![]() ![]() The director is authorized to enforce actions against an employer concerning transparency in pay and employment opportunities, including fines of between $500 and $10,000 per violation. The bill requires an employer to announce to all employees employment advancement opportunities and job openings and the pay range for the openings. What is happening out in Colorado Sitting here in my New York City office, I have in the last few weeks received an unusual uptick in queries about a relatively new Colorado employment law, the Equal Pay for Equal Work Act (EPEWA). Colorado recently passed Senate Bill 23-105, which amends Colorado’s Equal Pay for Equal Work Act. Discharging or retaliating against an employee for actions by an employee asserting the rights established by the bill against an employer.According to the Bureau of Labor Statistics (BLS), in 2020, women earned 82. Effective January 1, 2021, this act amends Colorado law and provides new wage discrimination and employer provisions that differ from federal law and other. Though the Equal Pay Act of 1963 attempted to address wage disparities based on gender, wage differences between men and women persist. Discriminating or retaliating against a prospective employee for failing to disclose the employee's wage rate history and Colorado’s Equal Pay Act: What It Could Mean for Remote Work.Relying on a prior wage rate to determine a wage rate.Seeking the wage rate history of a prospective employee.To comply with the EPEWA we will be required to make changes that will impact how we set. Both laws are effective on January 1, 2021. Janet Buckner, D-Aurora, who are also both sponsoring the new SB 105. legislation - the Equal Pay for Equal Work Act (EPEWA), and the Healthy Families and Workplaces Act (HFWA). ![]() The 2019 law was sponsored by Danielson and Sen. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |