C-Level Law

In the 2026 election, Colorado voters will be presented with a ballot initiative that would eliminate at-will employment in Colorado.

On January 21, 2025, President Donald Trump issued Executive Order 2025-02097, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.”

 Every new year brings changes, and in the world of employment law, that means we need to see what the Depart of Labor is up to. 

The Colorado Job Application Fairness Act (C.R.S. § 8-2-131), which went into effect July 1, 2024, prohibits age-related inquiries on initial job applications, including age, date of birth, dates of attendance or dates of graduation from educational institutions.

A recent Colorado Supreme Court case HAS clarified when holiday pay should be included in the calculation of overtime pay.

Most employers are well aware that discrimination based on race, religion, gender, disability, age, and other “protected classes” is illegal and that employers can be liable for significant damages, including punitive damages and attorneys’ fees. However, can an employee sue their employer and supervisors personally for discrimination?

As discussed in a previous blog post, the Protecting Opportunities and Workers’ Rights Act (“POWR”) went into effect in August of 2023. The law contains several distinct provisions, including significantly changed the standards for harassment under Colorado law and limitation on non-disclosure agreements which limit an employee’s ability to disclose unfair employment practices.

Remote work has become commonplace, especially since the COVID pandemic. If the employee is working in another state permanently, the employment will be subject to the laws of the employee’s residence.

On August 20, 2024, the United States District Court for the Northern District of Texas issued an order setting aside the FTC’s rule prohibiting non-compete agreements, which was scheduled to go into effect on September 4, 2024. 

In this week's video blog, Colin Walker is joined by Mark Ashby from Lead Impairment Training to discuss substance abuse in the workplace.

As discussed in previous blog posts, the FTC has proposed a new rule, which would invalidate most non-compete agreements.

In a highly anticipated Supreme Court decision, Loper Bright Enterprises v. Raimondo, the Court overruled its longstanding Chevron, U.S.A. v. Natural Resources Defense Council, Inc., 467 U.S. 837 (1984), holding that had previously directed courts to defer to an agency’s interpretation of the law when a statute was ambiguous.