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Bill:
HB23-1006
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Title: |
Employer Notice Of Income Tax Credits |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/09/2023 | Description | Concerning the notice requirements of employers regarding income tax credits, and, in connection therewith, requiring employers to notify employees of the availability of the federal earned income tax credit, the state earned income tax credit, the federal child tax credit, and the state child tax credit. | History | Bill History | Save to Calendar | | Bill Subject | - Fiscal Policy & Taxes | Bill Docs | Bill Documents | Sponsors (House and Senate) | House:
Senate: T. Exum Sr. (D) | Fiscal Notes | Fiscal Notes (09/07/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | | Senate Sponsors | T. Exum Sr. (D) | House Committee | Business Affairs and Labor | Senate Committee | Business, Labor and Technology | Status | Governor Signed (03/31/2023) | Amendments | - 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
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Bill:
HB23-1030
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Title: |
Prohibit Direct-hire Fee Health-care Staff Agency |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/09/2023 | Description | Concerning a prohibition against requiring compensation to a health-care staffing agency if a contracted health-care facility hires the health-care staffing agency's employee as a permanent employee of the health-care facility. | History | Bill History | Save to Calendar | | Bill Subject | - Health Care & Health Insurance- Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | House: M. Soper (R) E. Sirota (D) Senate: N. Hinrichsen (D) | Fiscal Notes | Fiscal Notes (05/16/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Amend | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | M. Soper (R) E. Sirota (D) | Senate Sponsors | N. Hinrichsen (D) | House Committee | Health and Insurance | Senate Committee | Business, Labor and Technology | Status | Governor Signed (05/01/2023) | Amendments | |
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Bill:
HB23-1035
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Title: |
Statute Of Limitations Minimum Wage Violations |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/09/2023 | Description | Concerning the statute of limitations for a violation of minimum wage laws. | History | Bill History | Save to Calendar | | Bill Subject | - Courts & Judicial- Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | House: M. Soper (R) Senate:
| Fiscal Notes | Fiscal Notes (05/16/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | M. Soper (R) | Senate Sponsors | | House Committee | Judiciary | Senate Committee | | Status | House Committee on Judiciary Postpone Indefinitely (02/14/2023) | Amendments | |
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Bill:
HB23-1045
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Title: |
Employee Leave For Colorado National Guard Service |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/09/2023 | Description | Concerning leave from employment for state military service. | History | Bill History | Save to Calendar | | Bill Subject | - Military & Veterans | Bill Docs | Bill Documents | Sponsors (House and Senate) | House: G. Evans (R) Senate: N. Hinrichsen (D) B. Pelton (R) | Fiscal Notes | Fiscal Notes (09/05/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | G. Evans (R) | Senate Sponsors | N. Hinrichsen (D) B. Pelton (R) | House Committee | State, Civic, Military and Veterans Affairs | Senate Committee | State, Veterans and Military Affairs | Status | Governor Signed (03/10/2023) | Amendments | - 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
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Bill:
HB23-1118
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Title: |
Fair Workweek Employment Standards |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/24/2023 | Description | Concerning fair workweek employment standards. | History | Bill History | Save to Calendar | | Bill Subject | - Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | House: E. Sirota (D) Senate: F. Winter (D) J. Gonzales (D) | Fiscal Notes | Fiscal Notes (05/11/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | E. Sirota (D) | Senate Sponsors | F. Winter (D) J. Gonzales (D) | House Committee | Business Affairs and Labor | Senate Committee | | Status | House Committee on Business Affairs & Labor Postpone Indefinitely (03/02/2023) | Amendments | |
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Bill:
SB23-017
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Title: |
Additional Uses Paid Sick Leave |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/10/2023 | Description | Concerning the addition of qualifying uses of paid sick leave, and, in connection therewith, making an appropriation. | History | Bill History | Save to Calendar | | Bill Subject | - Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | Senate: F. Winter (D) House: J. Willford (D) J. Joseph (D) | Fiscal Notes | Fiscal Notes (07/25/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | J. Willford (D) J. Joseph (D) | Senate Sponsors | F. Winter (D) | House Committee | Business Affairs and Labor | Senate Committee | Business, Labor and Technology | Status | Governor Signed (06/02/2023) | Amendments | - 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
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Bill:
SB23-040
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Title: |
Staffing Agency CAPS Checks |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/12/2023 | Description | Concerning a requirement that staffing agencies perform a CAPS check when providing employees who will work with at-risk adults. | History | Bill History | Save to Calendar | | Bill Subject | - Human Services | Bill Docs | Bill Documents | Sponsors (House and Senate) | Senate:
House:
| Fiscal Notes | Fiscal Notes (06/28/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | | Senate Sponsors | | House Committee | Public and Behavioral Health & Human Services | Senate Committee | Health and Human Services | Status | Governor Signed (03/10/2023) | Amendments | |
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Bill:
SB23-046
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Title: |
Average Weekly Wage Paid Leave Benefits |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/12/2023 | Description | Concerning the calculation of a covered individual's average weekly wage for paid family and medical leave benefits. | History | Bill History | Save to Calendar | | Bill Subject | - Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | Senate: F. Winter (D) House: M. Duran (D) | Fiscal Notes | Fiscal Notes (05/15/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | M. Duran (D) | Senate Sponsors | F. Winter (D) | House Committee | Business Affairs and Labor | Senate Committee | Business, Labor and Technology | Status | Governor Signed (03/23/2023) | Amendments | |
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Bill:
SB23-058
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Title: |
Job Application Fairness Act |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/17/2023 | Description | Concerning required disclosures of age-related information on job applications, and, in connection therewith, making an appropriation. | History | Bill History | Save to Calendar | | Bill Subject | - Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | Senate: J. Danielson (D) S. Jaquez Lewis (D) House: J. Willford (D) | Fiscal Notes | Fiscal Notes (07/12/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | J. Willford (D) | Senate Sponsors | J. Danielson (D) S. Jaquez Lewis (D) | House Committee | Business Affairs and Labor | Senate Committee | Business, Labor and Technology | Status | Governor Signed (06/02/2023) | Amendments | - 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
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Bill:
SB23-105
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Title: |
Ensure Equal Pay For Equal Work |
Votes | Votes all Legislators | Hearing Date | | Hearing Time | | Hearing Room | | Intro Date | 01/31/2023 | Description | Concerning the implementation of measures to ensure equal pay for equal work, and, in connection therewith, making an appropriation. | History | Bill History | Save to Calendar | | Bill Subject | - Labor & Employment | Bill Docs | Bill Documents | Sponsors (House and Senate) | Senate: J. Buckner (D) J. Danielson (D) House: J. Bacon (D) | Fiscal Notes | Fiscal Notes (06/06/2023) | Full Text | Full Text of Bill | Lobbyists | Lobbyists | Position | Monitor | Category | | Comment | | Custom Summary | | Summary | 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.
| House Sponsors | J. Bacon (D) | Senate Sponsors | J. Buckner (D) J. Danielson (D) | House Committee | State, Civic, Military and Veterans Affairs | Senate Committee | Business, Labor and Technology | Status | Governor Signed (06/05/2023) | Amendments | - 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
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