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December 2022: Colorado’s Public Health Emergency Leave Now Covers COVID-19 and Similar Respiratory Illness

07 Dec

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Update Applicable to:
All employers

What happened?
On November 11, 2022, Polis issued D 2022 044, Colorado COVID-19 and Other Respiratory Illnesses Disaster Recovery Order Amendment, which expands the previous public health order to cover not only COVID-19 but also RSV, influenza, and “other respiratory illnesses.”

What are the details?
Colorado’s Healthy Families and Workplaces Act (the HFWA) requires employers to provide up to two weeks of supplemental paid sick leave — often referred to as public health emergency leave (PHEL) — when a public health emergency is declared. This leave is awarded in addition to employees’ regular paid sick leave required by Colorado law. C.R.S. § 8-13.3-405. PHEL is provided per public health emergency and used for reasons specifically connected to the public health emergency.

In March 2020, Colorado Gov. Jared Polis declared a COVID-19 public health emergency, which has since been renewed multiple times and continues to remain in effect. On November 11, 2022, Polis issued D 2022 044, Colorado COVID-19 and Other Respiratory Illnesses Disaster Recovery Order Amendment. The order expanded the previous public health order to cover not only COVID-19 but also RSV, influenza, and “other respiratory illnesses.” Employees with these conditions will now be eligible for PHEL until February 2023.

According to guidance issued by the Colorado Department of Labor and Employment (CDLE), “a key impact of this expansion may be that coverage remains even if testing confirms someone has flu or RSV rather than COVID” because employees with respiratory symptoms, like those common for the flu or RSV, were likely already covered. Importantly, the CDLE clarified and confirmed that the order’s expansion does not provide employees an additional 80 hours of PHEL, “it just means they can use their 80 hours for a broader range of conditions.”

“Respiratory illness” is not defined, so it is not clear what conditions qualify. As a result, PHEL could potentially cover the leave needed for something as small as a chest cold. Employers cannot require employees to provide documentation to take PHEL or confirm the leave is for PHEL-related reasons. C.R.S. § 8-13.3-405. In addition, employers cannot require employees to use their regular sick leave hours before using PHEL time. 7 CCR 1103-7:3.5.1(D).

For more information, please see the links below:

D 2022 044

HFWA Guidance

Article

What do employers need to do?
Employers should review the links above and make a conscious effort to ensure that employees know they can access this leave. An excellent way to keep the workplace running smoothly is to encourage employees to prioritize their health by taking sick leave if needed. Employers should contact a Colorado employment lawyer if they have questions about calculating the leave required under the HFWA.

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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.

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