns notifying employees of available job opportunities and disclosing compensation and other information in job postings. This CI will also investigate complaints involving information included on or excluded from job applications.

CIs gather and analyze evidence from workers, employers, and publicly available job postings or applications to determine whether a labor law violation occurred. If the CI finds a violation, they write a decision ordering employers to pay any wages, penalties, fines, and other applicable relief. The decision may also order the employer to change any unlawful practices. CIs also answer questions, verbally and in writing, from the public about the labor laws the Division enforces.

CIs are trained on labor law, investigation techniques, and how to write decisions and orders. During and after training, CIs are held to benchmarks and expectations presented upon hire. CIs are expected to meet the benchmarks and expectations to graduate from training. After graduating from training, CIs are expected (A) to maintain a neutral third party role in investigating claims, assuring all parties a fair opportunity to be heard, (B) to produce decisions efficiently, to meet the Division’s claim closure requirements and assure that parties to disputes receive prompt decisions, (C) write quality determinations that explain their decisions to all parties, and would be upheld if any party appeals.

CIs receive training, coaching, and continuing education — to help them not only succeed as CIs, but also develop their skills, and advance their careers. CIs performing successfully may be (A) invited to participate in Division outreach, policy and rulemaking efforts, and (B) eligible for promotion to Compliance Investigator II positions. CI-II positions may be a leadership role (a Work Lead or Team Lead, etc.), or a Staff Authority (a CI who becomes an expert in one or more specific areas -- misclassification, whistleblower retaliation, complex major investigations spanning entire workplaces or sectors, etc.).

CI positions typically qualify for public service loan forgiveness programs. While not required, bilingual fluency (speaking, reading, and writing) in Spanish, or other languages spoken by Colorado immigrants or refugees, is a plus that may earn a pay differential of up to $150 per month.

To express interest in being notified of future job openings:

If you might be interested in working at DLSS, but there is no current or expected or upcoming posting: We do not take formal applications outside of official job postings, but we can put you on a list to be notified of future DLSS developments, including to be notified of postings of future openings that might be of interest to you. Please fill out this form to express interest, indicating what job, or types of jobs, would be of interest. You do not need to attach a resume or professional profile to the form, but you can if you wish.

About Us:

Through the Office of Labor Standards (LS), DLSS interprets, investigates, issues guidance and rules on, and enforces labor law on various aspects of: wages (minimum, overtime, deductions, etc.); health-related leave and whistleblowing; employee privacy rights (limits on inquiries into credit history, criminal record, or social media); union-management relations (elections and certain grievances); transparency in posting job and promotion opportunities; public contracting; and youth employment.

Through the Office of Labor Market Information (LMI), DLSS collects, calculates, and analyzes information on the state of, and trends in, labor markets throughout Colorado. Through the “LMI Gateway” site, LMI presents its data in various ways: industry employment and wages; current and projected industry and occupation levels; occupational wages; and labor force employment and wages. LMI also provides more customized information and analyses that help workforce centers, unemployment insurance, and policy-makers serve all Coloradans.