|Update Applicable to:
|All entities and persons who qualify as data brokers.
|See details below
The Colorado Department of Labor and Employment (CDLE) has released a guide on how it intends to enforce the Equal Pay Transparency Rules (EPTR) on the Equal Pay for Equal Work Act (EPEWA).
What are the details?
While not legally binding, it provides critical insight into how the agency plans to enforce the amended EPEWA and rules.
- Review the guide in order to become familiar with the details on enforcement and how to ensure compliance.
- Interpretive Notice & Formal Opinion (INFO) #9A.
- CDLE Interpretative Notice & Formal Opinions & Other Published Guidance
- Colorado Issues Official INFO Guidance on Pay Transparency Amendments (Ogletree, Deakins, Nash, Smoak & Stewart, P.C.)
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Colorado PEO services can help you navigate complex employment laws and keep your business compliant.
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.