Dealing with A Patchwork of Employment Laws: Colorado Checklist
Join Fairfield & Woods for an upcoming webinar onOctober 5th at 9:00 AM
In the last blog post (video), John Aplin, an experienced member and chair of many boards of directors, talked about the challenges faced by national and regional employers from differing state employment laws. This is often referred to as a “patchwork” of employment laws. If an employer employs workers in several states, it must be aware of laws which exist in one state but not others, or which may be different from state-to-state. If there are significant differences, such employers will need to adjust their practices and policies, sometimes by having specific employee handbooks for each state, or riders or addenda to an employee handbook of general application to address specific state laws. If an employer fails to educate itself about differing employment laws, it can be exposed to significant liability.
Colorado is a good example. In recent years the Colorado legislature has enacted significant workplace legislation which imposes requirements on employers not found in many other states. Below is a non-exclusive list of specific Colorado employment laws, which are likely to differ from other states’ requirements. It is not intended to be a thorough discussion of Colorado employment law, but rather to make employers aware of certain specific laws with which they are required to comply. I suggest having written policies for these laws.* This, of course, is no substitute for consulting competent legal counsel.
More about the speaker:
Colin Walker, Legislative Director and Employment Attorney, will discuss legal issues faced by employers as their employees resume their duties at the office and other locations outside their homes. Topics which will be addressed include the Families First Coronavirus Response Act, the Colorado Health Emergency Leave with Pay Rule, the Safer at Home Order, the Family Medical Leave Act, the Americans with Disabilities Act, and potential liability for an employer’s failure to act reasonably regarding the Coronavirus.