Whether you are looking for a summer associate, an intern, a part-time law clerk or full-time attorney, we maintain an online job bank called SAGE where you can post open positions and register for an on-campus interview. To get started, go to law-missouri.12twenty.com/hire and create an account.
Once you have created an account on SAGE, you can easily post an open position. Simply login and click on the +Post button. This will open a page where you can fill in the details of your position. Once your position has been submitted, by clicking on the “OCI and Job Listings” tab, you will be able to check on the approval status of your job, edit the listing, and post additional jobs.
When completing your job details, note that there are multiple options available for receiving applications. We recommend you select “Apply via This Site” in addition to any other options you might wish to select. This will allow us to track applicants and, if needed, publicize your job to individuals we believe may be interested. In addition, you will be able to view applications for the position at any point in time and have the option to download resumes and application packages of applicants.
We invite you to send a representative of your firm, agency or organization to our campus to interview our students. We schedule on-campus interviews for 2Ls and 3Ls throughout the academic year. Our 1L students are eligible to interview only during the spring semester. For information on how to schedule a date for OCI, please contact the Career Development Office by email at email@example.com or by phone at 573-882-7386.
If you would prefer to send a job posting directly to our office, or if you have trouble logging on to SAGE, need assistance with your password, or have other questions, please feel free to email us at firstname.lastname@example.org or call us at 573-882-7386.
Thank you for thinking of Mizzou Law School for your hiring needs, and we look forward to hearing from you soon!
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, gender identity, gender expression, 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.