The Rocky Mountain Employer

“Recent articles in The Rocky Mountain Employer highlight features of the Protecting Opportunities and Workers’ Rights (POWR) Act (SB 23-172), signed into law on June 6, 2023, particularly with respect to changes to the definition of unlawful “harassment” and an employer’s ability to defend against claims of harassment and discrimination.”

“On August 7, 2023, the EEOC issued a Notice of Proposed Rulemaking with proposed regulations for the implementation and enforcement of the Pregnant Workers Fairness Act (“PFWA” or the “Act”).”

“On July 25, 2023, the federal Departments of the Treasury, Labor, and Health and Human Services (the “Departments”) jointly issued over 300 pages of proposed regulations and guidance regarding the Mental Health Parity and Addiction Equity Act (the “Parity Act”) and its requirements…”

“On July 25, 2023, the Department of Homeland Security (DHS) released a final rule that allows qualified employers to continue verifying employees’ I-9 employment authorization documents remotely, subject to certain eligibility requirements and procedural steps that must be followed for remote verification.”

“In March 2020, the Department of Homeland Security (DHS) announced flexibilities (“Flexibilities”) related to Form I-9 compliance.”

“On July 6, 2023, a federal Administrative Law Judge (ALJ) in Ithaca, New York handed down a decision that, in part, ordered Starbucks to post a notice of workers’ rights at each of its facilities nationwide.”

“Last week, the U.S. Supreme Court issued its much-awaited decision in Groff v. DeJoy. In a unanimous decision, the Court revised and tightened the standard for determining whether an employer may be excused from accommodating an employee’s religious belief that conflicts with a workplace requirement based on "undue hardship" under Title VII of the Civil Rights Act of 1964 ("Title VII").”

“In recent months, The Rocky Mountain Employer has covered multiple pending bills before the General Assembly which had the potential to further change and expand employer obligations in Colorado.”

On May 30, 2023, National Labor Relations Board (“NLRB”) General Counsel, Jennifer Abruzzo, sent a memorandum to all Regional Directors, Officers in Charge, and Resident Officers with guidance concerning non-compete provisions in employment contracts and severance agreements—specifically as to how such agreements may conflict with employee rights under Section 7 of the National Labor Relations Act (“NLRA” or the “Act”).

“Since 2021, the Healthy Families & Workplaces Act (“HFWA”) has required Colorado employers to provide supplemental, paid public health emergency leave (“PHE Leave”) to employees for certain leaves of absence relating to COVID-19.”

“For nearly 65 years, employers that suffer property damage from strike activity have found state claims preempted by the National Labor Relations Act.  On June 1, 2023, the U.S. Supreme Court issued a decision that may change the legal landscape, opening the door for employers to sue labor unions in state court for failing to reasonably protect against property damage during a strike.”

“The Equal Employment Opportunity Commission ("EEOC") recently released guidance regarding the potential negative effects of using artificial intelligence (“AI”) technology when making employment-related decisions, such as hiring or promotion decisions.”

“On December 29, 2022, the “Providing Urgent Maternal Protections for Nursing Mothers Act” (“PUMP Act”) was signed into law, requiring employers nationwide to provide certain break time and space accommodations for nursing employees to be able to pump breast milk on the job.“

“Heading into the second quarter of 2023, it is an opportune time to catch up on additional employment law changes that have passed through the General Assembly and are awaiting the signature of Governor Polis to become law.”

“On May 11, 2023, the federal declaration of a public health emergency for COVID-19 finally expires.“

“On Monday, May 1, 2023, the Colorado House of Representatives passed a third reading of Senate Bill 23-105 (SB-105), with no further amendments.“

“On March 31, 2023, HB 23-1006 was signed into law, adding an additional notice requirement between Colorado employers and their employees.”

“While FAMLI is clear that paid leave time and benefits under its program can run concurrently with unpaid, protected leave entitlements under the federal Family and Medical Leave Act (“FMLA”), FAMLI generally prohibits running employer-provided PTO concurrently with paid FAMLI leave, with the exception of leave and benefits under disability benefit policies or a special, separate bank of PTO time for FAMLI purposes.”

“On April 5, 2023, the Colorado Senate Judiciary Committee moved forward on a bill that could change the employment discrimination landscape dramatically.“

“During a recent stakeholder meeting, the Division of Family and Medical Leave Insurance (the “Division”) announced that it would be proposing new and revised regulations for Colorado’s family and medical leave program (“FAMLI”).”