Employers should be aware of these major updates in 2020
David C. Roth //January 8, 2020//
Employers should be aware of these major updates in 2020
David C. Roth //January 8, 2020//
Ah, the new year: a time for celebration, overly-optimistic resolutions and a plethora of new laws, regulations and legal challenges. Starting soon, new and revised labor and employment laws will take effect for Colorado employers that have the potential to cause significant disruption. Employers need to be aware of major updates and potential changes coming to wage and hour regulations, local minimum wages and vacation policies.
The Colorado Department of Labor and Employment (CDLE) has planned revisions to many of the regulations concerning the state’s wage and hour laws. These proposed changes can be found in what the CDLE is calling the Colorado Overtime & Minimum Pay Standards (COMPS) Order. The two most significant updates are:
However, the COMPS Order also:
Although these updates are not technically finalized and binding, the CDLE is on track to finalize (perhaps with minor revisions) by Jan. 10, 2020. Once completed, all changes will become effective March 1, 2020, except for the salary threshold, which will become effective July 1, 2020. As you can imagine, these sweeping revisions will impact nearly every employer doing business in Colorado.
Starting Janu. 1, 2020, employers in Denver were required to pay their employees a minimum wage of $12.85 per hour. That is $0.85 higher than the new statewide minimum wage of $12.00 per hour. Because a new law now allows local governments to establish minimum wages that are higher than the state’s, employers in other jurisdictions should keep an eye out for changes to their local minimum wages.
The law surrounding the permissibility of “use it or lose it” vacation policies is currently in flux. Earlier this year, the Colorado Court of Appeals ruled that in certain circumstances, earned but unused vacation could be forfeited. The CDLE disagrees with that ruling, however, and has issued updated regulations stating that, in most situations, earned but unused vacation must be paid out to an employee upon separation of employment. To add uncertainly, the Court of Appeals decision is now pending before the Colorado Supreme Court. The takeaway for employers is that you should review your vacation policies with an attorney to ensure they are well written and recognize that further policy changes may soon be necessary.
David Roth, an attorney in the Fisher Phillips Denver office, helps employers of all sizes and from many industries with the entire spectrum of labor and employment matters. He can be reached at [email protected].