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Update 4-27-2020: this page has been updated to reflect April 27th amendments that expand coverage (1) to include retail establishments, real estate sales and leasing, offices and office work, elective health services, and various listed personal care services (beauty, spa, and others), (2) from four days’ full pay to two weeks (up to 80 hours) at ⅔ pay, (3) to include either flu-like or other respiratory illness symptoms, and (4) to include quarantine or isolation instructions from either a health care provider or an authorized government official.
Prior updates: added coverage for “food and beverage manufacturing” (4/3/20); added coverage for (A) “retail establishments that sell groceries” and (B) those “under instructions from a health care provider to quarantine or isolate due to a risk of having COVID-19” even if not being tested (3-26-20)
Información en español puede ser encontrada al final de la página web.
This page will be updated as events related to the State of Disaster Emergency declared by Governor Polis evolve.
For descriptions of the covered industries, see below on this page
For many decades, it has been “unlawful to employ workers in any occupation within this state under conditions of labor detrimental to their health or morals” (Colorado Revised Statutes (“C.R.S.”) 8-6-104), and Colorado has declared in law that “[t]he welfare of the state of Colorado demands that workers be protected from conditions of labor that have a pernicious effect on their health and morals, and it is therefore declared ... that inadequate wages and unsanitary conditions of labor exert such pernicious effect” (C.R.S. 8-6-101(1)).
In accord with those legislative mandates, the Division has a range of rulemaking and enforcement authority to protect against workplace health and safety threats, including but not limited to: C.R.S. 8-1-111 (authority “to enforce all provisions of law relating” to laws and orders “requiring … places of employment to be safe, and requiring the protection of the life, health, and safety of every employee”); C.R.S. 8-6-106 (authority to “determine … standards of conditions of labor and hours of employment not detrimental to health or morals for workers”); C.R.S 8-6-109(1) (authority to set minimum wage terms upon finding that “conditions of employment ... are detrimental to the health or morals … of workers”).
Further, the State of Disaster Emergency declared on March 10, 2020, by Colorado Governor Jared Polis, as the number of identified coronavirus COVID-19 cases in Colorado and in the United States increased:
(1) announced numerous measures to protect public health and safety, including directing that immediate rulemaking be initiated to provide employees in certain industries with paid sick leave for possible coronavirus cases and testing; and
(2) supported such action pursuant to executive authority statutes, including but not limited to C.R.S. 24-33.5-704(2) (“Under this part 7, the governor may issue executive orders, proclamations, and regulations and amend or rescind them. Executive orders, proclamations, and regulations have the force and effect of law.”); C.R.S. 24-33.5-704.5(1)(e) (“In the event of an emergency epidemic that has been declared a disaster emergency, the [expert emergency epidemic response] committee shall convene as rapidly and as often as necessary to advise the governor, who shall act by executive order, regarding reasonable and appropriate measures to reduce or prevent spread of the disease, agent, or toxin and to protect the public health.”); and C.R.S. 24-33.5-711.5(2) (“The conduct and management of the affairs and property of each hospital, physician, health insurer or managed health care organization, health care provider, public health worker, or emergency medical service provider shall be such that they will reasonably assist and not unreasonably detract from the ability of the state and the public to successfully control emergency epidemics that are declared a disaster emergency. Such persons and entities that in good faith comply completely with board of health rules regarding the emergency epidemic and with executive orders regarding the disaster emergency shall be immune from civil or criminal liability for any action taken to comply with the executive order or rule.”).
Following are descriptions of the HELP-covered industries, mostly based on the North American Industry Classification System (NAICS) definitions already in use to classify all employers. Those working in any covered industry are covered by the HELP Rules regardless of the type of work they do -- by way of example:
Arts, Entertainment, and Recreation: Establishments that operate facilities or provide services to meet varied cultural, entertainment, and recreational interests of their patrons. This sector comprises (1) establishments that are involved in producing, promoting, or participating in live performances, events, or exhibits intended for public viewing; (2) establishments that preserve and exhibit objects and sites of historical, cultural, or educational interest; and (3) establishments that operate facilities or provide services that enable patrons to participate in recreational activities or pursue amusement, hobby, and leisure-time interests. Examples:
Accommodations, including the following establishments who provide lodging or short-term accommodations:
Assisted Living Facilities for the Elderly: establishments primarily engaged in providing residential and personal care services (i.e., without on-site nursing care facilities) for: (1) the elderly or other persons who are unable to fully care for themselves and/or (2) the elderly or other persons who do not desire to live independently. The care typically includes room, board, supervision, and assistance in daily living, such as housekeeping services. Examples:
A discreción del Gobernador de Colorado Jared Polis, CDLE público algunas reglas temporales empezando el 11 de marzo, 2020 que requieren que empleadores en ciertas industrias proporcionen a sus empleados pago por ausencias laborales debido a enfermedad a empleados con síntomas de la gripe y quienes están siendo evaluados por el coronavirus COVID-19.Las reglas temporales fueron actualizadas el 26 de marzo del 2020 para incluir la cobertura para (A) “tiendas al por menor que venden comestibles” y (B) esos quienes están “bajo instrucciones de un proveedor de cuidado de la salud de ponerse en cuarentena o aislarse debido al riesgo de padecer del COVID-19” sin tener que haber sido examinados.
Los únicos empleados con el derecho a recibir pago por ausencias laborales debido a enfermedad son esos empleados con síntomas parecidos a la gripe que están ausentes del trabajo porque están siendo evaluados de coronavirus COVID-19, o quienes faltaron al trabajo bajo instrucciones de un proveedor de cuidado de la salud de ponerse en cuarentena o aislarse debido al riesgo de padecer del COVID-19. El empleado también debe trabajar en las siguientes industrias o sectores laborales:
Si una subparte del negocio cae bajo una de las industrias detalladas arriba, el empleado trabajando en esta subparte debe recibir pago por ausencias laborales debido a enfermedad bajo estas reglas. Todo tipo de empleados están cubiertos, sin importar si son empleados de tiempo completo o de medio tiempo. El único tiempo que necesita ser compensado es ese tiempo perdido mientras se completa la evaluación o para ponerse en cuarentena o aislarse debido al riesgo de padecer del COVID-19, hasta 4 días de trabajo.
Por más información o si tiene preguntas, puede llamar a nuestra línea de español, (303) 318-8981.