January was the first sitting month in 2024 for most of the legislatures in the mountain region. At Employers Council, we monitor the thousands of introduced bills for those pertaining to employment law that might affect our members. The following is a summary recap of what was introduced or acted on in Colorado, Arizona, Utah, and New Mexico during January.
Colorado’s legislature convened January 10, and a few employment bills have been introduced.
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Two bills would increase the state’s posting requirements. HB24-1015 would require posting and education in the workplace about suicide prevention. This bill has been heard in a committee and is now waiting in appropriations. In addition, HB24-1110 would require postings about veterans’ benefits.
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HB24-1130 would regulate employer use of employee biometrics, following similar statutes in other states.
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HB24-1066 would attempt to decrease through planning the rise in violence in health care settings.
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HB24-1008 would extend wage claim liability within the construction industry.
Other bills have been introduced to increase workforce training and further protect minor workers and employees who are living organ donors. This is just the beginning of the session in Colorado, which runs until early May. We will continue to monitor these and any other new employment bills as they are heard in committee or move through the system.
Arizona’s session began on January 8, and so far, lawmakers have introduced 1,464 bills. Twenty-five can be considered general employment bills. None have moved through committee yet, and they have until late April to do so. Some of the more interesting bills are as follows:
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HB2349 would institute paid family leave.
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HB2523 would increase the accrual hours for paid sick leave to 80 per year.
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SB1136 would create unpaid leave for school conferences or activities.
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HB2682 would regulate quota systems in warehouses.
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HB2683 and SB1416 would attempt to decrease heat illness in the workplace.
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HB2282 and HB2592 would alter the qualifications and rates for unemployment benefits.
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HB2526 would prohibit nondisclosure agreements in matters of sexual harassment.
We will continue to monitor the progress of these bills.
Utah has a relatively short session. Legislators convened on January 16, and the session ends on March 1. Lawmakers have introduced five employment bills. The following two have had activity on them:
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HB261 is waiting for the governor’s signature. It limits the use of anti-racism, bias, critical race theory, implicit bias, intersectionality, or racial privilege in programs or materials for public employers.
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HB285 has almost passed the full House and greatly restricts unions in public employment and would require recertifications every three years.
New Mexico’s session in 2024 is only 30 days, lasting from January 16 to February 15.
There are two similar bills, HB6 and SB3, that would create paid family leave. Both are still being heard in committees in their originating chambers. We will watch closely to see if they make progress in the next two weeks. HB6 was scheduled to be heard in its last House committee on February 2.
If you have any questions about how pending legislation may affect your organization, please contact Employers Council.