This bill renames and strengthens the Legislative Human Resources Division (formerly called the Office of Legislative Workplace Relations), clarifies its duties, and updates public records rules related to workplace harassment complaints involving state legislators.
Key Provisions
Office Renaming and Structure
Renames the Office of Legislative Workplace Relations to the Legislative Human Resources Division (LHRD).
The Director of Legislative Legal Services appoints the division's director and staff.
Duties of the Division
Provides human resources services to:
The General Assembly
Its members and employees
Legislative agencies
Services include training, compliance, employee relations, and investigation of complaints under:
The Workplace Harassment Policy
The Workplace Expectations Policy
May also cover third parties if governed by those policies.
Complaint and Record Handling
Serves as the repository for complaints of discriminatory or unfair employment practices under state law.
Retains written/oral complaints and treats them in accordance with:
The Colorado Open Records Act (CORA)
C.R.S. § 24-34-408
Public Records Rules
General Confidentiality
Most records related to harassment or workplace conduct complaints are not public under CORA.
Exceptions for Transparency
The division must:
Publish an annual statistical report on the number and resolution of complaints (without names).
Make public any expenditures of public funds related to complaints or investigations (without identities).
Special Rules for Sexual Harassment Complaints Involving Legislators Records are public if:
The complaint is about a member of the General Assembly
The case goes through a formal or informal resolution
The member is found culpable for sexual harassment
In such cases:
The executive summary of the investigation report and the name of the legislator must be released.
The complainant’s and witnesses’ identities must remain confidential.
Even if a legislative committee votes not to release a summary, it must still be released if requested under CORA.
Office Space Requirement
The division must be housed in or near the State Capitol in a location that ensures confidentiality and access for those using HR services.
Definitions
Workplace Expectations Policy and Workplace Harassment Policy are defined as those adopted by the Legislative Council.
Implementation and Referendum Clause
Effective after the standard 90-day period following session adjournment, unless:
A referendum petition is filed, in which case the law goes to voters in November 2026.
Overall Effect
Increases professionalization and transparency of legislative human resources.
Enhances accountability by requiring public disclosure of upheld sexual harassment findings against state legislators.
Balances confidentiality for non-culpable cases with public right to know in proven cases of misconduct.
Summary
Executive Committee of the Legislative Council. The office of
legislative workplace relations (OLWR) was established in 2019 as an entity within the office of legislative legal services to provide services to the general assembly, its members and employees, and the legislative services agencies. Specifically, the OLWR is directed to provide services related to employee relations, training, compliance, workplace culture, and workplace harassment, including investigations of complaints under the general assembly's policies on workplace expectations and workplace harassment.
The bill rebrands the OLWR as the legislative human resources
division and directs the division to provide human resource services to the legislative branch, which includes the existing services required by law and additional services, such as benefits administration, compensation and classification, hiring and recruitment, and new employee onboarding, within available resources.
