reglab/statecodes huggingface dataset:
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-108 - Permissible occupations at age fourteen

(1)
In addition to the occupations permitted by sections
8-12-106
and
8-12-107
, and subject to the limitations of sections
8-12-105
and
8-12-110
, any minor fourteen years of age or older shall be permitted employment in any of the following occupations:
(a)
Nonhazardous occupations in manufacturing;
(b)
Public messenger service and errands by foot, bicycle, and public transportation;
(c)
Operation of automatic enclosed freight and passenger elevators;
(d)
Janitorial and custodial service, including the operation of vacuum cleaners and floor waxers;
(e)
Office work and clerical work, including the operation of office equipment;
(f)
Warehousing and storage, including unloading and loading of vehicles;
(g)
Nonhazardous construction and nonhazardous repair work. The operation of motor vehicles shall be subject to article
2
of title
42
, C.R.S.
(h)
Occupations in retail food service;
(i)
Occupations in gasoline service establishments, including but not limited to dispensing gasoline, oil, and other consumer items, courtesy service, car cleaning, washing, and polishing, the use of hoists where supervised, and changing tires; except that no minor may inflate or change any tire mounted on a rim equipped with a removable retaining ring. The operation of motor vehicles shall be subject to article
2
of title
42
, C.R.S.
(j)
Occupations in retail stores, including cashiering, selling, modeling, art work, work in advertising departments, window trimming, price marking by hand or machine, assembling orders, packing and shelving, or bagging and carrying out customers' orders;
(k)
Occupations in restaurants, hotels, motels, or other public accommodations, except the operation of power food slicers and grinders;
(l)
Occupations related to parks or recreation, including but not limited to recreation aides and conservation projects;
(m)
Any other occupation which is similar to those enumerated in this subsection (l) and not specifically prohibited by this article.
L. 71: R&RE, p. 892, § 1. C.R.S. 1963: § 80-6-8.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-109 - Permissible occupations at age sixteen

In addition to the occupations permitted by sections
8-12-106
to
8-12-108
and subject to the limitations of sections
8-12-105
and
8-12-110
, any minor sixteen years of age or older shall be permitted employment in any occupation which involves the use of a motor vehicle if the minor is licensed to operate the motor vehicle for such purpose pursuant to article
2
of title
42
, C.R.S.
L. 71: R&RE, p. 893, § 1. C.R.S. 1963: § 80-6-9.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-110 - Hazardous occupations prohibited for minors

(1)
No minor shall be permitted employment in any occupation declared to be hazardous in subsection (2) of this section unless such minor is fourteen years of age or older and he is employed:
(a)
Incidental to or upon completion of a program of apprentice training;
(b)
Incidental to or upon completion of a student-learner program of occupational education under the auspices of a public school, local district college, community and technical college, federally funded work-training program, or private occupational school approved by the private occupational school division;
(c)
Upon completion of any other program of training approved by the state board for community colleges and occupational education; or
(d)
Upon completion of a program of occupational education conducted outside this state which the director determines offers instructional quality and content comparable to that offered in programs certified by the state board for community colleges and occupational education.
(2)
The following occupations are declared to be hazardous:
(a)
Operation of any high pressure steam boiler or high temperature water boiler;
(b)
Work which primarily involves the risk of falling from any elevated place located ten feet or more above the ground except that work defined as agricultural involving elevations of twenty feet or less above ground;
(c)
Manufacturing, transporting, or storing of explosives;
(d)
Mining, logging, oil drilling, or quarrying;
(e)
Any occupation involving exposure to radioactive substances or ionizing radiation;
(f)
Operation of the following power-driven machinery: Woodworking machines, metal-forming machines, punching or shearing machines, bakery machines, paper products machines, shears, and automatic pin-setting machines and any other power-driven machinery which the director determines to be hazardous;
(g)
Slaughter of livestock and rendering and packaging of meat;
(h)
Occupations directly involved in the manufacture of brick or other clay construction products or of silica refractory products;
(i)
Wrecking or demolition, but not including manual auto wrecking;
(j)
Roofing;
(k)
Occupations in excavation operations.
(3)
The director shall promulgate regulations, in accordance with section
24-4-103
, C.R.S., to define the occupations prohibited under this section and to prescribe what types of equipment shall be required to make an occupation nonhazardous for minors.
L. 71: R&RE, p. 893, § 1. C.R.S. 1963: § 80-6-10. L. 79: (1)(b) amended, p. 1631, § 2, effective July 19. L. 81: (1)(b) amended, p. 851, § 22, effective July 1. L. 86: (2)(f) and (3) amended, p. 473, § 34, effective July 1. L. 88: (1)(a) amended, p. 1429, § 3, effective June 11. L. 90: (1)(b) amended, p. 1160, § 7, effective July 1.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-111 - Age certificates

(1)
Any employer desiring proof of the age of any minor employee or prospective employee may require the minor to submit an age certificate. Upon request of a minor, an age certificate shall be issued by or under the authority of the school superintendent of the district or county in which the applicant resides. The superintendents, principals, or headmasters of independent or parochial schools shall issue age certificates to minors who attend such schools.
(2)
The age certificate shall show the age of the minor, the date of his birth, the date of issuance of the certificate, the name and position of the issuing officer, the name, address, and description of the minor, and what evidence was accepted as proof of age. The age certificate shall also show the school hours applicable and shall state that a separate school release permit is required for minors under sixteen to work on regular school days during such school hours. It shall be signed by the issuing officer and by the minor in his presence.
(3)
An age certificate shall not be issued unless the minor's birth certificate or a photocopy or extract thereof is exhibited to the issuing officer, or unless such evidence was previously examined by the school authorities and the information is shown on the school records. If a birth certificate is not available, other documentary evidence such as a baptismal certificate or a passport may be accepted. If such evidence is not available, the parent or guardian shall appear with the minor and shall make an oath before the judge or other officer of the juvenile or county court as to the age of the minor.
(4)
The employer shall keep an age certificate received by him for the duration of the minor's employment and shall keep on file all age certificates where they may be readily examined by an agent of the division. Upon termination of employment and upon request, the certificate shall be returned to the minor.
L. 71: R&RE, p. 894, § 1. C.R.S. 1963: § 80-6-11.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-112 - Proof of high school diploma, passing score on general educational development examination, or completion of career and technical education program

Any employer may require proof of a high school diploma, a passing score on the general educational development examination, or completion of a career and technical education program. The employer shall maintain a record of the high school diploma, proof of a passing score on the general educational development examination, or completion of a career and technical education program.
Amended by 2017 Ch. 264,§ 5, eff. 5/25/2017.
L. 71: R&RE, p. 894, § 1. C.R.S. 1963: § 80-6-12. L. 2017: Entire section amended, (SB 17-294), ch. 264, p. 1384, § 5, effective May 25.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-113 - School release permit

(1)
Any minor fourteen or fifteen years of age who wishes to work on school days during school hours shall first secure a school release permit. The permit shall be issued only by the school district superintendent, his agent, or some other person designated by the board of education. The school release permit shall be issued only for a specific position with a designated employer. The permit shall be for a specific length of time not to exceed thirty days. The permit shall be canceled upon the termination of such employment and shall be issued only in the following circumstances:
(a)
If the minor is to be employed in an occupation not prohibited by section
8-12-110
and as evidence thereof presents a signed statement from his prospective employer; and
(b)
If the parent or guardian of the minor consents to the employment; and
(c)
If the issuing officer believes the best interests of the minor will be served by permitting him to work.
(2)
The school release permit shall show the name, address, and description of the minor, the name and address of the employer, the kind of work to be performed, and the hours of exemption and shall also require the signature of the parent and the minor in the presence of the issuing officer.
(3)
Inasmuch as it is desirable and practical to encourage school attendance by minors at least part time, no school release permit shall be issued under this section unless limited to require class attendance by the minor for at least three class hours each regular school day; except that, in cases of extreme hardship, class attendance may be waived if the issuing officer determines that such action would be in the best interest of the minor.
(4)
If the issuing officer is in doubt about whether the proposed employment is in accordance with this article, he shall consult with the division before issuing the permit.
(5)
Upon termination for any reason of the employment authorized, the employer shall return the school release permit directly to the issuing officer with a notation showing the date of termination.
(6)
The issuing officer is authorized to cancel a school release permit if the issuing officer determines that the action would be in the best interest of the minor. If a school release permit is canceled, for reasons other than the termination of employment for which the permit was granted, the minor shall be entitled to a review of the cancellation by the court having jurisdiction of juvenile matters in the county in which the minor resides, in accordance with the procedures established by section
8-12-114
.
L. 71: R&RE, p. 895, § 1. C.R.S. 1963: § 80-6-13.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-114 - Appeal from denial or cancellation of school release permit - procedure

(1)
If a minor is refused a school release permit or has had a school release permit canceled for reasons other than the termination of employment for which the permit was granted, he shall be entitled to review by the court having jurisdiction of juvenile matters in the county in which the minor resides, in accordance with the procedures described in this section.
(2)
The official who refused to issue or canceled the school release permit shall, upon demand made within five days after the refusal or cancellation, promptly furnish the minor and his parent or guardian with a written statement of the reasons for such refusal or cancellation.
(3)
Within five days after the receipt of such statement, the minor and his parent or guardian may petition the court for an order directing the issuance or reissuance of a school release permit. The petition shall state the reasons why the court should issue such an order, and the petitioner shall attach to such petition the statement of the issuing officer obtained as provided in subsection (2) of this section.
(4)
The court shall hold a hearing and receive such further testimony and evidence as it deems necessary. If the court finds that the issuance or reissuance of a permit is in the best interest of the minor, it shall grant the petition.
(5)
No fee shall be charged by the court in such proceedings.
L. 71: R&RE, p. 896, § 1. C.R.S. 1963: § 80-6-14.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-116 - [Effective Until 1/1/2025] Penalty for violations

(1)
Any person, having legal responsibility for a minor under the age of eighteen years, who knowingly permits such minor to be employed in violation of this article, is guilty of a misdemeanor and, upon conviction thereof, shall be punished by a fine of not less than twenty dollars nor more than one hundred dollars for each offense.
(2)
Any person, firm, or corporation, or any agent, manager, superintendent, or foreman of any firm or corporation, who, by himself or herself or through an agent, subagent, foreman, superintendent, or manager, knowingly violates or knowingly fails to comply with any of the provisions of this article 12 is guilty of a misdemeanor and, upon conviction thereof, shall be punished by a fine of not less than twenty dollars nor more than one hundred dollars for each offense. Upon conviction of a second or subsequent offense, such person shall be punished by a fine of not less than one hundred dollars nor more than five hundred dollars.
Amended by 2021 Ch. 462, § 90, eff. 3/1/2022.
L. 71: R&RE, p. 897, § 1. C.R.S. 1963: § 80-6-16.
Section 803(2) of chapter 462 (SB 21-271), Session Laws of Colorado 2021, provides that the act changing this section applies to offenses committed on or after March 1, 2022.
This section is set out more than once due to postponed, multiple, or conflicting amendments.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-117 - Remedies for violations - workers' compensation - remedies at law and in equity

(1)
All minors, whether lawfully or unlawfully employed, are subject to the rights and remedies of the "Workers' Compensation Act of Colorado", articles
40
to
47
of this title 8, if the employer is included within the meaning of section
8-40-203
.
(2)
Persons aggrieved by violations of this article 12 may pursue remedies at law and in equity, including remedies in tort, and remedies under the "Workers' Compensation Act of Colorado", articles
40
to
47
of this title 8, if:
(a)
An injury occurs to a minor during a week when the employer intentionally required the minor to work hours in violation of those allowed by this article 12; or
(b)
An injury occurs to a minor while the minor was engaging in work prohibited by this article 12.
(3)
Economic damages for claims in tort recovered by a party aggrieved by a violation of this article 12 against the employer of a minor pursuant to subsection (2) of this section must be reduced by the amount of compensation and benefits that the minor or the minor's dependents received for the same harm through the employer's workers' compensation insurance policy pursuant to articles
40
to
47
of this title 8.
Amended by 2023 Ch. 428,§ 1, eff. 7/1/2023.
L. 71: R&RE, p. 897, § 1. C.R.S. 1963: § 80-6-17. L. 90: Entire section amended, p. 556, § 3, effective July 1.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 12 - COLORADO YOUTH EMPLOYMENT OPPORTUNITY ACT (§§ 8-12-101 — 8-12-118) › Section 8-12-118 - [Effective 1/1/2025] Protection from retaliation - rebuttable presumption of retaliation

(1)
The retaliation protections described in section 8-4-120 protect an individual attempting to exercise any right protected under this article 12.
(2)
If a person, including any firm or corporation, or any agent, manager, superintendent, or foreperson of any firm or corporation, individually or through an agent, subagent, manager, superintendent, or foreperson, takes a disciplinary or adverse action against an individual aggrieved by a violation of this article 12 within ninety calendar days after the individual aggrieved exercises a right protected under this article 12, there is a rebuttable presumption that the action was retaliatory.
Added by 2024 Ch. 378,§ 3, eff. 1/1/2025, app. to conduct occurring on or after 1/1/2025.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-101 - Employment declared dangerous

Employment in all underground mines, underground workings, and smelters is declared to be injurious to health and dangerous to life and limb.
L. 13: p. 306, § 1. C.L. § 4172. CSA: C. 97, § 100. CRS 53: § 80-7-1. C.R.S. 1963: § 80-14-1. L. 87: Entire section amended, p. 376, § 1, effective June 20.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-102 - Eight-hour day - exceptions

(1)
The period of employment of persons working in all underground mines, underground workings, and smelters may exceed eight hours within a twenty-four-hour period upon the following conditions:
(a)
The operator of the underground mine, underground workings, or smelter establishes a work plan setting forth the terms and conditions under which the period of employment may exceed eight hours in a twenty-four-hour period; and
(b)
The operator provides reasonable notice to its employees, except in cases of emergency or upset conditions, of proposed increases in the regular work schedule which would result in a period of employment in excess of eight hours in a twenty-four-hour period. Reasonable notice shall be construed to be not less than one week, during which time affected employees may comment.
(2)
Nothing in this section shall be construed so as to alter the provisions of any collective bargaining agreement.
L. 13: p. 306, § 2. C.L. § 4173. CSA: C. 97, § 101. CRS 53: § 80-7-2. C.R.S. 1963: § 80-14-2. L. 87: Entire section amended, p. 376, § 2, effective June 20. L. 89: Entire section R&RE, p. 375, § 1, effective April 5.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-102.1 - Period of employment - relation to conservation of fuel

(1)
The general assembly hereby finds and declares that in order to give full effect to state programs for the conservation of fuel and not to impede or prevent the execution of any fuel conservation powers the governor may impose pursuant to part 3 of article
20
of title
24
, C.R.S., it is necessary to enact this section. The general assembly further finds and declares that it is necessary to enact this section in order for certain industries to support and cooperate with such state programs and powers and to assist their employees in the conservation of fuel by providing opportunity for certain employers to establish four-day workweeks thereby omitting one day of travel to and from work for employees.
(2)
For purposes of section
8-13-102
, "period of employment" means time spent which is directly related to an employee's performance of his primary job duties. "Period of employment" does not include time spent, whether or not compensation is paid, which is not directly related to the employee's performance of his primary job duties, including, but not limited to, meal periods, travel time, rest periods, and waiting time.
L. 79: Entire section added, p. 871, § 2, effective June 22.
Part 3 of article
20
of title
24
concerning the fuel conservation powers of the governor which is referred to in subsection (1) was repealed, effective February 1, 1982.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-103 - Penalty for violation

Any person, body corporate, general manager, or employer who violates or causes to be violated any of the provisions of sections
8-13-101
and
8-13-102
commits a class 2 misdemeanor. Each day in violation of the provisions of sections
8-13-101
and
8-13-102
shall constitute a separate offense.
Amended by 2021 Ch. 462,§ 91, eff. 3/1/2022.
L. 13: p. 306, § 3. C.L. § 4174. CSA: C. 97, § 102. CRS 53: § 80-7-3. C.R.S. 1963: § 80-14-3.
Section 803(2) of chapter 462 (SB 21-271), Session Laws of Colorado 2021, provides that the act changing this section applies to offenses committed on or after March 1, 2022.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-104 - [Repealed]

L. 1893: p. 305, § 1. L. 1894: p. 85, § 1. R.S. 08: § 3921. C.L. §4175. CSA: C. 97, § 103. CRS 53: § 80-7-4. C.R.S. 1963: § 80-14-4. L. 86: Entire section repealed, p. 508, § 1, effective March 26.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-105 - [Repealed]

L. 1893: p. 305, § 2. L. 1894: p. 85, § 2. R.S. 08: § 3922. C.L. § 4176. CSA: C. 97, § 104. CRS 53: § 80-7-5. L. 63: p. 621, § 1. C.R.S. 1963: § 80-14-5. L. 73: p. 942, § 1. L. 75: Entire section R&RE, p. 290, § 1, effective 1/1/1976. L. 86: Entire section repealed, p. 508, § 1, effective March 26.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-106 - [Repealed]

L. 1893: p. 305, § 2. L. 1894: p. 86, § 3. R.S. 08: § 3923. C.L. § 4177. CSA: C. 97, 104. CRS 53: § 80-7-6. L. 63: p. 621, § 2. C.R.S. 1963: § 80-14-6. L. 86: Entire section repealed, p. 508, § 1, effective March 26.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-107 - Firemen - hours of duty

It is unlawful for any municipality, or any officer or employee thereof, to require any person holding any position or employment in the fire department of such municipality, except one who may be at any time in command of the department, to be or remain on duty in such employment during any calendar month for periods of time which in the aggregate during such month amount to more than twelve hours for each day in said month. The requiring of more hours of work in cases of conflagrations or similar emergencies shall not be unlawful. This section shall apply to all municipalities having fire departments, whether such municipalities are created under general laws, or by special charter, or by or under the provisions of article XX of the constitution of the state of Colorado.
L. 21: p. 333, § 1. C.L. § 4178. CSA: C. 97, § 106. CRS 53: § 80-7-7. C.R.S. 1963: § 80-14-7. L. 86: Entire section amended, p. 508, § 2, effective March 26.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-108 - Penalty for violation

Any officer, agent, or employee of any municipality who orders, directs, compels, or requires any employee or other person in any such fire department, except one who may be at any time in command of the fire department, to be or remain on duty in such work or employment in any calendar month for a longer time than that provided for in section
8-13-107
except in cases of emergency commits a class 2 misdemeanor.
Amended by 2021 Ch. 462,§ 92, eff. 3/1/2022.
L. 21: p. 334, § 2. C.L. § 4179. CSA: C. 97, § 107. CRS 53: § 80-7-8. C.R.S. 1963: § 80-14-8.
Section 803(2) of chapter 462 (SB 21-271), Session Laws of Colorado 2021, provides that the act changing this section applies to offenses committed on or after March 1, 2022.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-109 - [Repealed]

L. 27: p. 288, § 1. CSA: C. 97, § 114. CRS 53: § 80-7-15. C.R.S. 1963: § 80-14-12. L. 2000: Entire section repealed, p. 161, § 1, effective March 17.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-110 - Overtime not mandatory

Nothing in this article shall be construed to mandate overtime for employees in and about cement manufacturing plants and plaster manufacturing plants unless otherwise negotiated by contract.
L. 27: p. 288, § 2. CSA: C. 97, § 115. CRS 53: § 80-7-16. C.R.S. 1963: § 80-14-13. L. 2000: Entire section amended, p. 161, § 2, effective March 17.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13 - EIGHT-HOUR DAY (§§ 8-13-101 — 8-13-111) › Section 8-13-111 - [Repealed]

L. 27: p. 289, § 3. CSA: C. 97, § 116. CRS 53: § 80-7-17. C.R.S. 1963: § 80-14-14. L. 2000: Entire section repealed, p. 161, § 3, effective March 17.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 1 - [Repealed] PARENTAL INVOLVEMENT (§ 8-13.3-101) › Section 8-13.3-101 - to 8-13.3-104 - [Repealed]

(1) This part 1 was added in 2009 and was not amended prior to its repeal in 2015.
(2) Section 8-13.3-104 provided for the repeal of this part 1, effective September 1, 2015. (See L. 2009, p. 1791.)
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 2 - FAMILY AND MEDICAL LEAVE ELIGIBILITY (§§ 8-13.3-201 — 8-13.3-205) › Section 8-13.3-201 - Short title

This part 2 shall be known and may be cited as the "Family Care Act".
Added by 2013 Ch. 157,§ 1, eff. 8/7/2013.
L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 508, §1, effective August 7.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 2 - FAMILY AND MEDICAL LEAVE ELIGIBILITY (§§ 8-13.3-201 — 8-13.3-205) › Section 8-13.3-202 - Definitions

As used in this part 2, unless the context otherwise requires:
(1)
"Civil union" has the same meaning as set forth in section
14-15-103 (1)
, C.R.S.
(2)
"Employee" means a person employed by an employer and who is eligible for FMLA leave.
(3)
"Employer" has the same meaning as set forth in the FMLA.
(4)
"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.
(5)
"FMLA leave" means leave from work and all benefits authorized by the FMLA.
Added by 2013 Ch. 157, § 1, eff. 8/7/2013.
L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 508, §1, effective August 7.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 2 - FAMILY AND MEDICAL LEAVE ELIGIBILITY (§§ 8-13.3-201 — 8-13.3-205) › Section 8-13.3-203 - Family and medical leave - state requirements

(1)
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:
(a)
Is the employee's partner in a civil union, as defined in section
14-15-103(5)
, C.R.S.; or
(b)
Is the employee's domestic partner and:
(I)
Has registered the domestic partnership with the municipality in which the person resides or with the state, if applicable; or
(II)
Is recognized by the employer as the employee's domestic partner.
(2)
(a)
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.
(b)
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.
(3)
FMLA leave taken by an employee pursuant to this section runs concurrently with leave taken under the FMLA, and this section does not:
(a)
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
(b)
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.
Added by 2013 Ch. 157,§ 1, eff. 8/7/2013.
L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 509, §1, effective August 7.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 2 - FAMILY AND MEDICAL LEAVE ELIGIBILITY (§§ 8-13.3-201 — 8-13.3-205) › Section 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.
Added by 2013 Ch. 157,§ 1, eff. 8/7/2013.
L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 509, §1, effective August 7.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 2 - FAMILY AND MEDICAL LEAVE ELIGIBILITY (§§ 8-13.3-201 — 8-13.3-205) › Section 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.
Added by 2013 Ch. 157,§ 1, eff. 8/7/2013.
L. 2013: Entire part added, (HB 13-1222), ch. 157, p. 510, §1, effective August 7.
(1) As of publication date, the revisor of statutes has not received the notice referred to in this section.
(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.
(b) 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.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 3 - FAMILY AND MEDICAL LEAVE IMPLEMENTATION (§§ 8-13.3-301 — 8-13.3-305) › Section 8-13.3-301 - Legislative declaration

(1)
The general assembly hereby finds and declares that:
(a)
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;
(b)
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.
(c)
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;
(d)
As specified in this part 3:
(I)
The timeline for the analysis and implementation of a statewide paid family and medical leave program is as follows:
(A)
By July 1, 2019, appointing authorities are required to make their appointments to the task force;
(B)
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;
(C)
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;
(D)
By December 1, 2019, an independent actuarial analysis must be completed and submitted to the task force;
(E)
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;
(II)
The timeline may also be assumed as follows:
(A)
By July 1, 2020, the family and medical leave program will be established;
(B)
By January 1, 2022, the public education and outreach campaign will begin;
(C)
By January 1, 2023, the family and medical leave program funding will begin; and
(D)
By January 1, 2024, the family and medical leave program will start paying benefits;
(e)
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.
Added by 2019 Ch. 352,§ 1, eff. 5/30/2019.
L. 2019: Entire part added, (SB 19-188), ch. 3246, p. 3246, § 1, effective May 30.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 3 - FAMILY AND MEDICAL LEAVE IMPLEMENTATION (§§ 8-13.3-301 — 8-13.3-305) › Section 8-13.3-302 - Definitions

As used in this part 3, unless the context otherwise requires:
(1)
"Department" means the department of labor and employment.
(2)
"Executive director" means the executive director of the department.
(3)
"Task force" means the family and medical leave implementation task force created in section
8-13.3-304(1)
.
Added by 2019 Ch. 352,§ 1, eff. 5/30/2019.
L. 2019: Entire part added, (SB 19-188), ch. 3248, p. 3248, § 1, effective May 30.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 3 - FAMILY AND MEDICAL LEAVE IMPLEMENTATION (§§ 8-13.3-301 — 8-13.3-305) › Section 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.
Added by 2019 Ch. 352,§ 1, eff. 5/30/2019.
L. 2019: Entire part added, (SB 19-188), ch. 3253, p. 3253, § 1, effective May 30.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 4 - HEALTHY FAMILIES AND WORKPLACES (§§ 8-13.3-401 — 8-13.3-418) › Section 8-13.3-401 - Short title

The short title of this part 4 is the "Healthy Families and Workplaces Act".
Added by 2020 Ch. 294,§ 1, eff. 7/14/2020.
L. 2020: Entire part added, (SB 20-205), ch. 1443, p. 1443, § 1, effective July 14.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 4 - HEALTHY FAMILIES AND WORKPLACES (§§ 8-13.3-401 — 8-13.3-418) › Section 8-13.3-406 - Paid sick leave related to COVID-19

(1)
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.
(2)
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".
Added by 2020 Ch. 294, § 1, eff. 7/14/2020.
L. 2020: Entire part added, (SB 20-205), ch. 1451, p. 1451, § 1, effective July 14.
2023 Colorado Revised Statutes › Title 8 - LABOR AND INDUSTRY (§§ 8-1-101 — 8-88-207) › LABOR I - DEPARTMENT OF LABOR AND EMPLOYMENT (§§ 8-1-101 — 8-20.5-401) › LABOR CONDITIONS (§§ 8-11-100.1 — 8-14.4-109) › Article 13.3 - FAMILY AND MEDICAL LEAVE (§§ 8-13.3-101 — 8-13.3-524) › Part 4 - HEALTHY FAMILIES AND WORKPLACES (§§ 8-13.3-401 — 8-13.3-418) › Section 8-13.3-407 - Employee rights protected - retaliation prohibited

(1)
An employee is entitled to:
(a)
Use paid sick leave consistent with this part 4;
(b)
File a complaint or inform any person about an employer's alleged violation of this part 4;
(c)
Cooperate with the division in its investigation of an alleged violation of this part 4; and
(d)
Inform any person of the person's potential rights under this part 4.
(2)
(a)
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.
(b)
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.
(3)
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.
(4)
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.
(5)
If an investigation of employer retaliation or interference with employee rights yields a determination that:
(a)
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;
(b)
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.
(6)
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.
Added by 2020 Ch. 294,§ 1, eff. 7/14/2020.
L. 2020: Entire part added, (SB 20-205), ch. 1451, p. 1451, § 1, effective July 14.