reglab/housing_qa huggingface dataset:
CO Code § 8-13.3-301 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 3 - Family and Medical Leave Implementation|§ 8-13.3-301. Legislative Declaration

  The general assembly hereby finds and declares that:   Colorado is a family-friendly state, and providing the workers of Colorado with family and medical leave insurance will encourage an entrepreneurial atmosphere and economic growth and promote a healthy business climate;    The United States is the only industrialized nation in the world that does not mandate access to paid leave benefits. Simultaneously, nearly half of Americans live paycheck to paycheck and are unable to access two thousand dollars in the event of an emergency.    This part 3 prepares for the implementation of a paid family and medical leave program in the state by completing a thorough analysis of paid family and medical leave programs by experts in the field, the establishment of a family and medical leave implementation task force, and actuarial and third-party studies;    As specified in this part 3:   The timeline for the analysis and implementation of a statewide paid family and medical leave program is as follows:   By July 1, 2019, appointing authorities are required to make their appointments to the task force;    By October 1, 2019, the department is required to provide the task force with the results of a third-party study and paid family and medical leave plan recommendations from the experts in the field, and the task force is required to accept and consider public comment regarding the administration and establishment of a paid family and medical leave program;    By November 1, 2019, the task force shall make its initial recommendation on a family and medical leave program for employees in the state and provide the recommendation to an actuary contracted by the department;    By December 1, 2019, an independent actuarial analysis must be completed and submitted to the task force;    By January 8, 2020, the task force shall report its final recommendation on a paid family and medical leave program for all employees in the state;       The timeline may also be assumed as follows:   By July 1, 2020, the family and medical leave program will be established;    By January 1, 2022, the public education and outreach campaign will begin;    By January 1, 2023, the family and medical leave program funding will begin; and    By January 1, 2024, the family and medical leave program will start paying benefits;          The intent of this part 3 is to assist in the preparation of legislation in the 2020 legislative session establishing a paid family and medical leave program in the state.        History. Source: L. 2019: Entire part added, (SB 19-188), ch. 352, p. 3246, § 1, effective May 30.
CO Code § 8-13.3-302 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 3 - Family and Medical Leave Implementation|§ 8-13.3-302. Definitions

 As used in this part 3, unless the context otherwise requires:    “Department” means the department of labor and employment.    “Executive director” means the executive director of the department.    “Task force” means the family and medical leave implementation task force created in section 8-13.3-304 (1).     History. Source: L. 2019: Entire part added, (SB 19-188), ch. 352, p. 3248, § 1, effective May 30.
CO Code § 8-13.3-305 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 3 - Family and Medical Leave Implementation|§ 8-13.3-305. Paid Family and Medical Leave Program Implementation Authorization

 The department shall not implement the recommended plan for a paid family and medical leave program unless the general assembly, acting by bill, directs the department to implement the program. If the department is directed to implement the plan, it shall begin implementation by a date specified by the general assembly acting by bill.   History. Source: L. 2019: Entire part added, (SB 19-188), ch. 352, p. 3253, § 1, effective May 30.
CO Code § 8-13.3-401 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-401. Short Title

 The short title of this part 4 is the “Healthy Families and Workplaces Act”.   History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1443, § 1, effective July 14.
CO Code § 8-13.3-406 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-406. Paid Sick Leave Related to Covid-19

  Employers in the state shall comply with the federal “Emergency Paid Sick Leave Act” in the “Families First Coronavirus Response Act”, Pub.L. 116-127.    On and after July 14, 2020, through December 31, 2020, each employer in the state, regardless of size, shall provide paid sick leave in the amount and for the purposes provided in the federal “Emergency Paid Sick Leave Act” in the “Families First Coronavirus Response Act”, Pub.L. 116-127, to each employee who is not covered under the “Emergency Paid Sick Leave Act”.     History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1451, § 1, effective July 14.
CO Code § 8-13.3-407 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-407. Employee Rights Protected - Retaliation Prohibited

  An employee is entitled to:   Use paid sick leave consistent with this part 4;    File a complaint or inform any person about an employer's alleged violation of this part 4;    Cooperate with the division in its investigation of an alleged violation of this part 4; and    Inform any person of the person's potential rights under this part 4.         An employer shall not take retaliatory personnel action or discriminate against an employee or former employee because the person has exercised, attempted to exercise, or supported the exercise of rights protected under this part 4, including the right to request or use paid sick leave pursuant to this part 4; the right to file a complaint with the division or court or inform any person about any employer's alleged violation of this part 4; the right to participate in an investigation, hearing, or proceeding or cooperate with or assist the division in its investigations of alleged violations of this part 4; and the right to inform any person of the person's potential rights under this part 4.    It is unlawful for an employer to count paid sick leave taken by an employee pursuant to this part 4 as an absence that may lead to or result in discipline, discharge, demotion, suspension, or any other retaliatory personnel action against the employee.       The protections of this section apply to any person acting in good faith who alleges a violation of this part 4, even if the allegation is determined to be mistaken.    The division shall investigate each claim of denial of paid sick leave in violation of this part 4. The division may investigate claims of retaliation in violation of this part 4.    If an investigation of employer retaliation or interference with employee rights yields a determination that:   Rights of multiple employees have been violated, the violation as to each employee is a separate violation for purposes of fines, penalties, or other remedies;    A violation cost an employee the employee's job or pay, the determination may include an order to reinstate the employee, to pay the employee's lost pay until reinstatement or for a reasonable period if reinstatement is determined not to be feasible, or both.       Determinations made by the division under this section are appealable pursuant to section 8-4-111.5 and rules promulgated by the department regarding appeals and strategic enforcement.      History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1451, § 1, effective July 14.
CO Code § 8-13.3-408 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-408. Notice to Employees - Penalty - Rules

  Each employer shall notify its employees that they are entitled to paid sick leave, pursuant to rules promulgated by the division. The rules must require the notice to:   Specify the amount of paid sick leave to which employees are entitled and the terms of its use under this part 4; and    Notify employees that employers cannot retaliate against an employee for requesting or using paid sick leave and that an employee has the right to file a complaint or bring a civil action if paid sick leave is denied by the employer or the employer retaliates against the employee for exercising the employee's rights under this part 4.       An employer complies with the notice requirements of this section by:   Supplying each employee with a written notice containing the information specified in subsection (1) of this section that is in English and in any language that is the first language spoken by at least five percent of the employer's workforce; and    Displaying a poster created pursuant to subsection (3) of this section in a conspicuous and accessible location in each establishment where the employer's employees work that contains the information required by subsection (1) of this section in English and in any language that is the first language spoken by at least five percent of the employer's workforce.       The division shall create and make available to employers posters and notices that contain the information required by subsection (1) of this section, and employers may use the posters and notices to comply with the requirements of this section.      An employer who willfully violates subsection (2)(a) or (6) of this section is subject to a civil fine not to exceed one hundred dollars for each separate violation.    An employer who willfully violates subsection (2)(b) of this section is subject to a civil fine not to exceed one hundred dollars.    The fines collected under this subsection (4) shall be transmitted to the state treasurer, who shall deposit the fines in the general fund.       If an employer's business is closed due to a public health emergency or a disaster emergency due to a public health concern, the notice and posting requirements of this section are waived for the period during which the place of business is closed.    If an employer does not maintain a physical workplace, or an employee teleworks or performs work through a web-based platform, the employer shall provide the notice required in this section through electronic communication or a conspicuous posting in the web-based platform.      History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1452, § 1, effective July 14.
CO Code § 8-13.3-409 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-409. Employer Records

  An employer shall retain records for each employee for a two-year period, documenting hours worked, paid sick leave accrued, and paid sick leave used. Upon appropriate notice and at a mutually agreeable time, the employer shall allow the division access to the records for purposes of monitoring compliance with this part 4.    If an issue arises as to an employee's right to paid sick leave and the employer has not maintained or retained adequate records for that employee or does not allow the division reasonable access to the records, the employer shall be presumed to have violated this part 4 unless the employer demonstrates compliance by a preponderance of the evidence.     History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1453, § 1, effective July 14.
CO Code § 8-13.3-410 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-410. Authority of Director - Rules

 The director may coordinate implementation and enforcement of this part 4 and adopt rules as necessary for such purposes.   History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1453, § 1, effective July 14.
CO Code § 8-13.3-411 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-411. Enforcement - Judicial Review of Director's Actions - Repeal

  The director and the division have jurisdiction over the enforcement of this part 4 and may exercise all powers granted under article 1 of this title 8 to enforce this part 4.    The division may enforce the requirements of this part 4.    Pursuant to section 8-1-130, any findings, awards, or orders issued by the director with respect to enforcement of this part 4 constitute final agency action, and any person affected by such final agency action may seek judicial review as provided in section 24-4-106.      A person aggrieved by a violation of this part 4 may commence a civil action in district court no later than two years after the violation occurs. A violation of this part 4 occurs on each occasion that a person is affected by a failure to provide paid sick leave or retaliation related to paid sick leave.      Beginning January 1, 2021, an employer with sixteen or more employees who violates this part 4 is liable for back pay and any other relief as provided by section 8-5-104 (2)(a) and (2)(b). This subsection (4)(b)(I) is repealed, effective January 1, 2022. (b) (I) Beginning January 1, 2021, an employer with sixteen or more employees who violates this part 4 is liable for back pay and any other relief as provided by section 8-5-104 (2)(a) and (2)(b). This subsection (4)(b)(I) is repealed, effective January 1, 2022.    Beginning January 1, 2022, an employer who violates this part 4 is liable for back pay and any other relief as provided by section 8-5-104 (2)(a) and (2)(b).       If a civil action is commenced under this section, any party to the civil action may demand a trial by jury.    Before commencing any civil action under this section, an aggrieved person must, in accordance with article 4 of this title 8, submit a complaint to the division or make a written demand for compensation or other relief to the employer. An employer has fourteen days to respond after receiving either a notice from the division that a complaint has been filed with the division or a written demand from the aggrieved person for compensation or other relief under this part 4.    If a person aggrieved by a violation of this part 4 files a civil action to enforce a judgment made under this section, the court shall waive any filing fee required under article 32 of title 13.    Nothing in this section prevents an aggrieved person from filing a charge with the division pursuant to this section.        History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1454, § 1, effective July 14.
CO Code § 8-13.3-412 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-412. Confidentiality of Employee Information - Definition

  An employer shall not require disclosure of details relating to domestic violence, sexual assault, or stalking or the details of an employee's or an employee's family member's health information as a condition of providing paid sick leave under this part 4.    Any health or safety information possessed by an employer regarding an employee or employee's family member must:   Be maintained on a separate form and in a separate file from other personnel information;    Be treated as confidential medical records; and    Not be disclosed except to the affected employee or with the express permission of the affected employee.       As used in this section, “affected employee” means the employee:   About whom the health information pertains or who is the victim of the domestic abuse, sexual assault, or harassment; or    Whose family member is the subject of the health information or is the victim of the domestic abuse, sexual assault, or harassment.        History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1454, § 1, effective July 14.
CO Code § 8-13.3-413 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-413. Employers Encouraged to Provide More Generous Paid Sick Leave

  Nothing in this part 4 discourages or prohibits an employer from adopting or continuing a paid sick leave policy that is more generous than the paid sick leave policy required by this part 4.    Nothing in this part 4 diminishes:   The obligation of an employer to comply with any contract, collective bargaining agreement, employment benefit plan, or other agreement providing employees with a more generous paid sick leave policy than the paid sick leave policy required by this part 4; or    The rights, privileges, or remedies of an employee under a collective bargaining or partnership agreement, employer policy, or employment contract.       Nothing in this part 4 diminishes the rights of public employees regarding paid sick leave or the use of paid sick leave as provided in section 24-50-104 (7).     History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1455, § 1, effective July 14.
CO Code § 8-13.3-414 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-414. Other Legal Requirements Applicable

  This part 4 provides minimum requirements pertaining to paid sick leave and does not preempt, limit, or otherwise affect the applicability of any other law, regulation, requirement, policy, or standard that provides for a greater amount, accrual, or use by employees of paid sick leave or that extends other protections to employees.    To the extent allowable and not in conflict with federal law, any paid sick leave provided to an employee of a federal contractor as required by federal executive order 13706, “Establishing Paid Sick Leave for Federal Contractors”, as published in 81 Fed. Reg. 67598 (2016), is considered paid sick leave provided under this part 4.     History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1455, § 1, effective July 14.
CO Code § 8-13.3-415 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-415. Collective Bargaining Agreements

     With agreement of the fund trustees, an employer signatory to a multiemployer collective bargaining agreement may fulfill its obligations under this part 4 by making contributions to a multiemployer paid sick leave fund, plan, or program based on the hours each of its employees accrues pursuant to this part 4 while working under the multiemployer collective bargaining agreement, if the fund, plan, or program enables employees to collect paid sick leave from the fund, plan, or program based on hours they have worked under the multiemployer collective bargaining agreement and for the purposes specified under this part 4.    Employees who work under a multiemployer collective bargaining agreement into which their employers make contributions as provided in subsection (1)(a) of this section may collect from the paid sick leave fund, plan, or program based on hours they have worked under the multiemployer collective bargaining agreement and for the purposes specified under this part 4.       This part 4 does not apply to employees covered by a bona fide collective bargaining agreement in effect on July 14, 2020, if the collective bargaining agreement provides for equivalent or more generous paid sick leave for the employees covered by the collective bargaining agreement.    For employees covered by a bona fide collective bargaining agreement that is initially negotiated or negotiated for the next collective bargaining agreement after July 14, 2020, this part 4 does not apply to such employees if the requirements of this part 4 are expressly waived in the collective bargaining agreement and the collective bargaining agreement provides for equivalent or more generous paid sick leave for the employees covered by the collective bargaining agreement.     History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1456, § 1, effective July 14.
CO Code § 8-13.3-416 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-416. Employer Policies

 An employer policy adopted or retained must not diminish an employee's right to paid sick leave under this part 4. Any agreement by an employee to waive the employee's rights under this part 4 is void as against public policy.   History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1456, § 1, effective July 14.
CO Code § 8-13.3-417 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-417. Severability

 If any provision of this part 4 or application thereof to any person or circumstance is judged invalid, the invalidity does not affect other provisions or applications of this part 4 that can be given effect without the invalid provision or application, and to this end the provisions of this part 4 are declared severable.   History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1456, § 1, effective July 14.
CO Code § 8-13.3-418 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 4 - Healthy Families and Workplaces|§ 8-13.3-418. Employer Authorized to Take Disciplinary Action

 Nothing in this part 4 prohibits an employer from taking disciplinary action against an employee who uses paid sick leave provided under this part 4 for purposes other than those described in this part 4.   History. Source: L. 2020: Entire part added, (SB 20-205), ch. 294, p. 1456, § 1, effective July 14.
CO Code § 8-13.3-501 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 5 - Paid Family and Medical Leave Insurance|§ 8-13.3-501. Short Title

 This part 5 shall be known and may be cited as the “Paid Family and Medical Leave Insurance Act”.   History. Source: Initiated 2020: Entire part added, Proposition 118, L. 2021, p. 4225 , effective upon proclamation of the Governor, December 31, 2020.    Editor's note:   This section was originally numbered as 8-13.3-401 in Proposition 118 but was renumbered on revision for ease of location.