2013 Colorado Labor Law Posters

Colorado Labor Law Poster Updates through 2019

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You are entitled to be paid the higher state minimum wage. The minimum wage applies to most employees in Colorado, with limited exceptions including tipped employees , some student workers, and other exempt occupations.

Colorado's minimum wage rate is linked to a Consumer Price Index, which is intended to raise the rate along with inflation. The current minimum wage rate is re-evaluated yearly based on these values. The Colorado minimum wage is applicable to all adults and emancipated minors , and is raised or lowered annually based on inflation.

For further information about Colorado's minimum wage, tipped wage policy, overtime wage, and more, click here. If you have questions about the Colorado minimum wage, please ask us and someone will respond to you as soon as possible.

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Want a Solution that Will Get You Compliant Today and Ensure Compliance all through 2019?

All Colorado employers must display an approved Colorado minimum wage poster in a prominent place to inform employees about the minimum wage and their worker's rights under Colorado labor law. The Fair Labor Standards Act FLSA and Colorado labor law requires all employers in Colorado to visibly display an approved Colorado minimum wage poster , and other Colorado and federal labor law posters, to ensure that all employees are aware of federal and Colorado labor law and overtime regulations. Failure to display a Colorado labor law poster in the workplace can result in severe fines.

Instead of printing out pages of mandatory Colorado and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all Colorado and federal posting requirements. Fully updated for December !

Although the raise should come as no surprise, employers who have minimum-wage employees must ensure that it is implemented for those employees and that employment-law-related posters are updated or re-posted. Before the Act, employees were forced to bring claims for unpaid wages within sixty 60 days of termination in order for penalties to apply. The Act eliminates that sixty-day deadline, so now only the two-year statute of limitations three years in the case of willful conduct applies. The Act also streamlines the process for employees or the CDOL to file a complaint against an employer for unpaid wages and establishes a structure for hearing wage-related complaints.

2019 All In One Labor Law Posters

Employees may opt in or out of this new administrative process, or they may instead simply file a wage complaint in court. Thus, there is no administrative exhaustion requirement for employees.

There is also an appeals process from the original hearing, which could result in the matter ending up in Colorado state court. This procedure, then, creates more structure for wage complaints, which will be an added burden to employers.

Colorado Labor Law Poster

Note that the new administrative procedure applies only to wages and compensation earned on or after January 1, This fine may be waived or reduced only upon a finding of good cause. Employers, then, are well served to respond promptly to and take seriously any complaint of unpaid wages, particularly from the CDOL, and consider involving legal counsel prior to submitting a response. Employers should ensure compliance with the process and analyze any alleged basis for denying payment of wages to ensure a good-faith legal reason.

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