News & Articles
Posts by Jesse Ruch
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…
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