In Colorado, employers are required to display a range of workplace posters, which include information about minimum wage, workers' compensation, unemployment law, anti-discrimination laws, and whistleblower protections. These mandatory posters are similar to those required in other states but can vary in terms of specific content and focus, reflecting the unique legal landscape of each state. For example, Colorado's posters include specific notices about local laws like the Healthy Families & Workplaces Act and Public Health Emergency Whistleblower Law, which may not have direct equivalents in other states.
Compliance with these poster requirements is not just a legal obligation but also a critical aspect of maintaining a transparent and informed workplace. Properly displayed posters ensure that employees are aware of their rights and responsibilities, helping to foster a fair and safe working environment. Non-compliance can lead to legal consequences, including fines and penalties, and can also negatively impact employee trust and morale. It's essential for employers to regularly review and update their posters to align with any changes in federal, state, or local laws, demonstrating a commitment to lawful practices and employee well-being.
The following state posters are required:
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Required Posters |
These posters must be displayed in prominent locations within the workplace, such as break rooms or common areas, to ensure they are easily visible to all employees. Regular updates are necessary to ensure compliance with any changes in state laws.
Colorado Required Workplace Posters
Colorado Anti Discrimination Law
Poster Summary
Under Colorado law, discrimination in employment is prohibited. It is considered a discriminatory or unfair employment practice to refuse to hire, discharge, promote, demote, harass, or discriminate in matters of compensation, terms, conditions, or privileges of employment based on disability, race, creed, color, sex, sexual orientation, gender identity, gender expression, religion, age, national origin, ancestry, marital status, or, in certain circumstances, marriage to a coworker.
Employees with disabilities are entitled to reasonable accommodations that enable them to perform essential job functions, unless granting such accommodations would result in undue hardship for the employer. The Pregnant Workers Fairness Act ensures that employees with health conditions related to pregnancy or physical recovery from childbirth also receive reasonable accommodations, provided they are necessary for performing essential job functions and do not pose an undue hardship on the employer.
Retaliation against individuals who oppose discriminatory practices or participate in discrimination investigations or proceedings is prohibited. Employers are also prohibited from interfering with employees' rights to inquire, disclose, or discuss wages, and may not require employees to waive the right to disclose wage information.
The CROWN Act of 2020 prohibits discrimination on the basis of race, including discrimination based on hair texture, type, or protective hairstyles associated with race.
To file a complaint of discrimination or for more information, individuals can contact the Colorado Civil Rights Division. Claims asserting employment discrimination must be filed as a formal complaint within 300 days from the notice of the employment action.
Colorado Employment Security Act
Poster Summary
Workers in Colorado have resources available to address improper classification or inaccurate payment practices by their employers. Employers must comply with the law regarding hourly wages, overtime, unemployment insurance, and workers' compensation.
Improper classification of employees as independent contractors can cause issues for both businesses and workers. If workers believe they have been misclassified, they can visit WorkRight.cdle.co or call 303-318-9100 for assistance. To qualify as an employee, individuals must meet the criteria outlined in Colorado Revised Statute 8-70-115. Employees are entitled to unemployment insurance benefits if they become unemployed through no fault of their own, and employers contribute to these benefits without deducting from wages. Workers can file for unemployment benefits online at coloradoui.gov.
Colorado Minimum Wage Order (COMPS Order) #39
Poster Summary
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The Colorado Overtime & Minimum Pay Standards Order (COMPS Order) establishes important regulations for workers. Starting from January 1, 2024, the following standards apply:
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The Colorado minimum wage is $14.42 per hour in 2024, with annual adjustments for inflation. Employees must be paid at least the minimum wage, regardless of their payment method or type of work, unless exempted.
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Overtime pay is required at a rate of 1.5 times the regular pay rate for hours worked over 40 in a week, 12 in a day, or 12 consecutive hours. The overtime requirement applies even if the average hours worked over multiple weeks are fewer. "Comp time" cannot be provided in place of overtime pay.
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Specific variances and exemptions exist for certain industries, such as health care, downhill ski/snowboard jobs, and agriculture.
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Meal periods of 30 minutes, uninterrupted and duty-free, are required for shifts over 5 hours. Rest periods of 10 minutes, paid, must be provided every 4 hours.
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Time worked includes all on-premises, on-duty, or at-work activities that benefit the employer, such as putting on/removing work clothes, waiting for assignments, and security/safety screenings.
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Deductions, credits, charges, and withheld pay are regulated, including requirements for prompt payment of final wages and payment of accrued vacation time.
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Certain employee categories, such as executives/supervisors, administrators, and professionals, have salary thresholds or exemptions.
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Employers must keep accurate records of pay statements, display the annual COMPS Order poster (or provide it upon request), and include the poster or the COMPS Order in employee handbooks.
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Employees have the right to file complaints or provide tips about violations, and employers cannot retaliate against employees or interfere with their rights.
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Immigration status is irrelevant to labor rights, and the Division of Labor Standards & Statistics ensures confidentiality and protections for those reporting violations.
Colorado Workers’ Compensation Act
Poster Summary
Under the Colorado Workers' Compensation Act, injured workers have specific rights and protections. Key points to note are as follows:
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Employers in Colorado are required by law to have workers' compensation insurance that covers any workplace injuries or illnesses. The cost of this insurance is fully paid by the employer.
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If an employer does not have workers' compensation insurance, workers still have rights under the law.
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It is illegal for employers to have a policy that contradicts the reporting requirements outlined in the Colorado Workers' Compensation Act.
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In the event of a workplace injury, workers should notify their employer as soon as possible and report the injury in writing within 10 days. However, even if the injury is not reported promptly, workers can still pursue a claim.
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Workers should inform their employer if they require medical treatment and provide details about how, when, and where the injury occurred to both the employer and healthcare provider.
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Workers have the option to file a worker's claim for compensation with the Division of Workers' Compensation.
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Contact information for the Division of Workers' Compensation is provided, where individuals can obtain forms and information regarding the workers' compensation system.
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Bilingual information is provided in Spanish, including details about workers' compensation rights and resources for filing claims.
Colorado Workplace Public Health Rights Poster: Paid Leave, Whistleblowing, & Personal Protective Equipment
Poster Summary
The Colorado Workplace Public Health Rights Poster provides information on paid leave, whistleblowing, and personal protective equipment (PPE) rights for workers. Key points include the following:
Paid Leave Rights:
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All Colorado employers, regardless of size, must provide paid leave to all employees.
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Employees earn 1 hour of paid leave for every 30 hours worked, up to a maximum of 48 hours per year.
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During leave, employees must be paid their regular pay rate, and their benefits must continue.
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Up to 48 hours of unused accrued leave can carry over for use in the following year.
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Various situations, such as irregular hours or non-hourly pay, are covered in Wage Protection Rule 3.5.
Whistleblowing and Protective Equipment:
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The Protected Health/Safety Expression & Whistleblowing (PHEW) applies to all employers, employees, and certain independent contractors.
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Workers have the right to raise reasonable concerns about workplace health or safety violations without facing retaliation.
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Employers cannot fire or take adverse actions against workers who express safety concerns in good faith.
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Workers have the right to use their own personal protective equipment (PPE) if it offers greater protection and is recommended by a government health agency.
The poster also provides information on employer policies, documentation requirements, incremental use of leave, employee privacy, and retention of records. It highlights the rights of workers to file complaints or report violations.
FAMLI Program Notice
Poster Summary
The FAMLI Program Notice provides information on the Family and Medical Leave Insurance (FAMLI) program in Colorado. Important details are as follows:
Deductions from Employee Wages:
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Starting from January 1, 2023, employers are allowed to deduct up to 0.45% from employees' wages for FAMLI contributions. The employee share of FAMLI premiums is set at 0.45% of wages through 2024.
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Employers with ten or more employees must contribute an additional 0.45% of wages for a total of 0.9%, while employers with nine or fewer employees are only responsible for the 0.45% employee share.
Benefits:
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Paid family and medical leave benefits are available starting January 1, 2024, to most Colorado employees who meet certain criteria, including earning $2,500 over the previous year for work performed in Colorado.
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Qualifying conditions for paid leave include caring for a new child, caring for a family member or oneself with a serious health condition, making arrangements for a family member's military deployment, or seeking assistance in response to domestic violence, stalking, sexual assault, or abuse.
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Covered employees are entitled to up to 12 weeks of paid leave per year, with an additional 4 weeks for pregnancy or childbirth complications, totaling 16 weeks.
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Leave can be taken continuously, intermittently, or on a reduced schedule.
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Benefits are paid at a rate of up to 90% of the employee's average weekly wage, based on a sliding scale.
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Employees may choose to use sick leave or other paid time off before using FAMLI benefits, but it is not mandatory.
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Employers and employees can mutually agree to supplement FAMLI benefits with additional paid time off to cover full wage replacement.
Filing Claims and Job Protection:
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Employees can apply for FAMLI benefits in the last quarter of 2023. Instructions will be available on famli.colorado.gov.
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Applications and required documentation must be submitted directly to the FAMLI Division.
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Employers must maintain healthcare benefits for employees during FAMLI leave, and employees are entitled to return to the same or an equivalent position upon completing the leave.
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Retaliation, discrimination, and interference with FAMLI rights are prohibited.
Private Plan Option:
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Employers have the option to offer a private plan that provides the same benefits as the state FAMLI plan, subject to approval from the FAMLI Division.
Notice of Paydays
Poster Summary
The Notice of Paydays document outlines the requirements for employers in Colorado to inform their employees about payday information. Key points include:
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According to Colorado law (8-4-107, C.R.S.), employers must prominently post a notice of paydays at the workplace or at the payment office.
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The notice should specify the regular paydays, time of payment, and place of payment, as required by 8-4-103, C.R.S.
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Pay periods must not exceed a calendar month or 30 days, whichever is longer.
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Paydays must occur no later than 10 days after the close of each pay period.
The document states that alternative versions of the Notice of Paydays poster may be acceptable as long as they include the required elements and information.
It is important for employers to comply with these regulations to ensure that employees are aware of their scheduled paydays and can expect prompt payment.
Notice to Employer of Injury
Poster SummarY
The Notice to Employer of Injury is from the Division of Workers' Compensation in Colorado and provides important information for workers who are injured on the job. Key points include:
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Injured workers have rights under the Colorado Workers' Compensation Act, regardless of whether their employer has workers' compensation insurance.
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It is against the law for employers to have a policy that goes against the reporting requirements outlined in the Workers' Compensation Act.
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Workers should notify their employer as soon as possible after an injury and report it in writing within 10 days.
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Prompt reporting is not required to pursue a claim, but it is recommended.
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Workers should inform their employer if they need medical treatment and provide details to both their employer and healthcare provider.
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Workers have the right to file a worker's claim for compensation with the Division of Workers' Compensation. Forms and information can be obtained from the division's customer service.
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The contact information for the Division of Workers' Compensation is provided.
This notice emphasizes the importance of promptly reporting work-related injuries and informs workers of their rights and the recourse available to them through the workers' compensation system.
Unemployment Compensation Notice
Poster Summary
The Unemployment Compensation Notice provides important information to workers in Colorado regarding their rights and resources related to proper employment classification and payment practices. Key points include:
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Resources are available for workers who suspect improper classification or inaccurate payment practices by their employer.
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Proper classification as an employee or independent contractor is crucial, and misclassification can lead to various issues.
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Workers who believe they have been misclassified can file a complaint online or contact the authority at 303-318-9100 (Option 4) for assistance.
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Employees are entitled to unemployment insurance benefits if they become unemployed through no fault of their own. Employers contribute to unemployment insurance and cannot deduct this from employee wages.
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To file for unemployment insurance benefits, individuals can visit coloradoui.gov or call specific phone numbers provided.
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Proper classification, accurate payment, and other rights are protected by the Colorado Employment Security Act and related regulations.
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Employers are required by law to post this notice for employee awareness.
Employers can access copies of this notice online. It is essential that workers understand their rights and have access to the necessary resources to address any issues related to employment classification and compensation.
If you have any issues downloading these posters, they may also be downloaded from the Colorado Department of Labor and Employment and the Colorado Division of Labor Standards and Statistics.
Local Workplace Posters
If your business is in the following jurisdictions, you must also display the following postings.
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Local Jurisdiction |
Required Posting |
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Boulder County |
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City of Denver |
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City of Denver |
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Edgewater |
Important: Local jurisdictions in Colorado may have additional posting requirements. Employers must contact their local jurisdiction for specifics.
Federal Workplace Posters
Additionally, Colorado employers must display the following federally required posters, which can be downloaded here.
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Private employers, state and local governments, and educational institutions |
Federal Contractors |
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Employee Polygraph Protection Act (EPPA) |
Employee Rights on Government Contracts |
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Employee Rights for Workers with Disabilities/Special Minimum Wage |
Workers Rights Under Davis-Bacon Act |
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E-Verify Participation |
Employee Rights Under the National Labor Relations Act |
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E-Verify Right to Work |
Pay Transparency for Nondiscrimination Provision |
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Fair Labor Standards Act (FLSA) |
Your Rights Under the Energy Reorganization Act |
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Family and Medical Leave Act (FMLA) |
Workers Rights Under Executive Order 13658 |
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Job Safety and Health: It's the Law Workplace |
Workers Rights Under Executive Order 13706 |
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Know Your Rights |
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Your Rights Under USERRA |
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Agricultural employers and farm labor contractors:
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This content is owned and provided by Accountingprose LLC “AS IS,” and is intended for informational purposes only. It does not constitute legal, accounting, or tax advice, nor does it create an attorney-client relationship. Because laws are constantly changing, we do not represent or warranty that the content is comprehensive of all applicable laws and regulations, and/or accurate as of the date of use. You are solely responsible for complying with all applicable laws and regulations. Accountingprose LLC expressly disclaims any liability associated with your use of the content, and/or your noncompliance with applicable laws and regulations.
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