Colorado Department of Revenue
Pay Transparency Compliance Investigator I
Colorado Department of Revenue, Denver, Colorado, United States
Pay Transparency Compliance Investigator I
Join to apply for the
Pay Transparency Compliance Investigator I
role at
Colorado Department of Revenue .
THIS POSITION IS OPEN TO CURRENT RESIDENTS OF COLORADO ONLY
THIS ANNOUNCEMENT WILL REMAIN OPEN UNTIL 5:00 PM ON TUESDAY, JANUARY 20TH, 2026
These positions are intended to be 100% remote but may still be required to report to the listed address at the discretion of the supervisor and based on business need.
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.
Minimum Qualifications
Five (5) years of relevant experience in an occupation related to the work assigned to this position (e.g., 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).
Or a combination of related education and/or relevant experience equal to five (5) years.
Preferred Qualifications
Labor law investigations experience.
Experience writing important decisions, especially involving facts being applied to rules.
Experience in interpreting and applying statutes, rules, and regulations.
Strong interpersonal skills, including the ability to communicate effectively, both verbally and in writing, with individuals from diverse backgrounds.
Experience performing duties similar to those assigned to the position as a classified State of Colorado employee.
Salary Hourly: $28.30 – $33.95 Biweekly: $2,264.31 – $2,716.04 Monthly: $4,906.00 – $5,884.75
Benefits
Strong, secure, yet flexible retirement benefits including a PERA Defined Benefit Plan or PERA Defined Contribution Plan plus 401(k) and 457 plans
Medical and dental health plans
Employer supplemented Health Savings Account
Paid life insurance
Short- and long-term disability coverage
11 paid holidays per year plus vacation and sick leave
BenefitHub state employee discount program
MotivateMe employee wellness program
Excellent work-life programs, such as flexible schedules, training and more
Access to participate in employer-supported employee affinity spaces
RTD EcoPass Commuter Program
Some positions may qualify for the Public Service Loan Forgiveness Program.
EEO Statement The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans). The Colorado Department of Labor and Employment is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require reasonable accommodation, please direct your inquiries to our ADAAA Coordinator, Sean Montoya, at sean.montoya@state.co.us.
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Pay Transparency Compliance Investigator I
role at
Colorado Department of Revenue .
THIS POSITION IS OPEN TO CURRENT RESIDENTS OF COLORADO ONLY
THIS ANNOUNCEMENT WILL REMAIN OPEN UNTIL 5:00 PM ON TUESDAY, JANUARY 20TH, 2026
These positions are intended to be 100% remote but may still be required to report to the listed address at the discretion of the supervisor and based on business need.
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.
Minimum Qualifications
Five (5) years of relevant experience in an occupation related to the work assigned to this position (e.g., 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).
Or a combination of related education and/or relevant experience equal to five (5) years.
Preferred Qualifications
Labor law investigations experience.
Experience writing important decisions, especially involving facts being applied to rules.
Experience in interpreting and applying statutes, rules, and regulations.
Strong interpersonal skills, including the ability to communicate effectively, both verbally and in writing, with individuals from diverse backgrounds.
Experience performing duties similar to those assigned to the position as a classified State of Colorado employee.
Salary Hourly: $28.30 – $33.95 Biweekly: $2,264.31 – $2,716.04 Monthly: $4,906.00 – $5,884.75
Benefits
Strong, secure, yet flexible retirement benefits including a PERA Defined Benefit Plan or PERA Defined Contribution Plan plus 401(k) and 457 plans
Medical and dental health plans
Employer supplemented Health Savings Account
Paid life insurance
Short- and long-term disability coverage
11 paid holidays per year plus vacation and sick leave
BenefitHub state employee discount program
MotivateMe employee wellness program
Excellent work-life programs, such as flexible schedules, training and more
Access to participate in employer-supported employee affinity spaces
RTD EcoPass Commuter Program
Some positions may qualify for the Public Service Loan Forgiveness Program.
EEO Statement The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans). The Colorado Department of Labor and Employment is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require reasonable accommodation, please direct your inquiries to our ADAAA Coordinator, Sean Montoya, at sean.montoya@state.co.us.
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