The MU School of Law offers a collegial environment, reinforced by a small student body and a low faculty-student ratio. The intimacy of this setting, coupled with reasonable cost, consistently high bar passage rates, a network of alumni around the globe and access to top scholars in the legal world, make MU Law one of the best values in the nation.
You may now post a job listing or schedule on campus interviews through Symplicity. To access Symplicity, please follow the link below:
If you have any questions about Symplicity please contact our office or email firstname.lastname@example.org.
If you are not able to come to campus to interview, we provide resume collection services. We will be happy to advertise your firm or agency to our students, and then collect resumes to forward to you. If you prefer, we can also have our students submit their application materials directly to you.
Additionally, we post job announcements for student law clerk opportunities, for entry-level associate positions and for experienced attorney positions. Job announcements are posted upon receipt to our website. Postings expire 60 days from the date received, and are removed from the bulletin at that time unless a renewal request is received.
To request that an available job be posted to our web bulletin, you may do so via e-mail at email@example.com or via fax at 573-882-9625.
The Office of Career Development offers a variety of services to employers, including both on-campus and off-campus recruiting assistance. We invite you to send a representative of your firm, agency or organization to our campus to meet with our students. To reserve a date for your on-campus visit, please call (573) 882-7386 or email firstname.lastname@example.org.
The University of Missouri School of Law is committed to the principle of equal employment opportunities for all of its students and graduates, commensurate with their abilities and not limited by invidious discrimination, including discrimination based on race, sex, age, religion, color, national origin, disability, sexual orientation, status as a veteran, or any other basis forbidden by applicable law or university regulation. The Law School may restrict or refuse services to any employer whose conduct is determined to have violated this policy, regardless of whether the conduct occurred on campus or elsewhere, during the recruiting process, or during summer or other employment of a law student, including employment as an intern or extern. Complaint procedures have been established to provide a means for students who believe an employer has violated the Non-Discrimination Policy to bring the alleged conduct to the attention of the Law School. Notwithstanding the foregoing, based on current federal law and regulations, (the Solomon Amendment) the School is compelled to allow the military to recruit our students on campus or risk the loss of federal funding.
Interviewers may and should ask novel or unusual interview questions to gauge a candidate's analytical ability, professional demeanor, legal or academic experience, or other business-related skills. However, such questioning should not be used to elicit information regarding an applicant's race, gender, marital/parental status, age, religion, color, national origin, disability, sexual orientation, or veteran status.
Federal and state laws prohibit workplace discrimination, including harassment, because of race, color, national origin, sex (including pregnancy), religion, disability, or age (age 40 or older). Some state and local laws also prohibit discrimination based on sexual orientation. Harassment can occur in a wide variety of circumstances, and by a wide variety of people. The harasser could be your manager or supervisor, a co-worker, or even a client. However, not all offensive or inappropriate behavior is illegal harassment. In order for the conduct to be considered illegal, it must be unwanted, and so frequent or severe that it creates a hostile or offensive work environment. Depending on the severity and frequency, illegal harassment can include off-putting jokes or comments, ridicule, insults, epithets and slurs, as well as physical assaults, intimidation, and threats. Exposing someone to offensive objects or pictures can also be considered illegal harassment.
Victims of workplace harassment are encouraged to inform the harasser directly that the conduct is unwelcome and should cease. Harassment should also be reported to management. Many employers have procedures in place for reporting harassment, and these should be reviewed and followed. The Law School also encourages anyone who has witnessed or been the victim of workplace harassment while a law student to file a complaint with the Career Development Office.