Bill Tracker

Current law requires an employer to provide its employees with an
annual statement showing the total compensation paid and the income tax
withheld for the preceding calendar year. The bill requires an employer
to also provide, within a week before or after providing the statement and
in the same manner as the statement is provided, written notice of the
availability of the federal and state earned income tax credits and the
federal and state child tax credits. The written notice must be in English
and any other language the employer uses to communicate with
employees and must include any additional content that the department
of revenue prescribes.

• March 09, 2023: Senate Business, Labor, & Technology Committee Report
• March 09, 2023: Senate Business, Labor, & Technology Committee Report
• January 26, 2023: L.001 House Business Affairs & Labor
• January 26, 2023: House Business Affairs & Labor Committee Report
• January 26, 2023: House Business Affairs & Labor Committee Report
• January 10, 2023: H_BUS_2023A_20230126_133045 Committee Report

The bill prohibits a supplemental health-care staffing agency
(staffing agency) from including in a contract or agreement with a
health-care worker, nursing care facility, or assisted living residence a
provision for liquidated damages, employment fees, or other
compensation to be paid to the staffing agency if the nursing care facility
or assisted living residence hires the health-care worker as a permanent
employee either prior to or after the termination of the contract or
agreement.
A staffing agency that violates the prohibition commits a civil
infraction and is subject to a monetary penalty. Further, for repeated or
willful violations, the executive director of the department of labor and
employment may impose monetary or administrative penalties against the
staffing agency.

• March 07, 2023: Senate Business, Labor, & Technology Committee Report
• March 07, 2023: Senate Business, Labor, & Technology Committee Report
• January 31, 2023: HB23-1030 L.001 House Health & Insurance
• January 31, 2023: House Health & Insurance Committee Report
• January 31, 2023: House Health & Insurance Committee Report

The bill specifies that actions brought for violations of minimum
wage laws must be commenced within 2 years after the cause of action
accrues or, for a willful violation, within 3 years after the cause of action
accrues.

• February 14, 2023: House Judiciary Committee Report
• February 14, 2023: House Judiciary Committee Report

The bill clarifies that a member of the Colorado National Guard or
any other component of the military forces of the state who is an officer
or employee of a public employer is entitled to a leave of absence from
employment for training or active state military service for the equivalent
of 3 weeks of work on the officer's or employee's regular work schedule
each year. The officer or employee is entitled to use any paid leave
available to the officer or employee or to use unpaid leave.
The bill clarifies that a member of the Colorado National Guard or
the reserve forces of the United States who is an employee of a private
employer is entitled to a leave of absence from employment in order to
receive military training with the United States armed forces for the
equivalent of 3 weeks of work on the employee's regular work schedule
each year. The employee is entitled to use any paid leave available to the
employee or to use unpaid leave for the employee's period of absence for
military training.
The bill clarifies that a private employee is entitled to use any paid
leave available to the employee or to use unpaid leave in order to engage
in active service in the Colorado National Guard.

• February 16, 2023: Senate State, Veterans, & Military Affairs Committee Report
• February 16, 2023: Senate State, Veterans, & Military Affairs Committee Report
• January 26, 2023: House State, Civic, Military, & Veterans Affairs Committee Report
• January 26, 2023: House State, Civic, Military, & Veterans Affairs Committee Report

The bill imposes requirements for certain types of employers with
regard to:
  • The determination of employee work schedules;
  • Employee requests for changes to work schedules; and
  • Notices and posting of employee work schedules.
In addition to pay for hours worked by the employee, the bill
requires certain types of employers to pay employees:
  • Predictability pay when an employer makes certain changes
to an employee's work schedule;
  • Rest shortfall pay when an employee is required to work
hours without a minimum period of rest after a prior shift;
  • Retention pay when an employer provides work hours to a
new employee without first offering the work hours to
existing employees; and
  • Minimum weekly pay in an amount that corresponds to
15% of the average weekly hours indicated on the
employee's anticipated work plan, paid at the greater of the
employee's regular rate of pay or the minimum wage,
regardless of whether the employee works such hours.
The bill prohibits employers from discriminating or taking any
adverse action against an employee based on the hours an employee is
scheduled or actually works, the expected duration of employment, or the
employee's desired work schedule. The bill also prohibits retaliation
against an employee for attempting to exercise any right created in the
bill. Employers are required to retain records demonstrating their
compliance with the requirements of the bill.
A person who is aggrieved by a violation of the requirements of
the bill may file a complaint with the division of labor standards and
statistics (division) in the department of labor and employment or bring
a civil action in district court. The division is authorized to investigate
complaints and, upon determining that a violation occurred, to impose
fines, penalties, or damages and award attorney fees and costs. The
division is also authorized to bring a civil action to enforce the
requirements of the bill. The bill includes protections for whistleblowers
and establishes penalties for violations.
The director of the division is required to promulgate rules to
implement the bill.

• March 02, 2023: House Business Affairs & Labor Committee Report
• March 02, 2023: House Business Affairs & Labor Committee Report

The bill allows an employee to use accrued paid sick leave when
the employee needs to:
  • Care for a family member whose school or place of care
has been closed due to inclement weather, loss of power,
loss of heating, loss of water, or other unexpected
occurrence or event that results in the closure of the family
member's school or place of care; or
  • Grieve, attend funeral services or a memorial, or deal with
financial and legal matters that arise after the death of a
family member.

• April 18, 2023: House Appropriations Committee Report
• March 23, 2023: House Business Affairs & Labor Committee Report
• March 23, 2023: House Business Affairs & Labor Committee Report
• March 10, 2023: Senate Appropriations Committee Report
• March 10, 2023: Senate Appropriations Committee Report
• January 31, 2023: Senate Business, Labor, & Technology Committee Report
• January 31, 2023: Senate Business, Labor, & Technology Committee Report

Under current law, when an employer is going to hire a person to
work in a position in which the person has contact with at-risk adults, the
employer must perform a check of the system that contains substantiated
claims of mistreatment against an at-risk adult (CAPS check). The bill
requires a staffing agency that provides employees who will have contact
with at-risk adults to perform a CAPS check and to provide the results to
the employer.

• February 21, 2023: House Public & Behavioral Health & Human Services Committee Report
• February 21, 2023: House Public & Behavioral Health & Human Services Committee Report
• February 02, 2023: Senate Health & Human Services Committee Report
• February 02, 2023: Senate Health & Human Services Committee Report

Current law specifies that a covered individual's weekly paid
family and medical leave benefit is determined based on the individual's
average weekly wage earned during the covered individual's base period
or alternative base period from the job or jobs from which the covered
individual is taking paid family and medical leave, which excludes from
the calculation recent wages from previous jobs. The bill eliminates the
limit on calculating the benefit based on the average weekly wage earned
only from the job or jobs from which the individual is taking paid family
and medical leave.

• February 22, 2023: House Business Affairs & Labor Committee Report
• February 22, 2023: House Business Affairs & Labor Committee Report
• January 31, 2023: Senate Business, Labor, & Technology Committee Report
• January 31, 2023: Senate Business, Labor, & Technology Committee Report

Starting July 1, 2024, the bill prohibits employers from inquiring
about a prospective employee's age, date of birth, and dates of attendance
at or date of graduation from an educational institution on an employment
application.
An employer may request an individual to verify compliance with
age requirements imposed pursuant to or required by:
  • A bona fide occupational qualification pertaining to public
or occupational safety;
  • A federal law or regulation; or
  • A state or local law or regulation based on a bona fide
occupational qualification.
The department of labor and employment (department) is charged
with enforcing the requirements of the bill and may issue warnings and
orders of compliance for violations and, for second or subsequent
violations, impose civil penalties. A violation of the restrictions does not
create a private cause of action. The department is directed to adopt rules
regarding procedures for handling complaints against employers.

• April 18, 2023: House Appropriations Committee Report
• April 05, 2023: House Business Affairs & Labor Committee Report
• April 05, 2023: House Business Affairs & Labor Committee Report
• March 10, 2023: Senate Appropriations Committee Report
• March 10, 2023: Senate Appropriations Committee Report
• February 02, 2023: SB23-058 L.001 Senate Business, Labor, & Technology
• February 02, 2023: Senate Business, Labor, & Technology Committee Report
• February 02, 2023: Senate Business, Labor, & Technology Committee Report

Current law authorizes the director of the division of labor
standards and statistics in the department of labor and employment
(director) to create and administer a process to accept and mediate
complaints, to provide legal resources concerning alleged wage inequity,
and to promulgate rules as necessary for this purpose. The bill changes
these authorizations to requirements.
Additionally, the bill requires the director to:
  • Investigate complaints or other leads concerning wage
inequity;
  • Upon finding of a violation, order compliance and relief;
and
  • Promulgate rules to enforce the bill.
The bill also requires an employer to:
  • For each job opportunity or promotional opportunity where
the employer is considering more than one candidate,
follow specific guidelines for posting the opportunity;
  • For all job opportunities and promotional opportunities,
provide specific information to employees regarding the
candidate selected for the opportunity; and
  • For all objectively defined career progressions, disclose the
requirements for career progression and the terms of
compensation, benefits, status, duties, and access to further
advancement.

• April 28, 2023: House Appropriations Committee Report
• April 24, 2023: House State, Civic, Military, & Veterans Affairs Committee Report
• April 06, 2023: Senate Appropriations Committee Report
• April 06, 2023: Senate Appropriations Committee Report
• February 28, 2023: Senate Business, Labor, & Technology Committee Report
• February 28, 2023: Senate Business, Labor, & Technology Committee Report