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Amid the ever-changing landscape of employment law, Employers Council is dedicated to keeping our members well- informed. We have compiled a selection of handbook updates specifically for Colorado, including recommended language and the revision dates. If your handbook was updated prior to any of the dates listed below, we recommend updating the policies using the linked resources. The dates provided reflect when Employers Council last revised the policy, not necessarily when a law was enacted. While this list is not exhaustive, it highlights the key policies that are essential for maintaining compliance. Please n ...
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To understand Colorado’s employment laws , turn to Employers Council’s resources to get the information you need. Start with o ur Colorado Quick Facts   for an overview of  the state’s employment laws . Our myriad resources also includ e the following: Whitepapers   These provide guidance and suggested action steps to comply with specific laws :   Pay ing employe e s  equit abl y , job posting, recordkeeping requirements by the  Equal Pay for Equal Work Act (EPEWA)   Minimum wage and overtime ...
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Advancements in technology have enabled what was once science fiction to become an easily accessible reality. Within a short period , employees can set up company websites, implement tracking tools for those sites, and use artificial intelligence (AI) to answer customer s’ questions. Given how accessible these activities are, there may be an instinct not to have policies in place that govern employees' approach to these technologies . Ignore this instinct because the liability from these activities is increasingly under scrutiny . Protected Health Information and Third-Party ...
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Employers have struggled to attract talent for many years now. The traditional and often passive recruiting efforts of posting a job on a careers page or a job board may no longer be adequat e. Instead of relying solely on outside talent, consider looking within . Consider a talent marketplace. Talent marketplaces are transparent , technology-enabled talent management systems that connect employees with developmental opportunities within your organization. These two-sided platforms capture employees’ skills with appropriate positions within the organization. You likely have experienced a marketplace like ...
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Editor’s note: Employers Council offers members access to a library of books. This article is part of an ongoing series to introduce members to the collection. Ever since the transition to remote work prompted by the COVID-19 pandemic , members have asked us for guidance to achieve success with remote and hybrid employees . When I came across the book Remote Not Distant – Design a C ompany C ulture T hat W ill H elp Y ou T hrive in a H ybrid W orkplace , I added it to our library collection in hopes it would offer helpful insights . I read Remote Not Distant ...
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Employers that operate in multiple states have a responsibility to understand the various employment laws that impact employees who reside in those states. Employers also have a responsibility to en sure that employees have a clear understanding of the ir state - specific rights and to maintain compliance. The key to en sur ing that your employees understand how state - specific employment laws impact them is clear communication. Providing state addendums with your employee handbook is a great wa y to a ccomplis h this . State addendums provide clarification ...
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Employers often ask, “If at-will employment is the law of my state, why do I need documentation for a termination?” It’s a fair question . I ntuitively, documentation does not seem to be necessary under the law of at-will employment . The truth is, however, that a lthough at-will jurisdictions generally do not require documentation to support a termination, documentation is nonetheless critical to mitigating potential legal liability and effectively managing an organization . In the broadest terms, at-will employment is a legal doctrine that means an employer or employee may end the employment relationship ...
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Anyone who has created or updated an employee handbook knows it’s a big project. At Employers Council , we consult with employers about handbooks and review hundreds each year. We understand the investment of time and brainpower it takes. Once the document is complete, it may feel like a relief to wrap it up and distribute it. Consider taking a deep breath and creating a process to roll it out that will help everyone understand the handbook’s purpose and goals, how to use it , and what’s new, whether it’s the whole document or updates to an existing one. Below are some steps to take . Fine ...
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The Super Bowl takes place on Sunday, February 11, 2024 , in Las Vegas. The g ame brings some employment law concerns a nd highlights lessons employers can learn from the National Football League ( NFL ) season. Workplace Attendance The Super Bowl may result in attendance issues on game day and the following Monday. In the days leading up to the Super Bowl, some employees scheduled to work on Sunday may ask for the day off, planning to attend a party or otherwise watch the game. If an employee claim s a religious accommodation to working on Sunday s , ...
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We are nearly a month into 2024 , and t h e new year has brought challenges for human resources professionals. To help our members manage th ose challenges, h ere i s a list of HR action items , along with helpful resource s . Review policies to ensure they comply with new federal and state laws , many described in this article . Use the CCH Multistate tool to review laws in other states. Access all of our sample policies (and complete handbooks)  here . Check your employment law posters in all locations for all employees (in-person and virtual). Our  ...
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Older workers have become an increasingly large part of the labor force . Consider the following: In 2023, 19% of people 65 years old and over were employed, according to the Pew Research Center . That ’s up from about 12 % in the early 2000 s . In 2022, workers 65 and over accounted for 6.6% of the labor force , an increase from 5% a decade earlier , according to the U.S. Bureau of Labor Statistics (BLS) . The BLS projects that figure to rise to 8.5% by 2032. T he labor force is projected to grow by 96.5 % over the next decade among individuals 75 and ...
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Editor’s note: Employers Council offers members access to a library of books . T his article is part of an ongoing series to introduce members to the collection . A trending concept in workplace culture and business leadership literature is psychological safety , “ a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns , or mistakes ,” according to Amy C. Edmondson, Novartis Professor of Leadership and Management at Harvard Business School. I reference this concept in resources and articles I draft for members and in Speakers Bureau presentations to the ...
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More employers are considering continuous background screening for their employees. Th e demand for this started when ride - share companies became increasingly concerned about ensuring the safety of passengers from drivers. There has also been concern about significant fraud in the health care and banking industries. In an effort to stem the tide of any wrongdoing and reassure regulators and clients, this type of background check has become more popular. Continuous background screening is when employee records are monitored in real-time to flag concerns post-hire for the entire workforce. ...
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With the arrival of 2024 , state and local m inimum wag e increases took effect in many parts of the country . E mployers should know that some state s and local jurisdictions , such as the S tate of Colorado and the C ity of Denver , will raise th eir minimum wage again in 2025 and subseq uent years based on inflation. This Employers Council article lists the minimum wage increases in our region and for federal contractors. If you are a multi-state employer with employees outside of our region, please contact one of our HR consultants if you need assistance ...
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T he word disruption has generated a lot of buzz , but w hat is it , and why d oes it matter for your organization ? Merriam-Webster provides the following definition of “disrupt , ” specifically as it relates to the business world: “ T o successfully challenge (established businesses, products, or services) by using an innovation (such as a new technology or business model) to gain a foothold in a marginal or new segment of the market and then fundamentally changing the nature of the market .” We don’t have to look far back to find examples of that type of disruption. Amazon challenged ...
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T here is a power to January 1 beyond a calendar date that marks a new year . It promises an opportunity for a fresh start. To do better. To try new things. To b reak routine old habits and replace them with more intentional choices. A fresh start means accepting failures, learning from them, and then let ting them go. Reflect on your year that has passed . W hat did you achieve, and what did you not? What did you learn? What successes do you want to build on to achieve new goals? Contemplate your goals for the new year , and try these t hree practical tips for a fresh ...
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As discussed in our previous article , on December 26, 2023, representation case procedures will change under a rule published by the National Labor Relations Board (NLRB) in August 2023 . On December 8, 2023, NLRB General Counsel Jennifer Abruzzo issued GC M emorandum 24-02 covering the changes to representation case procedures. The final rules rescind the Trump-era Board’s 2019 election rules and restore the 2014 Obama-era rules. The new rules are an effort by the NLRB to remove barriers to “fair and expeditious resolution of representation cases.” The primary goal is twofold: to reduce the time ...
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As discussed previously , i n August , the National Labor Relations Board ( NLRB ) overturned years of preceden t upon deciding Cemex Construction Materials Pacific, LLC , 327 NLRB No. 130 (2023) . The Board h eld that whe n a union demands recognition, the employer has two choices : R ecognize the union or file a petition for election . If the employer commits a n unfair labor practice ( ULP ) during the election period , it can be ordered to bargain with the union and forfeit the election. The Board and G eneral C ouns el also determined the new rules can ...
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T he National Labor Relations Board ( NLRB ) and G eneral C ounsel Jennifer Abruzzo continue to push the envelope to solve the problem of defiant employers that fail to comply with Board - ordered remed ies . In a recent development, the NLRB has taken a significant step by introducing contempt charges against corporate individuals . The case of NLRB v. Haven S alon + S pa , No. 21-2413 ( 7th Cir. Sept. 30, 2021 ) began i n 2021 , when an employee was discharged for complaining about Haven’s COVID-19 safety protocol s . The ...
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In August 2023 , the National Labor Relations Board ( NLRB ) issued a landmark decision in Cemex Construction Materials Pacific, LLC, 372 NLRB No. 130 (2023), aimed at ad dress ing delays in union representation decisions and expediting the resolution process . Notably, this decision create d significant changes in how unions become bargaining representatives and is retroactive to all pending cases. In November 2023 , following up on the Board’s decision, NLRB G eneral C ounsel Jennifer Abruzzo provided guidance to employers further addressing its implications ...
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