"ContractsCounsel puts on-demand legal services in the cloud. If your work involves manual labor (such as construction worker, factory attendant, cashier, etc) you are probably protected under overtime law. Break periods that average, over the workday, at least 10 minutes per four (4) hours worked; and, the nature and structure of its operations, including consideration of the special circumstances of public safety, Failed to request that leave at least a day before the date of the election, or, Three or more hours after the opening of polls or before the closing of polls where the voter does not have to be on the job. hour if work shift exceeds 5 consecutive hours. An employee's workweek is a fixed and regularly recurring period of 168 hours seven consecutive 24-hour periods. The law addresses deductions from wages, vacation, commissions, bonuses, final pay, pay periods and paydays, and pay statements. 15 minute break for 4-6 consecutive hours or a 30 minute break for more than 6 consecutive hours. For federally-defined exemptions and other regulations see FLSA: Overtime. An agency within the U.S. Department of Labor, 200 Constitution Ave NW The FLSA specifically covers certain jobs, and exempts others from overtime pay. 30 min meal breaks if the shift exceeds 5 consecutive working hours. State law determines whether or not there is any statute limiting the number of consecutive days an employee can be required to work. For those who receive tips, such as servers, the minimum wage is $9.54. Employees who are covered by Colorado Overtime and Minimum Pay Standards Order ("COMPS Order") #38may, in most circumstances, qualify for overtime pay. Paid time off in Colorado is a benefit that employers may offer. 1. If you have not received all the back wages and commissions due you, make a formal written demand to the company, with address where wages and commission may be forwarded. Overtime in Colorado is compensated at 1.5 times the regular rate. The following information only applies to non-exempt employees covered by COMPS Order #38 (most employees). See the Colorado Prevailing Wages, Davis-Bacon, and Related Acts, McNamara-OHara Service Contract Act (SCA), and Walsh-Healey Public Contracts Act (PCA) for more information about prevailing wages. A regular employee is one whose hours can be determined by a schedule. Youth Employment Opportunity Act, 8-12-101, et seq.,C.R.S. One term that remains of the Employment-Verification Law, is Division of Labor may ask for documentation and audits to confirm a businesses compliance with the federal Form I-9 employment-verification requirements. Wage and Hour Laws in Colorado | Current Colorado Labor Laws, CO Department of Labor and Employment Show-Up Time Pay, putting on or removing required work clothes or gear (but not a uniform worn outside work as well), receiving or sharing work-related information, remaining at the place of employment awaiting a decision on job assignment or when to begin work, performing clean-up or other duties off the clock. Unemployment benefits of state mediated cash payments; COBRA continuation of health insurance coverage. The workday is set by the employer and may accommodate flexible shift scheduling. Worker Adjustment & Retraining Notification, COMPS (Colorado Overtime & Minimum Pay Standards), Interpretive Notice & Formal Opinions (INFOs) & Other Published Guidance, Digital Literacy and Inclusion Initiative, Office of Education and Training Innovation, Retaliation, Discrimination, & Harassment, Employment Opportunity Act (Credit History), Workplace Accommodations for Nursing Mothers, Colorado Chance to Compete Act (Ban the Box), Demands, Complaints, Responses, & Settlements, Paid Sick Leave under the Colorado Healthy Families and Workplaces Act (HFWA), Colorado Health Emergency Leave with Pay ("Colorado HELP") Rules March 11 - July 14, 2020, Colorado Overtime & Minimum Pay Standards (COMPS), Agricultural Labor Rights and Responsibilities, Required Reporting by Supplemental Healthcare Staffing Agencies, Colorado Overtime and Minimum Pay Standards Order ("COMPS Order") #38. On-duty meal period counted as time worked and permitted when nature of work prevents relief from all duties. In some (but not all or even most) states there is a requirement that an employee must have one day out of every seven off. ", "ContractsCounsel suited my needs perfectly, and I really appreciate the work to get me a price that worked with my budget and the scope of work. Colorado employers no longer need to complete the Colorado Affirmation Form for new employees. You also must be able to work and available for work, and actively seek employment. Employers may also not threaten, harass, penalize, discharge, or interfere with an employee for attending jury duty. Employees shall be paid time and one-half of the regular rate of pay for any work in excess of:(1) forty hours per workweek,(2) twelve hours per workday, or(3) twelve consecutive hours without regard to the starting and ending time of the workday (excluding duty free meal periods),whichever calculation results in the greater payment of wages. 1 hour, if work period is longer than 5 consecutive hours, to begin after end of 2nd but before beginning of 6th consecutive hour worked, except when workday will be completed in 6 hours or less, meal period may be waived. Washington, DC 202101-866-4-US-WAGE1-866-487-9243, Administrator Interpretations, Opinion and Ruling Letters, Resources for State and Local Governments, Minimum Length of Meal Period Required under State Law for Adult Employees in Private Sector 1. 1/ The following 35 jurisdictions also have separate provisions requiring meal periods specifically for minors (when minors are covered by two provisions, employer must observe the higher standard): Alabama, Alaska, California, Colorado, Delaware, Florida, Hawaii, Illinois, Indiana, Iowa, Kentucky, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Nebraska, Nevada, New Hampshire, New Jersey, New York, North Carolina, North Dakota, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, Utah, Virginia, Washington, West Virginia, Wisconsin, Guam, and Puerto Rico. the employee is engaged in job responsibilities during that time, the employee is engaging in preparatory, informational, or other related tasks that are compensable under Colorado law, travel is in an employer-mandated transportation and, travel materially prolongs the employees commuting time, the employee is subjected to heightened physical risk compared to an ordinary commute. 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