Jared Polis on March 11, 2020, and since Jan. The COVID-19-related PHE was declared by Gov. Accrued Leave may be frontloaded at the beginning of the year, or the employee may accrue it at a rate of one hour for every 30 hours worked.ĭuring a public health emergency, employers must also provide up to 80 hours of PHE-related leave when a PHE is declared. Employers must provide each worker with up to 48 hours of Accrued Leave per year, for use for various health- and safety-related purposes. Under the HFWA, employers are required to provide all employees working in Colorado ( e.g., full-time, part-time and temporary employees) with two types of paid sick and safe leave: (1) Accrued Leave and (2) Public Health Emergency (“PHE”) Leave. Additionally, we preview the upcoming implementation of the Colorado Paid Family and Medical Leave Insurance Act (“FAMLI”), C.R.S. This new update highlights the current HFWA obligations for employers, including the Division’s most recent changes to INFO #6B. The Division also released an updated Colorado Paid Leave, Whistleblowing, & Protective Equipment Poster on June 1, 2022.īrownstein has previously covered the passage of HFWA (“ Colorado Implements New Paid Sick Leave Requirements” and “ Colorado Enacts Expanded COVID-19 Paid Leave”). Interpretive Notice & Formal Opinion (“INFO”) #6B, which provides the Division’s interpretations with respect to employers’ HFWA compliance obligations and employees’ rights. ![]() 2, 2022, the Colorado Department of Labor and Employment’s Division of Labor Standards and Statistics (“Division”) issued yet additional revised and updated guidance as to the HFWA. 10.Īll employers with employees working in Colorado should be well aware by now that, regardless of size or industry, employees are entitled to paid sick and safe leave pursuant to the Healthy Families and Workplaces Act (“HFWA”). ![]() NOTE: THIS IS PART OF A SERIES OF CLIENT ALERTS OUTLINING RECENT CHANGES TO COLORADO’S EMPLOYMENT LAWS, MOST OF WHICH TAKE EFFECT AUG.
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