The Rocky Mountain Employer

“On Monday, January 9, 2023, the Denver City Council unanimously passed Resolution 22-1614, which strengthens the ability of workers in Denver seeking redress for unpaid wages.”

“The start of a new legislative session in Colorado is bringing new bills that may expand the reasons an employee may take accrued and unused sick leave under the Healthy Families and Workplaces Act.”

“Colorado Department of Labor and Employment issued an update on newly published employment rules and pertinent guidance, many topics that our firm’s blogs have been following.”

“Starting January 1, 2023, certain modifications to Colorado’s wage protection rules (7 C.C.R. 1103-7 et seq.) concerning the Healthy Family and Workplaces Act (“HFWA”), attorney fee awards, and the issuance of liens and levies upon non-compliant employers in wage disputes will go into effect.”

“Beginning in 2023, Colorado will be rolling out its new SecureSavings program – created by the State Treasurer to provide an option for employees to save for retirement when their employers do not offer a retirement plan as an employment benefit.”

“On December 7, 2022, President Joe Biden signed the Speak Out Act into law, prohibiting the judicial enforcement of pre-dispute non-disclosure and non-disparagement clauses relating to sexual assault and sexual harassment claims.”

“Beginning January 1, 2023, employers may begin collecting their employees’ share of the Family and Medical Insurance Leave Act (“FAMLI”) premiums through payroll deductions.”

“On December 5, 2022, the United States Supreme Court will hear oral arguments in 303 Creative LLC v. Elenis,[1] to determine, among other things, whether the Colorado Anti-Discrimination Act (“CADA”) [2] prohibits a business from publishing statements based upon religious grounds that the company will not serve the LGBTQ community.”

“The Colorado Division of Family and Medical Leave Insurance (“Division”) has finalized its rules governing employers’ use of private plans.”

“A key element of any prima facie race discrimination claim based on disparate treatment under Title VII of the Civil Rights Act of 1964 (“Title VII”) is evidence that one or more “similarly situated” employees outside of the plaintiff’s protected class were treated more favorably than the plaintiff.”

“The Court of Appeals for the Ninth Circuit held on October 24th that time spent by employees booting up their computers was compensable under the Fair Labor Standards Act (“FLSA”) because doing so was “integral and indispensable to their principal job duties.”

“The Colorado Wage Claim Act (“CWCA” or the “Act”) already provides for robust penalties in the event an employer fails to timely pay wages or overtime to employees.”

“Colorado’s minimum wage will increase from $12.56 per hour to $13.65 per hour.”

“Today, the U.S. Department of Labor (“DOL”) published proposed rules[1] that would set new guidelines for properly classifying whether certain workers are “employees” or “independent contractors” under the Fair Labor Standards Act (“FLSA” or the “Act”).”

“The Equal Employment Opportunity Commission (“EEOC”) recently filed suit against a nursing home which allegedly ignored racially-charged harassment levied by home residents against minority employees.”

“The Court of Appeals for the Eleventh Circuit recently discussed the importance of Section 1 of the Sherman Act when plaintiffs alleged that no-hire agreements between Burger King and its franchisee restaurants constituted “concerted action” for antitrust purposes.”

“Colorado’s Paid Family and Medical Leave Insurance Act, C.R.S. §§ 8-13.3-501 et seq., (“FAMLI”), requires employers to register with MyFAMIL+ prior to January 1, 2023 and begin paying premiums and submitting required reports to the FAMLI Program on January 1, 2023.”

“On September 6, 2022, the National Labor Relations Board (the “Board”) released a Notice of Proposed Rulemaking that would change the current standard defining a joint employer relationship for purposes of potential liability for unfair labor practices.”

“The Court of Appeals for the District of Columbia recently reaffirmed that an employer may be liable for disciplining an employee for engaging in protected activity under the National Labor Relations Act—even when the protected conduct is clearly in poor taste and otherwise violates the employer’s rules against harassment and discrimination.”