DLSS Careers

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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:

Compliance Investigator I

Job Posting

  • Date of posting (linked above): Wednesday 7/27/22 (anticipated date, subject to change)
  • Applications due: 5:00 p.m. Wednesday, 8/10/22 (note that extensions cannot be given)
  • The salary range for these positions is:
                        $4,457.00 - $5,215.00 Monthly
                        $53,484.00 - $62,580.00 Annually 
  • The linked posting is where applications should be submitted, and has contact information for questions about the hiring process. Following is a description of the job:   

    Compliance Investigators (“CIs”) investigate complaints of labor violations that workers file against their employers, mostly wage violations: paying below minimum wage, not paying overtime, illegal deductions from paychecks, not paying for all time worked, not providing rest or meal breaks, not giving paid sick leave, or misclassifying workers in ways that deprive them of their rights.

   CIs gather and analyze evidence from workers and employers to determine whether a labor law violation occurred. If the CI finds a violation, they write a decision ordering employers to pay any wages or penalties they owe workers, and 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. After 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 standards and assure that parties to disputes receive prompt decisions, and (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 Supervisor, 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.).

   Compliance Investigator I (“CI-I”) positions require one year of relevant experience and/or education beyond a college degree; see the CI-I posting for details). Compliance Investigator Intern positions do not have that requirement; CI-Interns receive a year-long training to become a CI I; after successfully completing that training, they are promoted to CI-I.

    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 (extra pay) of up to $150 per month.

Compliance Investigator Intern

Job Posting

  • Date of posting (linked above): Wednesday 7/27/22 (anticipated date, subject to change)
  • Applications due: 5:00 p.m. Wednesday, 8/10/22 (note that extensions cannot be given)
  • The salary range for these positions is:
                        $3,858.00 - $4,437.00 Monthly
                        $46,296.00 - $53,244.00 Annually 
  • The linked posting is where applications should be submitted, and has contact information for questions about the hiring process. Following is a description of the job: 

    Compliance Investigators (“CIs”) investigate complaints of labor violations that workers file against their employers, mostly wage violations: paying below minimum wage, not paying overtime, illegal deductions from paychecks, not paying for all time worked, not providing rest or meal breaks, not giving paid sick leave, or misclassifying workers in ways that deprive them of their rights.

   CIs gather and analyze evidence from workers and employers to determine whether a labor law violation occurred. If the CI finds a violation, they write a decision ordering employers to pay any wages or penalties they owe workers, and 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. After 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 standards and assure that parties to disputes receive prompt decisions, and (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 Supervisor, 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.).

   Compliance Investigator I (“CI-I”) positions require one year of relevant experience and/or education beyond a college degree; see the CI-I posting for details). Compliance Investigator Intern positions do not have that requirement; CI-Interns receive a year-long training to become a CI I; after successfully completing that training, they are promoted to CI-I.

    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 (extra pay) 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.