It stemmed from data showing that women and people of color often earn much less than their white or male colleagues even in the same roles. Dec'21- Dec'22: 104,700, 2023 Minimum Wage With the way that Colorado drafted the Equal Pay for Equal Work Act, they were on the forefront as it related to what is called the transparency part of the law, the posting requirements, Lennon said. See Colo. Rev. This article contains new, firsthand information uncovered by its reporter(s). Equal Pay Transparency Rules ("EPT Rules") 7 CCR 1103-13 Adopted on November 10, 2020, effective Jan. 1, 2021. . Proposed Nursing Home Disclosure Requirements Target Private Equity Companies and How to Make the Best Out of Your Employees Inventions Applicable Rules and Best Practices for Global Companies, Key Changes Are on the Horizon for Retirement Plans, McDermott IP Focus (Japan) 2023 - Life Sciences Session: Pharma Brands v. Generics: Developments Affecting the Balance Between Exclusivity and Market Entry, The Final CCPA Regulations: What You Need To Know. Recent FTC Enforcement Action Merits Cyber Insurance Coverage Review, Two Ways to Redefine & Achieve CRM Success. : Advanced Marketing Compels Trial on Arbitration in a TCPA Health Plans Gag Clause Attestations Due December 31, 2023. In 2017, the Icelandic government decided to add an amendment to the 2008 laws Act on Equal Status and Equal Rights of Women and Men (#10/2008). Now they must disclose the promotion to all workers. OverviewWith its recently enacted Equal Pay for Equal Work Act (the "Act"), Colorado is one of more than a dozen states taking action to protect employees against discrimination and ensure equal pay for equal work. On January 1, 2021, the Colorado Equal Pay for Equal Work Act became effective. Employers who have yet to review their personnel . New labor-related proposals have popped up just weeks into the new legislative session. . Equal Pay for Equal Work Act C.R.S. Now is the time to address equity in wages. Senate Bill 85, called the "Equal Pay For Equal Work Act," was signed by Polis on Wednesday. If you would ike to contact us via email please click here. INFO #9: Equal Pay for Equal Work Act, Part 2: Pay and Promotion Transparency(the Division's comprehensive guidance on applying and interpreting the Act), Equal Pay for Equal Work Fact Sheet - Short Fact Sheet. In May of 2019, Colorado Governor Jared Polis signed the Equal Pay for Equal Work Act into law. Though the Equal Pay Act is working well, with these additions, it will better serve workers and employers across the state, said Sen. Jessie Danielson, a Democrat from Wheat Ridge, who was one of the prime sponsors of the original wage transparency law. December 21, 2020. The pay gap is even wider for Black and Latina women; they earn 63.1 and 53.5 cents on the dollar that men earn. UCB 565 Other states left it up to job applicants to request salaries so the information was not widely known. Colorado was the first that made a big splash and got a lot of attention for requiring pay ranges and compensation information in job postings, were really leading the way, Myrland said. "Federal law requires that female and male employees receive equal pay for equal work, unless justified by a factor other than sex," said Joel Clark, senior trial attorney in the EEOC's Dallas District Office. The states Equal Pay for Equal Work law influenced new laws in other states. Five months after Colorado's new Equal Pay for Equal Work Act became effective, employers are still struggling with understanding this law and related guidance, and how to comply. The majority complied after a warning. All of those opportunities need to be posted. Dont even ask. We know that when salary ranges are available to applicants, that helps close gender wage gaps.. We have reviewed all of the detailed legal rules and guidance to develop a list of the top 12 things employers need to know about the Act. The Act was enacted to address pay disparities affecting women and minorities, and includes several provisions aimed at preventing wage discrimination, such as: Prohibiting employers from seeking prospective employees wage rate histories; Allowing employees subject to wage discrimination to file a civil action; and. The Colorado Anti-Discrimination Act and the newly enacted Equal Pay for Equal Work Act are steps in the right direction. FMLA Developments Regarding Telework and Retaliation Claims You Should Know About. The general description language was intended to clarify that a specific range or monetary value of bonus compensation and other benefits were not required. Colorado's Equal Pay for Equal Work Act Transparency Rules Survive Motion for Preliminary Injunction Challenging Their Constitutionality June 1, 2021 Click for PDF Colorado's Equal Pay for Equal Work Act (EPEW), as well as the accompanying Rules and guidance, took effect on January 1, 2021. While the Colorado Department of Labor and Employment has attempted to provide clarity around the job posting and pay transparency provisions in the Act adopting Equal Pay Transparency Rules, issuing its Statement of Basis, Purpose, Specific Statutory Authority, and Findings, and providing its Interpretive Notice and Formal Opinion #9 there remain some common compliance questions that are not easily uncovered in these documents. all cited laws are incorporated in the forms that are in effect as of the effective date of The letters started last July. Employers may already know who the position is intended for, may state that applications are open only to those with certain qualifications, and may screen or reject candidates based on qualifications. Salary history records will be maintained through HCM and central payroll records. But the so-called Equal Pay for Equal Work Act could be making it harder for Colorado residentsregardless of genderto find jobs. Failure to maintain these records creates a rebuttable presumption, in a lawsuit alleging wage discrimination based on sex, that the records not maintained contained information favorable to the employee's claim. The Act does not require pay ranges and does not dictate where an employee is paid in a range or how salaries are set relative to the external market. ** The status of Second Reading amendments may be subsequently affected by the adoption of an amendment to the Committee of the Whole Report. Interested in how the sausage is made? It stemmed from data showing that women and people of color often earn much less than their white or male colleagues even in the same roles. Fast Company reports on how the program will work. The law requires pay equity, which is equal pay (including benefits) for substantially similar . Whats Working: Prepare for some new costs of being employed in 2023 in Colorado. Passed in Colorado in 2019 but fully effective January 1, 2021, the Equal Pay for Equal Work Act prohibits all employers in the state, regardless of size, from discriminating based on sex and gender identity. >> Read, Grants for the transitioning coal industry: Theres $9.62 million available to local agencies and organizations helping to transition their communities to new jobs and industries as the state moves to cleaner energy than coal. This bill aims to clear some of those things up. Some of the provisions are: Boulder campus Human Resources, University Counsel, Data Analytics and campus Executive Leadership are leading the review, analysis, and implementation in this area. View the resource pages for the 2021-22 Equity Increases: Staff Equity Review & 2021-22 Equity Increases, Faculty Equity Review & 2021-22 Equity Increases, 2022-23 Staff Compensation Work in Progress. The new Colorado Equal Pay for Equal Work Act (EPEW) and Equal Pay Transparency (EPT) rules have been garnering a lot of attention in recent weeks. You. A. Jones suggests auditing their own wages. This is not part of Colorados Equal Pay for Equal Work Act. Specifically, the Equal Pay Act aims to "help close the pay gap in Colorado and ensure that employees with . She shares updates on Denvers basic-income program. As a news piece, this article cites verifiable, third-party sources which have all been thoroughly fact-checked and deemed credible by the Newsroom in accordance with the Civil Constitution. The Equal Pay Act (EPA) is a federal employment law that prohibits sex-based compensation discrimination and mandates that men and women in the same workplace doing substantially equal jobs be given equal pay. The median annual pay of full-time working women was only 80 cents for each dollar a man working full-time earned in 2016. 24-34-401 (2016). What jobs need to be posted now and what information is required to be included? The promotion announcement requirements do not apply to employeesentirelyoutside Colorado. Plus: Wage transparency violators fined, other labor bills and more. The law, formerly Senate Bill SB19-085, contains significant regulations regarding salary requirements, job postings, allowable interview questions, and other aspects of employment. The Colorado Sun is a journalist-owned, award-winning news outlet based in Denver that strives to cover all of Colorado so that our state our community can better understand itself. The final EPT Rules differ significantly from the proposed rules, particularly with respect to the compensation range disclosure requirements for jobs performed outside . But, the analysis found, these laws do not necessarily increase womens earnings. Colorado's Equal Pay for Equal Work Act (EPEWA) goes into effect January 1, 2021, and the Division of Labor Standards and Statistics within the Colorado Department of Labor and Employment issued proposed regulations on September 29, 2020, regarding equal pay transparency. When businesses provide workers with schedules 14 days in advance and provide at least 12 hours of rest time between shifts, its a win-win for employers and employees alike, Nina DiSalvo, policy director at Towards Justice, said in an email. National: 3.5%, Colorado Job Growth (SA) Proposed Nursing Home Disclosure Requirements Target Private Equity Regulation in the Post-FTX Environment: SECs Proposed Enhanced Can a Child Decide Whom They Want to Live With in Michigan? Colorado's Equal Pay for Equal Work Acts says any business that employs just one Coloradan -- even remotely -- must post job salary ranges. There are several components to Colorados Equal Pay Act. You need to have the pay and benefits information in there, Lennon said. With respect to jobs tied to a location outside of Colorado, the employer is not required to include the compensation for the position. Is this part of the Colorado Equal Pay for Equal Work Act? A. (Note: This summary applies to this bill as enacted.). And not having knowledge of the true top hurts women and people of color who havent been in the room before and prevents them from getting to pay equity in the first place, Jones said. If employees have questions or concerns about their salaries, what should they do? A promotional opportunity includes any promotion in compensation, benefits, status, duties, or access to further advancement. For research positions, substantially similar work may also include the responsibilities required by a specific grant or project. All forms of compensation are covered, including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel . The exceptions to the job postings requirements are (1)confidentiality from an incumbent employee being replaced, (2)automatic promotion after a trial period of up to a year, and (3)temporary/acting/interim hire for up to six months (employer must post if the position becomes permanent). It was just literally we had 67 internal jobs open. The Equal Pay Act of 1963, amending the Fair Labor Standards Act, protects against wage discrimination based on sex. Also read: COUNTERPOINT | 'Bad businesses need not hire here' In 2019, Colorado passed SB19-085 or the Equal Pay for Equal Work Act (EPEWA). sec. Providing for economic damages in the event of a violation, including liquidated damages. Supporters of Colorados pay-transparency law eye protections for workers blackballed by national employers, Whats Working: Colorado asks how much does that job pay? Colorados law really kicked off a conversation amongst employers, said Andrea Johnson, director of state policy and work initiatives at the National Womens Law Center. But theres still plenty of confusion. Join the fun and support good journalism. The Act also contains several broader obligations and prohibitions intended to increase pay transparency, including: Requiring employers to announce opportunities for promotion or advancement; Requiring employers to disclose hourly or salary compensation and benefits for each posting or job opening; and. Nonetheless, it has proven wildly successful in ensuring equal pay, regardless of sex, of $0.00 per hour for Colorado job seekers. Employers covered by the Colorado Equal Pay for Equal Work Act will have to post wage and benefit information for all covered promotional opportunities and job openingsincluding remote jobs . Colorado employers, public and private, should prepare to comply with the Equal Pay for Equal Work Act (EPEWA), which will become law on January 1, 2021. How do we know what salary to offer for a new hire or a promotion if we cant ask or use the finalists current salary information? Federal Communications Commission to Consider Rules and Proposals to Whats the Standard? Its just saying to employers, you know what youve budgeted for a position. The Equal Pay for Equal Work Act ("EPEWA") aims to "help close the pay gap in Colorado and ensure that employees with similar job duties are paid the same wage rate regardless of sex, or sex plus another protected status." CDLE Webinar: Equal Pay for Equal Work Act - July 13, 2021, 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, INFO #9: Equal Pay for Equal Work Act, Part 2: Pay and Promotion Transparency. And that equips job seekers with information going in instead of learning later on that a less-experienced colleague is making much more. Strictly Confidential? In Colorado, women earned 86 cents for every $1 earned by men, according to a 2018 analysis by the Institute for Womens Policy Research. On average, women in Colorado make 86 cents for every dollar earned by men. Retaliating against an applicant who fails to disclose their wage history. Draft the To Each Their Own: Agency Must Consider Experience of Each Partner in CMS Updates List of Telehealth Services for CY 2023, What You Need to Know About the New Tariffs on Imports from Russia. The act requires an employer to announce to all employees employment advancement opportunities and job openings and the pay range for the openings. Colorado Clarifies and Adopts Equal Pay Transparency Rules Colorado recently adopted final regulations under the Equal Pay for Equal Work Act. Effective Date: January 1, 2021; Some attornies call this the strictest of Equal Pay laws in the U.S. Impact on Job Descriptions. Labor Board Flip-Flops Again on Severance FRB Governor Bowman Speaks on Bank Regulation and Supervision. The act allows exceptions to the prohibition against a wage differential based on sex if the employer demonstrates that a wage differential is not based on wage rate history and is based upon one or more of the following factors, so long as the employer applies the factors reasonably and they account for the entire wage rate differential: The act requires an employer to announce to all employees employment advancement opportunities and job openings and the pay range for the openings. As a result, state and local . The Colorado Sun is a journalist-owned, award-winning news outlet based in Denver that strives to cover all of Colorado so that our state our community can better understand itself. The state labor department also hired a temp worker last year to investigate complaints against companies that had purposely excluded Colorado applicants. Here's what employers need to know. Committee meetings where the debates flow on proposed laws can be heard online. But they are trying to figure out how much the prospective worker will accept. Equal Pay Act Lawsuits on the Rise Over the past several years, a number of class action lawsuits have been filed by women who say they're getting paid less for performing the same work as their male counterparts - and these lawsuits show no sign of slowing down. Hiring managers should work closely with campus HR throughout the recruiting and hiring process. Does the Supreme Court have the stomach to tackle the super fun SECs Pay vs. The Act requires employers to include the hourly rate or salary compensation (or a range thereof) the employer is offering for the position. California Equal Pay Act (Labor Code section 1197.5) and Labor Code section 432.3 California Equal Pay Act: Frequently Asked Questions 1. However, the legislative history provides some guidance in this respect, as it appears that the Public Comment criticized the non-final version of these rules, noting the specific value of incentive compensation like commissions and bonuses are often unknown when a position is posted. Starting January 1, 2021, Colorado's Equal Pay for Equal Work Act (SB 19-085) will prohibit all employers from discriminating because of sex (including gender identity) alone or with another protected status by paying less for substantially similar work in terms of skill, effort and responsibility. The Colorado Department of Labor and Employment ("CDLE") has released new guidance on the Equal Pay for Equal Work Act ("EPEW"), taking a much harder line on Colorado employers whose remote job postings exclude Colorado applicants. Promotional opportunities may also include required qualifications and intended hire (, If an employer regularly (at least monthly) hires or automatically promotes employees, including in-line lateral promotions, into a specific position upon the completion of set requirements, an employer may issue a one-time static notice of the promotional opportunity (. The director is authorized to enforce actions against an employer concerning transparency in pay and employment opportunities, including fines of between $500 and $10,000 per violation. You are responsible for reading, understanding and agreeing to the National Law Review's (NLRs) and the National Law Forum LLC's Terms of Use and Privacy Policy before using the National Law Review website. The CDLE final rules require employers to provide a general description of any bonuses, commissions, or other forms of compensation offered for the job. 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