Many Colorado employers will need to immediately provide paid sick leave to certain workers as a response to the COVID-19 coronavirus outbreak.
As part of Gov. Jared Polis's March 10 State of Disaster Emergency declaration, the Colorado Department of Labor and Employment was instructed to issue emergency regulations requiring paid and unpaid sick leave for certain industries.
On March 11, the agency released an emergency rule governing paid sick leave for certain industries. The rule temporarily requires employers in these industries to provide four days of paid sick leave to employees with flu-like symptoms who are being tested for the COVID-19 coronavirus.
Which Employers Are Affected?
Employers in the following sectors are affected by this new rule:
- Leisure and hospitality.
- Food services.
- Childcare.
- Education, including transportation, food service and related work with educational establishments.
- Home health, if working with elderly, disabled ill or otherwise high-risk individuals.
- Nursing homes.
- Community living facilities.
What Are the Requirements?
Based on this temporary rule, employers must immediately provide up to four days of paid sick leave for an employee with flu-like symptoms who is being tested for COVID-19. If an employer already provides at least four days of sick pay, the employer does not have to provide more. However, if an employee has exhausted their sick leave, and then has flu-like symptoms and is being tested for COVID-19, they are entitled to the four days of paid sick leave.
Employers must pay these workers at their regular rate and for their regularly worked hours. If an employee's rate of pay or hours worked varies, employers must pay them their average daily pay for the preceding month.
The rule requests that employers and employees comply with the procedures of the federal Family and Medical Leave Act in pursuing leave. However, no employee can be terminated if they are unable to provide documentation during an illness that is due to the coronavirus.
This rule will remain in effect for 30 days or longer if the state of emergency continues.
What Should Colorado Employers Do?
Employers in these covered industries should consider drafting policies now to cover this emergency rule. Considerations for your policy include:
- Providing four days of paid sick leave to affected employees.
- Determining how to handle any unpaid leave based on a positive test.
- Requiring a doctor's release prior to returning to work after a positive test.
- Emphasizing that the sick leave will only be provided as long as Colorado remains in the state of emergency.
- Stating that the sick pay does not constitute wages and will not be paid out at termination if unused.
Kristin White is an attorney with Fisher Phillips in Denver. © 2020 Fisher Phillips. All rights reserved. Reposted with permission.
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.