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Colorado: Limits on Job Applicants’ Criminal History Inquiries

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All Employers with CO Employees

EFFECTIVE

September 1, 2019 and September 1, 2021

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Effective September 1, 2019 for employers with 11 or more employees, and effective September 1, 2021 for employers of all sizes, HB19-1025 prohibits employers from:

  • Advertising that a person with a criminal history may not apply for a position;
  • Placing a statement in an employment application that a person with a criminal history may not apply for a position; or
  • Inquiring about an applicant’s criminal history on an initial application.

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Colorado: Employers Can Face Potential Criminal Charges for Wage Violations

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All FLSA Employers with CO Employees

EFFECTIVE

January 1, 2020

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Employers who commit wage theft may be subject to increased penalties mandated in Colorado’s criminal theft statute, because HB19-1267 recently redefined “wage theft” as “criminal theft.” Specifically, willfully refusing to pay wages or falsely denying the amount of a wage claim is considered misdemeanor petty theft. If the wage amount is over $2,000, the violation is felony theft. By treating wage theft as a criminal act, employer fines (currently at $300 for failure to pay wages, or $500 for failure to pay minimum wage) could range from $50 to $1 million, depending on the circumstances of the crime.  This bill applies to all employers who are subject to the Fair Labor Standards Act (FLSA).

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Colorado: Look for Local Minimum Wage Laws Enacted in 2020

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All Employers with CO Employees

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January 1, 2021

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HB19-1210 allows up to 10% of Colorado’s local jurisdictions to enact local minimum wage rates for individuals performing work while physically within the locality’s jurisdiction, which rates cannot increase by more than$1.75 or 15% annually, whichever is higher. Also, adjoining communities may join together to implement regional minimum wage rages. County minimum wages will only be applicable to the unincorporated areas of the county. Employee time spent traveling through a jurisdiction, or for stopping to refuel or for an employee’s personal meal or errands, is not subject to local minimum wage rates.

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June Updates

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Varies

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Varies

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This Short List addresses the following topics:
  1. U.S. Supreme Court: Title VII Claims to the EEOC are Merely Procedural and Not Jurisdictional to Courts
  2. U.S. Supreme Court: State Wage and Hour Rules Don’t Apply to Workers on the Outer Continental Shelf
  3. DOL Issued Updated Poster for Federal Contractors and Subcontractors
  4. California: July 1st REMINDERS for Employers
  5. Emeryville, CA: July 1st Minimum Wage Increase Paused for Small Independent Restaurants
  6. Colorado: Wage Garnishment Reform on the Horizon
  7. Connecticut: Minimum Wage Increasing to $15 an Hour
  8. Minneapolis, MN: Sick and Safe Time Rule Is Still Up in the Air
  9. Kansas City, MO: Bans Pre-Employment Salary History Inquiries
  10. Nevada: Mandatory Safety Training Expanded to Trade Show and Convention Workers
  11. New Jersey: Required Workplace Postings Receive an Update
  12. Texas: Dallas and San Antonio Paid Sick Leave Set to Go into Effect August 1st

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Colorado: Court of Appeal Broadens Arbitration Agreements and Expands Duty-of-Loyalty Claims

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All Employers with CO Employees

EFFECTIVE

September 20, 2018

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In Digital Landscape Inc. v. Media Kings LLC, the Colorado Court of Appeal reviewed the scope of an arbitration agreement’s reach. Specifically, the agreement stated all claims “arising under” the contract at issue would be arbitrated. The court broadly interpreted the wording, stating that “arising under” had the same meaning as “relating to,” because the phrase “arising under” implies a broad scope consistent with both federal and Colorado policies favoring arbitration.

There, Digital Landscape claimed breach of contract for Media Kings’ failure to pay under the contract, and Media Kings claimed it was damaged when Digital Landscape took over one of Media Kings’ clients that Digital was supposed to be servicing as an agent of Media; the latter was disputed by Digital as being covered by the agreement to arbitrate. The court stated that Media’s claim was covered by the “arising under” language in the arbitration agreement; moreover, the parties could have drafted the arbitration clause to include limiting language or to explicitly exclude particular types of claims from its scope. There was no indication that the “arising under” was meant to limit the scope of arbitrated claims.

Additionally, the court interpreted Media’s claim against Digital to include an unpled duty-of-loyalty claim, because the description of Media’s claim was sufficient to be interpreted as such. Although Digital was not an employee of Media, it was found by the arbitrator to be an agent of Media as an independent contractor. This opens new avenues of protections for employers who may now be able to recover additional damages, such as disgorgement, lost assets, or lost profits, from former employees and independent contractors.

Action Items

  1. Have arbitration agreements reviewed by legal counsel for consistency with this ruling.
  2. Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.

Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.

© 2018 ManagEase

Tenth Circuit: Changing Termination Reasons Held as Pretext for Employment Discrimination

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All Employers with CO, KS, NM, OK, UT, and WY Employees

EFFECTIVE

May 15, 2018

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The Tenth Circuit Court’s decision in Fassbender v. Correct Care Sols., LLC, reminds employers of the importance of weighing termination decisions with care.  In Fassbender, an employer’s decision to terminate a pregnant employee was determined to be a pretext for discrimination, due in part to the employer’s inconsistent reasoning for the termination.

CO, ID, UT: Recent Restrictive Covenants Updates in Colorado, Idaho, and Utah

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Certain Employers with Employees in CO, ID, UT

EFFECTIVE

Varies; See Below

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Colorado

On April 2, 2018, the Colorado governor signed SB 18-082, which amended state law related to physician noncompete agreements, allowing physicians to disclose their continuing practice and contact information to a patient with a rare disorder whom they have been providing treatment. This amendment is meant to avoid disruptions in treatment for patients with rare disorders. Review the recent bill here.

April Updates

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Varies

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This Short List addresses the following topics:
  1. IRS Reduces Family HSA Contribution Limit for 2018
  2. Federal Spending Bill Prevents Employers from Skimming Employee Tips
  3. California: New Workplace Safety Rules for Hotel Housekeepers
  4. Colorado: Supreme Court Clarifies Statute of Limitations on Wage Claims
  5. New York: Guidance on New York Paid Family Leave Payroll Deductions

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June Updates

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This Short List addresses the following topics:
  1. IRS Announces 2018 Health Savings Account Limits
  2. Colorado: Wage Violations are Now Public Record
  3. Missouri: Minimum Wage Preemption Bill Soon to be in Effect
  4. Oregon: Final Rules to Implement Retirement Savings Program Published
  5. Washington: Statewide “Blacklist” Statute Revives the Defunct Federal Rule
  6. Minnesota: Preliminary Rules, Other Resources for Minneapolis/St. Paul Paid Sick Leave Now Available
  7. Pittsburgh, PA: Paid Sick Leave Confirmed Off the Table; Appeal Expected

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Tenth Circuit: “Job-Protected” Leave Does Not Necessarily Protect Employees from Misconduct

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All Employers with Colorado, Kansas, New Mexico, Oklahoma, Utah and Wyoming Employees

EFFECTIVE

August 26, 2016

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The Tenth Circuit recently stated that employers can implement disciplinary action against employees who are currently on job-protected leave when evidence of misconduct is discovered during the employee’s leave of absence.