Managing a workforce requires you to understand and comply with state and federal employment laws. As legislation evolves, so must your business practices.
It’s natural to expect regular, on-time, attendance and maximum productivity in exchange for a paycheck. Your employees deserve time off as well, and now is the time to prepare for what’s soon to come.
Paid days off the clock
Regardless of an employee’s dedication and work ethic, everyone needs a chance to recharge. Workers should have regular rest breaks during scheduled shifts, for example.
Paid vacation and holiday time are not mandated in Colorado, though you might choose to include such benefits in your business policies. However, employees have the right to accrue one hour of paid sick leave for every 30 hours they work.
Changes for the new year
In accordance with federal law, Colorado’s Family and Medical Leave Act (FMLA) has historically allowed eligible employees to take up to 12 weeks of unpaid leave within a year’s time for events which include:
- Serious health conditions
- The birth of a child
- Leave for a military deployment
- Placement of a fostered or adopted child
- Caring for a military spouse injured in the line of duty
Stipulations included the continuance of health insurance benefits throughout an approved leave and that you provided employees the same or equivalent position upon their return to work.
However, the new year began setting the stage for paid family and medical leave (PFML) beginning in 2024.
Funding revised benefit packages
The passing of Proposition 118 will allow up to 12 weeks of paid leave for the matters listed above. Qualifying events for PFML will also include situations that involve sexual assault, domestic violence or stalking, while complications related to pregnancy or childbirth can increase leave by four weeks.
The state’s revised employment laws vary based on the size of your employ and enable you to maintain some control over how your business funds this system. Be sure to adjust payroll taxes accordingly throughout 2023 to comply with legislative changes and fund required benefits.