C-Level Law

The Colorado Legislature passed a number of important new employment laws in the 2022 legislative session. These laws are discussed in a previous blog post (May 25, 2022). Some of the new laws went into effect immediately. Others will become effective in 2023. However, several of the most significant ones will become effective this Wednesday, August 10, 2022.

How do lobbyists and lawyers work together to advance balanced legislation? Find out in this interview with Colin Walker and lobbyists Jeff Weist and Laura Long from Weist Capital Group. 

Senate Bill 22-234, which amended the Colorado Employment Security Act, passed by the Colorado legislature and signed into law by the Governor on May 25, 2022, requires Colorado employers to provide a written notice to an employee regarding unemployment benefits upon separation from employment.

Hair is a protected class. A number of states have enacted laws prohibiting discrimination against employees and candidates for employment based on hair and hairstyles historically associated with certain races and ethnicities on the theory that discrimination regarding hairstyles could be a proxy for discrimination based on race, ethnicity, religion or other protected classes.

As in past legislative sessions, in 2022, the Democratically-controlled legislature had a keen interest in workplace legislation, substantially amending some of the most important employment statutes. 

The Forced Arbitration Injustice Repeal Act (“FAIR Act”) is a proposed piece of legislation that would ban all pre-dispute arbitration provisions or agreements in the context of employment, consumer, antitrust, or civil rights disputes.

On the heels of other countries and states enacting their own privacy laws, the Colorado Privacy Act will soon go into effect July 2023. The recent wave of privacy legislation took off in 2018, with the European Union (EU) implementing the General Data Protection Regulation (GDPR).

IT Forensics: Technology Security Issues That Employers Should Keep Top of Mind

In a non-disparagement agreement, a party agrees not to disparage, or make negative comments about, another party.

The United States Women’s National Soccer Team (USWNT) secured a $24 million equal pay settlement with the United States Soccer Federation (USSF). The settlement included a promise by the USSF to equalize pay between the women and men’s national team.

On Thursday, February 10, 2022, the Senate passed what is being heralded as a landmark bill ending forced arbitration of workplace sexual harassment and assault claims.

Can an employer provide different benefits to different employees? For example could it offer the C-Suite better health insurance benefits than the rank and file? Or, could it offer healthcare insurance to full-time employees but not part-time?