reglab/housing_qa huggingface dataset:
CO Code § 8-2-204 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 2 - Labor Relations, Generally|Part 2 - Employer's Liability|§ 8-2-204. Limitation of Actions - Limit of Damages

 All actions provided for by this part 2 shall be brought within the time period prescribed in section 13-80-102 , C.R.S. The amount of damages recoverable under this part 2 in case of personal injury resulting solely from negligence of a coemployee shall not exceed the sum of twenty-five thousand dollars.   History. Source: L. 11: P. 296, § 4. C.L. § 4170. L. 33: P. 476, § 2. CSA: C. 97, § 98. CRS 53: § 80-6-4. L. 61: P. 488, § 2. C.R.S. 1963: § 80-5-4. L. 86: Entire section amended, p. 702, § 7, effective May 23. History. Source: L. 11: P. 296, § 4. C.L. § 4170. L. 33: P. 476, § 2. CSA: C. 97, § 98. CRS 53: § 80-6-4. L. 61: P. 488, § 2. C.R.S. 1963: § 80-5-4. L. 86: Entire section amended, p. 702, § 7, effective May 23.    ANNOTATION   Law reviews. For article, “One Year Review of Torts”, see 35 Dicta 53 (1958). For article, “In Defense of the Colorado Guest Statute”, see 35 Dicta 174 (1958).   This section imposes a two-year statute of limitations on all rights of action created by the act. Jacobson v. Doan, 136 Colo. 496 , 319 P.2d 975 (1957).   Amended answer pleading statute. After issues are joined and a cause has been set for trial, a court may in the exercise of reasonable discretion and in the interest of justice permit the filing of an amended answer pleading additional defenses, such as the two-year statute of limitations under this section. 37 C.J. 1227; Walters v. Webster, 52 Colo. 549 , 123 P. 952 (1912); Maryland Cas. Co. v. City & County of Denver, 90 Colo. 20 , 6 P.2d 6 (1931).   And damages may not exceed $25,000. Under this section, damages against an employer by an employee for injuries resulting from the negligence of the employer or a fellow employee may not exceed the sum of $25,000. Jacobson v. Doan, 136 Colo. 496 , 319 P.2d 975 (1957); Bein Farms, Inc. v. Dale, 137 Colo. 424 , 326 P.2d 72 (1958).   This section applies to an action by an employee to recover for personal injuries sustained while working for his employer, and allegedly caused by its negligence in furnishing an “unsafe, insecure and defective” appliance for the performance of his duties. Ferguson v. Ringsby Truck Line, 174 F.2d 744 (10th Cir. 1949).
CO Code § 8-5-101 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 1 - Wage Equality Regardless of Sex|§ 8-5-101. Definitions

 As used in this article 5, unless the context otherwise requires:    Repealed.    “Director” means the director of the division of labor standards and statistics.    Repealed.    “Employee” means a person employed by an employer.    “Employer” means the state or any political subdivision, commission, department, institution, or school district thereof, and every other person employing a person in the state.    Repealed.    “Liquidated damages” means damages to compensate an employee for the delay in receiving amounts due as a result of an employer's violation of this article 5. “Liquidated damages” does not constitute a penalty to the employer.    “Sex” means an employee's gender identity.    “Wage rate” means:   For an employee paid on an hourly basis, the hourly compensation paid to the employee plus the value per hour of all other compensation and benefits received by the employee from the employer; and    For an employee paid on a salary basis, the total of all compensation and benefits received by the employee from the employer.        History. Source: L. 55: P. 503, § 1. CRS 53: § 80-23-1. C.R.S. 1963: § 80-3-1. L. 69: P. 593, § 68. L. 86: (1) repealed, p. 502, § 125, effective July 1. L. 2016: (2) and (3) amended,(HB 16-1323), ch. 131, p. 378, § 11, effective August 10. L. 2019: IP, (4), and (5) amended and (7), (8), and (9) added,(SB 19-085), ch. 247, p. 2412, § 3, effective January 1, 2021; (3)(b) and (6)(b) added by revision,(SB 19-085), ch. 247, pp. 2412, 2417, §§ 3, 9. History. Source: L. 55: P. 503, § 1. CRS 53: § 80-23-1. C.R.S. 1963: § 80-3-1. L. 69: P. 593, § 68. L. 86: (1) repealed, p. 502, § 125, effective July 1. L. 2016: (2) and (3) amended,(HB 16-1323), ch. 131, p. 378, § 11, effective August 10. L. 2019: IP, (4), and (5) amended and (7), (8), and (9) added,(SB 19-085), ch. 247, p. 2412, § 3, effective January 1, 2021; (3)(b) and (6)(b) added by revision,(SB 19-085), ch. 247, pp. 2412, 2417, §§ 3, 9.    Editor's note:   Subsections (3)(b) and (6)(b) provided for the repeal of subsections (3) and (6), respectively, effective January 1, 2021. (See L. 2019, pp. 2412, 2417.)   Cross references:   For the short title (“Equal Pay for Equal Work Act”) and the legislative declaration in SB 19-085, see sections 1 and 2 of chapter 247, Session Laws of Colorado 2019.
CO Code § 8-5-102 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 1 - Wage Equality Regardless of Sex|§ 8-5-102. Wage Discrimination Prohibited

  An employer shall not discriminate between employees on the basis of sex, or on the basis of sex in combination with another protected status as described in section 24-34-402 (1)(a), by paying an employee of one sex a wage rate less than the rate paid to an employee of a different sex for substantially similar work, regardless of job title, based on a composite of skill; effort, which may include consideration of shift work; and responsibility, except where the employer demonstrates each of the following:   That the wage rate differential is based on:   A seniority system;    A merit system;    A system that measures earnings by quantity or quality of production;    The geographic location where the work is performed;    Education, training, or experience to the extent that they are reasonably related to the work in question; or    Travel, if the travel is a regular and necessary condition of the work performed;       That each factor relied on in subsection (1)(a) of this section is applied reasonably;    That each factor relied on in subsection (1)(a) of this section accounts for the entire wage rate differential; and    That prior wage rate history was not relied on to justify a disparity in current wage rates.       An employer shall not:   Seek the wage rate history of a prospective employee or rely on the wage rate history of a prospective employee to determine a wage rate;    Discriminate or retaliate against a prospective employee for failing to disclose the prospective employee's wage rate history;    Discharge, or in any manner discriminate or retaliate against, an employee for invoking this section on behalf of anyone or assisting in the enforcement of this subsection (2);    Discharge, discipline, discriminate against, coerce, intimidate, threaten, or interfere with an employee or other person because the employee or person inquired about, disclosed, compared, or otherwise discussed the employee's wage rate;    Prohibit, as a condition of employment, an employee from disclosing the employee's wage rate; or    Require an employee to sign a waiver or other document that:   Prohibits the employee from disclosing wage rate information; or    Purports to deny the employee the right to disclose the employee's wage rate information.           History. Source: L. 55: P. 503, § 2. CRS 53: § 80-23-2. C.R.S. 1963: § 80-3-2. L. 2019: Entire section amended,(SB 19-085), ch. 247, p. 2413, § 4, effective January 1, 2021. History. Source: L. 55: P. 503, § 2. CRS 53: § 80-23-2. C.R.S. 1963: § 80-3-2. L. 2019: Entire section amended,(SB 19-085), ch. 247, p. 2413, § 4, effective January 1, 2021.    Cross references:    For minimum wages for workers, see article 6 of this title 8.    For the short title (“Equal Pay for Equal Work Act”) and the legislative declaration in SB 19-085, see sections 1 and 2 of chapter 247, Session Laws of Colorado 2019.
CO Code § 8-5-103 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 1 - Wage Equality Regardless of Sex|§ 8-5-103. Enforcement - Rules - Complaints

  The director is authorized to create and administer a process to accept and mediate complaints and to provide legal resources concerning alleged violations of section 8-5-102, and to promulgate rules as necessary for this purpose. The process created and administered by the director does not affect or prevent the right of an aggrieved person from commencing a civil action pursuant to subsection (2) of this section.    A person aggrieved by a violation of section 8-5-102 may commence a civil action in district court no later than two years after the violation occurs. A violation of section (1) occurs on each occasion that a person is affected by wage discrimination, including each occasion that a discriminatory wage rate is paid.    A person aggrieved by a violation of section 8-5-102 may obtain relief for back pay for the entire time the violation continues, not to exceed three years.    If a civil action is commenced under this section, any party to the civil action may demand a trial by jury.    Nothing in this section prevents an aggrieved person from filing a charge with the Colorado civil rights division pursuant to section 24-34-306.     History. Source: L. 55: P. 504, § 3. CRS 53: § 80-23-3. C.R.S. 1963: § 80-3-3. L. 69: P. 593, § 69. L. 86: Entire section amended, p. 472, § 31, effective July 1. L. 2019: Entire section amended,(SB 19-085), ch. 247, p. 2414, § 5, effective January 1, 2021. History. Source: L. 55: P. 504, § 3. CRS 53: § 80-23-3. C.R.S. 1963: § 80-3-3. L. 69: P. 593, § 69. L. 86: Entire section amended, p. 472, § 31, effective July 1. L. 2019: Entire section amended,(SB 19-085), ch. 247, p. 2414, § 5, effective January 1, 2021.    Cross references:   For the short title (“Equal Pay for Equal Work Act”) and the legislative declaration in SB 19-085, see sections 1 and 2 of chapter 247, Session Laws of Colorado 2019.
CO Code § 8-5-104 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 1 - Wage Equality Regardless of Sex|§ 8-5-104. Employer Liability - Awards

     An employer who violates section 8-5-102 (1) is liable for economic damages in an amount equal to the difference between the amount that the employer paid to the complaining employee and the amount that the employee would have received had there been no violation plus liquidated damages in an amount equal to the employee's economic damages, except as provided in subsection (1)(b) of this section.      If the employer demonstrates that the act or omission giving rise to the violation was in good faith and that the employer has reasonable grounds for believing that the employer did not violate section 8-5-102 (1), the court shall not award liquidated damages. (b) (I) If the employer demonstrates that the act or omission giving rise to the violation was in good faith and that the employer has reasonable grounds for believing that the employer did not violate section 8-5-102 (1), the court shall not award liquidated damages.    In determining whether the employer's violation was in good faith, the fact finder may consider evidence that within two years prior to the date of the commencement of a civil action pursuant to section 8-5-103, the employer completed a thorough and comprehensive pay audit of its workforce, with the specific goal of identifying and remedying unlawful pay disparities.          An employer who violates any provision of section 8-5-102 is liable for:   Legal and equitable relief, which may include employment, reinstatement, promotion, pay increase, payment of lost wage rates, and liquidated damages; and    The employee's reasonable costs, including attorney fees.       Nothing in this section precludes an employee from asserting any other available statutory or common-law claims.      History. Source: L. 55: P. 504, § 4. CRS 53: § 80-23-4. C.R.S. 1963: § 80-3-4. L. 69: P. 594, § 70. L. 2019: Entire section amended,(SB 19-085), ch. 247, p. 2415, § 6, effective January 1, 2021. History. Source: L. 55: P. 504, § 4. CRS 53: § 80-23-4. C.R.S. 1963: § 80-3-4. L. 69: P. 594, § 70. L. 2019: Entire section amended,(SB 19-085), ch. 247, p. 2415, § 6, effective January 1, 2021.    Cross references:   For the short title (“Equal Pay for Equal Work Act”) and the legislative declaration in SB 19-085, see sections 1 and 2 of chapter 247, Session Laws of Colorado 2019.
CO Code § 8-5-201 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 2 - Transparency in Pay and Opportunities for Promotion and Advancement|§ 8-5-201. Employment Opportunities - Opportunities for Promotion or Advancement - Pay Rates in Job Listings

  An employer shall make reasonable efforts to announce, post, or otherwise make known all opportunities for promotion to all current employees on the same calendar day and prior to making a promotion decision.    An employer shall disclose in each posting for each job opening the hourly or salary compensation, or a range of the hourly or salary compensation, and a general description of all of the benefits and other compensation to be offered to the hired applicant.     History. Source: L. 2019: Entire part added, (SB 19-085), ch. 247, p. 2416, § 8, effective January 1, 2021.
CO Code § 8-5-202 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 2 - Transparency in Pay and Opportunities for Promotion and Advancement|§ 8-5-202. Record Keeping

 An employer shall keep records of job descriptions and wage rate history for each employee for the duration of the employment plus two years after the end of employment in order to determine if there is a pattern of wage discrepancy.   History. Source: L. 2019: Entire part added, (SB 19-085), ch. 247, p. 2416, § 8, effective January 1, 2021.
CO Code § 8-5-203 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 5 - Wage Equality|Part 2 - Transparency in Pay and Opportunities for Promotion and Advancement|§ 8-5-203. Enforcement - Rules

  The director has the power to administer, carry out, and enforce all of the provisions of this part 2 and may promulgate rules for that purpose. The director shall provide written copies of rules promulgated pursuant to this section to all employees and employers upon written request.      A person who claims to be aggrieved by a violation of section 8-5-201 or 8-5-202 may file a written complaint with the director within one year after the date that the person learned of the violation. The written complaint must state the name and address of the employer and a detailed account of the alleged violation.    An employer's failure to comply with section 8-5-201 (1) for one promotional opportunity is considered one violation.    An employer's failure to comply with section 8-5-201 (2) for one job opening is considered one violation regardless of the number of postings that list the job opening.       The director shall investigate complaints of violations of this part 2 and shall promulgate rules necessary to govern the investigations.    Upon finding that an employer has violated this part 2, the director may order the employer to pay a fine of no less than five hundred dollars and no more than ten thousand dollars per violation.    If an employee bringing suit for a violation of section 8-5-102 demonstrates a violation of this part 2, and the court finds a violation of this part 2, the court may order appropriate relief, including a rebuttable presumption that records not kept by the employer in violation of section 8-5-202 contained information favorable to the employee's claim and an instruction to the jury that failure to keep records can be considered evidence that the violation was not made in good faith.      History. Source: L. 2019: Entire part added, (SB 19-085), ch. 247, p. 2416, § 8, effective January 1, 2021.
CO Code § 8-13.3-201 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 2 - Family and Medical Leave Eligibility|§ 8-13.3-201. Short Title

 This part 2 shall be known and may be cited as the “Family Care Act”.   History. Source: L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 508, § 1, effective August 7.
CO Code § 8-13.3-202 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 2 - Family and Medical Leave Eligibility|§ 8-13.3-202. Definitions

 As used in this part 2, unless the context otherwise requires:    “Civil union” has the same meaning as set forth in section 14-15-103 (1), C.R.S.    “Employee” means a person employed by an employer and who is eligible for FMLA leave.    “Employer” has the same meaning as set forth in the FMLA.    “FMLA” means the federal “Family and Medical Leave Act of 1993”, Pub.L. 103-3, as amended, 29 U.S.C. sec. 2601 et seq.    “FMLA leave” means leave from work and all benefits authorized by the FMLA.     History. Source: L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 508, § 1, effective August 7.
CO Code § 8-13.3-203 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 2 - Family and Medical Leave Eligibility|§ 8-13.3-203. Family and Medical Leave - State Requirements

  In addition to the leave to which an employee is entitled under the FMLA, an employee in this state is entitled to FMLA leave to care for a person who has a serious health condition, as that term is defined in the FMLA, if the person:   Is the employee's partner in a civil union, as defined in section 14-15-103 (5), C.R.S.; or    Is the employee's domestic partner and:   Has registered the domestic partnership with the municipality in which the person resides or with the state, if applicable; or    Is recognized by the employer as the employee's domestic partner.            For purposes of confirming an employee's relationship to a person described in subsection (1) of this section for whom the employee is requesting FMLA leave, the employer may require the employee to provide reasonable documentation or a written statement of family relationship, in accordance with the FMLA.    An employer may require an employee seeking FMLA leave for a person described in subsection (1) of this section to submit the same certification as the employer may require under the FMLA.       FMLA leave taken by an employee pursuant to this section runs concurrently with leave taken under the FMLA, and this section does not:   Increase the total amount of leave to which an employee is entitled during a twelve-month period under the FMLA, this section, or both; and    Preclude an employer from granting an employee an amount of leave that exceeds the total amount of leave to which the employee is entitled during a twelve-month period under the FMLA.         History. Source: L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 509, § 1, effective August 7.
CO Code § 8-13.3-204 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 2 - Family and Medical Leave Eligibility|§ 8-13.3-204. Enforcement

 If an employer denies an employee in this state FMLA leave to care for a person described in section 8-13.3-203 who is not a person for whom the employee would be entitled to leave under the FMLA, or interferes with an employee's exercise of or attempt to exercise his or her right to FMLA leave for persons described in section 8-13.3-203 , the employer is subject to damages and equitable relief as specified in the FMLA. An aggrieved employee may bring an action in state court against the employer to recover damages or equitable relief.   History. Source: L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 509, § 1, effective August 7.
CO Code § 8-13.3-205 (2021)
2021 Colorado Code|Title 8 - Labor and Industry|Article 13.3 - Family and Medical Leave|Part 2 - Family and Medical Leave Eligibility|§ 8-13.3-205. Repeal of Part

 This part 2 is repealed if the United States congress enacts and the president signs federal legislation amending the FMLA to permit employees to use FMLA leave for all persons described in section 8-13.3-203 . The executive director of the department of labor and employment shall notify the revisor of statutes, in writing, if the condition specified in this section occurs.   History. Source: L. 2013: Entire part added,(HB 13-1222), ch. 157, p. 510, § 1, effective August 7.    Editor's note:    As of publication date, the revisor of statutes has not received the notice referred to in this section.      Effective March 27, 2015, the United States Department of Labor's Wage and Hour Division revised the regulation defining “spouse” under the Family and Medical Leave Act of 1993 (FMLA) in light of the U.S. Supreme Court's decision in United States v. Windsor, 570 U.S. 744, 133 S. Ct. 2675, 186 L. Ed. 2d 808 (2013), which held section 3 of the Defense of Marriage Act, 1 U.S.C. section 7, unconstitutional. The applicable regulations, 29 CFR 825.102 and 825.122(b), define spouse to include an individual in a same-sex marriage that was entered into in a state that recognizes such marriages or, if entered into outside of any state, is valid in the place where entered into and could have been entered into in at least one state. (2) (a) Effective March 27, 2015, the United States Department of Labor's Wage and Hour Division revised the regulation defining “spouse” under the Family and Medical Leave Act of 1993 (FMLA) in light of the U.S. Supreme Court's decision in United States v. Windsor, 570 U.S. 744, 133 S. Ct. 2675, 186 L. Ed. 2d 808 (2013), which held section 3 of the Defense of Marriage Act, 1 U.S.C. section 7, unconstitutional. The applicable regulations, 29 CFR 825.102 and 825.122(b), define spouse to include an individual in a same-sex marriage that was entered into in a state that recognizes such marriages or, if entered into outside of any state, is valid in the place where entered into and could have been entered into in at least one state.    On March 26, 2015, the U.S. District Court for the Northern District of Texas, in Texas v. United States, granted a request made by the states of Texas, Arkansas, Louisiana, and Nebraska for a preliminary injunction with respect to the department's final rule revising the regulatory definition of spouse under the FMLA. On June 26, 2015, the district court dissolved the preliminary injunction in light of the Supreme Court's decision in Obergefell v. Hodges, 576 U.S. __ (2015). For a discussion of Obergefell v. Hodges, see the editor's note for section 31 of article II of the state constitution.