Opinion ID: 801458
Heading Depth: 3
Heading Rank: 4

Heading: Colorado Off-Duty Conduct

Text: Colorado law also prohibits employers from terminating an employee “due to that employee’s engaging in any lawful activity off the premises of the employer during nonworking hours.” C.R.S. § 24-34-402.5(1). But dismissal due to one’s sexual orientation—even if Larson could prove that is what occurred—is not itself sufficient to state a claim under the statute. See Robert C. Ozer, P.C. v. Borquez, 940 P.2d 371, 375–76 (Colo. 1997) (finding that a claim must be based on specific conduct, not simply plaintiff’s sexual orientation). Like his CADA claims, Larson’s off-duty conduct claims are supported solely by a variety of stray comments and are not causally linked to the decision to furlough him. Accordingly, the district court properly granted summary judgment on this claim. -17-