News & Articles
Archive for March 2025
2025 Legislative Watch: Key Bills to Track
HB 25-1001 – Wage Theft & Worker Misclassification Enforcement https://leg.colorado.gov/bills/hb25-1001 Impact:Agencies must ensure W-2 vs 1099 classifications are legally sound. Owners could now be personally liable. This bill is expected to pass with support. SB 25-083 – Healthcare Non-Compete Limitations https://leg.colorado.gov/bills/sb25-083 Impact:Agencies placing healthcare professionals will need to revise contracts if passed. Positive news: repayment…
Read MoreLooking Ahead: Colorado Artificial Intelligence Act (CAIA)
Effective: February 1, 2026 https://leg.colorado.gov/sites/default/files/documents/2024A/bills/2024a_205_signed.pdf Colorado is the first U.S. state to regulate the use of automated decision-making tools (ADMTs) in hiring. This law impacts agencies using AI-driven resume screeners, candidate scoring, or ranking tools. What’s Required: Impact:Agencies are still liable even if AI tools are provided by a client or vendor. Now is the…
Read MoreHB 24-1451 – CROWN Act Expansion (Hair Length)
Effective: January 1st, 2024 https://leg.colorado.gov/bills/hb24-1451 Adds hair length to protected characteristics under Colorado’s CROWN Act. Impact:Ensure that appearance or grooming policies—internal and client-facing—do not disproportionately affect workers based on cultural or racial hair norms. This includes long hair tied to religious or ethnic identity.
Read MoreHB 24-1132 – Organ Donor Protections
Effective: June 3, 2024 https://leg.colorado.gov/sites/default/files/documents/2024A/bills/2024a_1132_enr.pdf Provides job protection for living organ donors and creates a presumption of retaliation if adverse action is taken within 30 days before or 90 days after a donation procedure.Impact:Include organ donor leave and anti-retaliation language in your HR policies. Any termination or discipline within the window could be presumed retaliatory…
Read MoreColorado FAMLI Program – Paid Family & Medical Leave
Benefits Effective: January 1, 2024 https://famli.colorado.gov/ FAMLI Program Overview Employees can now take up to 12 weeks of paid leave (16 for pregnancy complications) funded by the state for family or medical needs. Impact:W-2 employees—including field staff—are entitled to this benefit. Staffing firms must support eligible leave requests, continue health benefits during leave, and assist…
Read MoreSB 23-058 – Job Application Fairness Act
Effective: July 1, 2024 https://leg.colorado.gov/sites/default/files/documents/2023A/bills/2023a_058_signed.pdf Bans employers from requesting age-related information on initial job applications (e.g., date of birth or graduation dates) Impact:Remove age-related questions from job applications and initial screening tools. Recruiters should be trained to avoid asking age-identifying questions until later in the hiring process, if ever required.
Read MoreSB 23-105 – Equal Pay Transparency Amendments
SB 23-105 – Equal Pay Transparency Amendments Effective: January 1, 2024https://leg.colorado.gov/sites/default/files/2023a_105_signed.pdf Colorado amended the Equal Pay for Equal Work Act to increase transparency in pay, postings, and promotions. This includes expanded requirements for any role that could be performed by a Colorado-based or remote worker. Job Posting Requirements: Promotion Notices – Staffing Firm-Specific Exemptions: Recordkeeping…
Read MoreRetirement Planning Rundown: Updates and Changes in 2025
Blog provided by CSA Industry Partner, UHY, LLP As 2025 begins, the cost-of-living increases for retirement plans and IRAs will become effective, as will new provisions from SECURE Act 2.0 and other changes. These changes include rules on required minimum distributions (RMD) on inherited IRAs, catch-up contribution limits for older employees, and auto-enrollment requirements. Required…
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