Update Applicable to:
All employers that keep records of customers in the state of Colorado
On July 7, 2021, Colorado Governor Jared Polis signed the Colorado Privacy Act (CPA) into law, which broadens consumer privacy legislation.
On September 30, 2022, the Colorado Attorney General’s office published proposed Colorado Privacy Act (CPA) rules. The Draft Rules address how the CPA will be implemented when it takes effect on July 1, 2023.
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What are the details?
Due to the extreme length of the proposed draft rules, below are links to key points of the draft provided by one of our trusted sources:
- Sensitive Data Inferences
- Biometric Data
- Bona Fide Loyalty Programs
- Consumer Rights and Requests
- Opt-out Requests
- Authenticating Consumer Requests
- Universal Opt-out Mechanisms
- Controllers’ Obligations
- Data Protections assessments
The Attorney General’s Office also announced that it would hold three stakeholder meetings on November 10, 15, and 17, 2022, and a public hearing on February 1, 2023.
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For more information, please see the links below:
What do employers need to do?
Employers should review the information provided above and be on the lookout for any additional information regarding the outcome of the stakeholder meetings and public hearings. Vensure will continue to update once more news is received.
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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.