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Colorado Labor Law Poster

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The easiest way to stay compliant. The 1-Year Compliance Plan offers required Federal and State posters plus 12 months of mandatory updates for free!

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1-Year Compliance Plan

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Colorado State Labor Law Poster
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All mandatory state and federal poster requirements

Live customer service

Federal & State posting regulation letter

Free updates for one year

$25,000 Violation Warranty

Include HR Forms for New Hires for 20% OFF

Includes 12 months of access and free e-updates to every required new hire form for both federal and state regulations.

All mandatory state and federal poster requirements

Live customer service

Federal & State posting regulation letter

Free updates for one year

$25,000 Violation Warranty

All mandatory state and federal poster requirements

Live customer service

Federal & State posting regulation letter

Free updates for one year

$25,000 Violation Warranty

Need Labor Law Posters
for Multiple Locations?

Give us a call at 800-322-3636 and speak to a support specialist

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Recent Updates

Minimum Wage –  Overtime and Minimum Pay Standards (December 2020)

  • Effective January 1st, 2021, the minimum wage will increase to
    • $9.30/hour for tipped employees, and
    • $12.32/hour for all other employees.
  • The exempt salary minimum has increased to $40,500 per year.

Healthy Families and Workplaces Act

  • HFWA requires 1 hour of leave earned per 30 hours worked, to a maximum of 48 hours paid leave a year. Up to 48 hours of unused accrued leave will carry over into the next year.
  • 80 hours of supplemental paid leave to apply in public health emergencies, until 4 weeks after the public health emergency ends
  • Employers with 16 employees or more are required to provide paid leave under the law.
  • Employees may use accrued leave for any of the following reasons:
    • A mental or physical illness, injury, or health condition that prevents work, including diagnosis/preventative care,
    • Domestic abuse, sexual assault, or criminal harassment,
    • A family member experiencing a condition described above, or
    • A public health official closed the workplace or a place of care for the employee’s child.
  • During a public health emergency (PHE), employees may use supplemental leave when:
    • Self-isolating or being excluded from work due to exposure, symptoms, or diagnosis of the communicable illness in the PHE,
    • Seeking diagnosis or care for the illness,
    • Unable to work due to a health condition that increases susceptibility or risk regarding the illness, or
    • Caring for a child or family member in a situation as described above, or whose school or childcare is unavailable due to the PHE.
  • Employees continue to earn up to 48 hours of accrued leave during a PHE and may use supplemental leave before accrued leave.
  • Paid leave cannot be considered as an ‘absence’ resulting in the adverse action, and employers cannot require employees to find a replacement or coverage when requesting leave.
  • Employees are protected from retaliation for:
    • requesting leave,
    • informing others of their rights under the law,
    • filing a complaint, or
    • assisting in an investigation of a complaint.
  • Employees CAN face consequences for misused leave, but not for a good-faith complaint, request, or other activity.
  • The notice lists the type of documentation employers may require under specific circumstances, as well as recourse if they believe the reason/documentation is insufficient.
  • Leave can be taken in six-minute or one-hour increments
  • Employers must be able to provide documentation on both the amount of available leave and the amount of leave used for each employee. This information may be requested once per month or when the need for leave arises.
  • Employers are prohibited from requesting ’details’ of employees’ or the employee’s family’s HFWA-related health information. This information is considered a confidential medical record.

Colorado – Whistleblower Act (PHEW) (December 2020)

  • The notice uses and defines the terms “principal” and “ worker”:
  • Any employer in Colorado, and any business in Colorado with 5 or more independent contractors, is a covered “principal” that must comply with PHEW. The federal government is exempt from this law.
  • An employee or an independent contractor at a “principal” is a “worker” covered by the law.
  • Under the new law, it is illegal to retaliate against or interfere with the following acts during and related to a public health emergency:
    • raising reasonable concerns about workplace violations of government health or safety rules, or about a significant workplace threat to health or safety. This can be a formal or informal complaint to any person.
    • Opposing or testifying, assisting, or participating in a proceeding about a violation as mentioned above.
  • An employer cannot retaliate against a worker’s good-faith, reasonable complaint, request, or other covered activity, even if the worker was incorrect. However, workers can face consequences for misusing PHEW rights or other misconduct.
  • A worker must be allowed to voluntarily wear their own PPE, such as a mask, faceguard, or gloves if that PPE:
    • Provides more protection than the equipment provided at the workplace;
    • Is recommended by a government health agency; and
    • Does not prevent the worker from doing their job.
  • Employee’s complaint rights for both laws are listed on the notice.

 

Order our 1-Year Compliance Plan – Get current posters and 12 months of free labor law poster updates!

 

Colorado Historical Labor Law Updates:

Paid Sick Leave (HFWA) – Jul 2020
Whistleblower Act (PHEW) – Jul 2020
Minimum Wage – Jan 2020
Discrimination in Employment – Jul  2019
Unemployment Insurance – May 2019
Minimum Wage – Jan 2019
Minimum Wage – Jan 2018
Minimum Wage – Jan 2017
Minimum Wage – Jan 2014

Discrimination – Jan 2014
Unemployment – Jan 2014
Notice of Paydays – Jan 2014
Workers Compensation – Jan 2014

Colorado Posting Requirements

Mandatory Colorado Labor Law Notices

  • Minimum Wage
  • Discrimination in Employment*
  • Injuries on the Job*
  • Unemployment Insurance*
  • Notice of Paydays
  • Whistleblower Act
  • Healthy Families and Workplaces Act

*Included on Spanish poster

NOTE: Spanish posters may not include all notices published on the English poster and may vary from our standard 18”w x 24”h size since some states do not issue all notices in Spanish.

 
Mandatory Federal Labor Law Posters

Must also post Federal Labor Law Posters


Employment posters must be posted in a conspicuous location.

Product Information

Description

  • Includes mandatory Colorado labor law posting requirements
  • Available in laminated for durability or environmentally-friendly unlaminated Go Green

 

Federal Posting Requirements

Federal Minimum Wage – $7.25

Equal Employment Opportunity – EEO

Equal Employment Opportunity – EEO Supplement

Family & Medical Leave Act – FMLA

Occupational Safety and Health Act – OSHA

USERRA – Mandatory notice must be posted or distributed

Employee Polygraph Protection

 

Technical Characteristics

Colorado poster is 18″w x 24″h

All-in-one Colorado & Federal poster is 36″w x 24″h

Quality full-color printing

Available in Spanish (Spanish posters may be released later than English posters by government agencies.)

For questions about compliance posters, please call Poster Compliance Center at (800) 322-3636.

Colorado Labor Law Posting Requirements

Colorado requires employers to display a number of state labor law posters. Note that Colorado agencies have recently updated some of these posters, particularly the poster regarding the state’s minimum wage.

 

Federal Labor Law Posters Required in Colorado 

Colorado employers are required to post the following federal labor law posters:

  • Equal Employment Opportunity is the Law (EEO) Poster
  • Equal Employment Opportunity — EEO Supplement
  • Federal Minimum Wage Poster
  • Family and Medical Leave Act (FMLA) Poster
  • Occupational Safety and Health Act (OSHA) Job Safety and Health Poster
  • Employee Polygraph Protection Act Poster
  • Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster

 

Colorado-Specific Labor Law Posters

In addition to the federal labor law posters described above, the Colorado Department of Labor and Employment requires Colorado employers to post mandatory state labor law posters. They must be displayed in a conspicuous, easily accessible, and well-lit place. Businesses that fail to post these notifications may be subject to penalties or fines.

 

  • Colorado Minimum Wage Poster: The new Colorado Overtime and Minimum Pay Standards (COMPS) Order #36, effective March 16, 2020, details employees’ rights to be paid minimum wage under Colorado law. Effective January 1, 2020, the current minimum wage in Colorado is:
    • $12.00 per hour
    • Tipped employees must receive a minimum wage of $8.98 per hour. Tipped employees are employees who regularly receive more than $30 per month in tips.
    • Unemancipated minors may be paid 15% below the minimum wage.
    • This poster also provides requirements for overtime pay of time and one-half for any work in excess of 40 hours per week, 12 hours per day, or 12 consecutive hours.
    • This poster also sets out the rest periods (a paid break of 10 minutes for every 4 hours of work) and meal periods (30 uninterrupted minutes for shifts of more than 5 hours) to which employees are entitled in Colorado; it also details when employers owe compensation for employee uniforms.

 

  • Colorado Discrimination in Employment Poster: Colorado Civil Rights Commission Rules require every employer, employment agency, and labor organization; every real estate broker or agent, home builder, home mortgage lender, and all other persons who transfer, rent, or finance real estate; and every place of public accommodation to display this poster. This poster summarizes the discriminatory or unfair practices prohibited by Colorado law. Colorado makes it illegal to refuse to hire, discharge, promote or demote, harass during the course of employment, or discriminate in matters of compensation, terms, conditions, or privileges of employment because of disability, race, creed, color, sex, sexual orientation (including transgender status), religion, age, national origin or ancestry, or in certain circumstances, marriage to a co-worker.This poster also summarizes several additional discrimination-related provisions. For example, it explains that employees with disabilities are entitled to a reasonable accommodation that is necessary to perform the essential functions of their job, so long as the accommodation does not pose an undue hardship for their employer. It also details employee rights under the Pregnant Workers Fairness Act, which requires employers to accommodate employees with a health condition related to pregnancy or recovery from childbirth. Finally, the law protects employees from retaliation for opposing a discriminatory practice; for participating in an investigation, proceeding, or hearing related to a discrimination investigation; or for sharing or discussing wage information.

 

  • Colorado Workers’ Compensation Insurance Poster: Colorado employers must obtain a Workers’ Compensation poster directly from the state. This notice is not provided on the Colorado poster. Employers must complete the blanks on this poster, which identifies their workers’ compensation carrier and reminds employees that they may be entitled to insurance coverage for work-related injuries if they provide written notice to their employer within four working days of an accident.

 

  • Injuries on the Job Poster: This poster describes the written notice that must be given to an employer of any injuries that occur on the job. It also details how workers’ compensation disability benefits may be affected if the injury is the result of an employee using alcohol or controlled substances.

 

  • Colorado Employment Security Act Poster: This poster explains how employees can file a claim if they have been misclassified as an independent contractor and are performing duties that fit the criteria of an employee. The poster also tells employees that they are entitled to unemployment insurance benefits if they become unemployed through no fault of their own and explains how Colorado employees may file a claim for these benefits.

 

  • Notice of Paydays Poster: Colorado law requires employers to notify their employees of their scheduled paydays.

 

Poster Compliance Center makes it easy to keep up with the changing labor law posting requirements in Colorado. Our 1-Year Compliance Plan meets all mandatory Colorado and federal poster requirements and includes free updates for 12 months from the date of your purchase.

 

 

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Poster Compliance Center saves our organization a lot of time

Poster Compliance Center is extremely reliable, accurate, fair-priced and easy to work with. They manage over 85 locations throughout the U.S. for us and back their service with warranty protection. Poster Compliance Center has proven they are accurate and timely in sending all state and federal compliance poster updates to our impacted locations, without any prompting from us. We have been with Poster Compliance Center for a couple years now and couldn’t be happier. Poster Compliance Center saves our organization a lot of time so we can focus on saving lives through cellular therapy at Be The Match.

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As the financial administrator it is wonderful having this service to keep us current with our poster compliance for federal and state. It truly relieves me of worrying about this during the year.

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I had questions about what posters I need in order to stay in compliance in my state. They set me up on their 1-Year Compliance annual poster service and now I know I'm always in compliance.

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The service I receive from Poster Compliance Center is terrific! I know that I do not have to worry about being updated with the latest changes because Poster Compliance Center takes that worry away. I greatly depend on them to keep our company current with the latest law changes and they always come through quickly!

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