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Japan is a constitutional monarchy, with a parliamentary system of government based on the separation of powers. The Emperor is the symbol

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The Colorado Healthy Families and Workplaces Act (HFWA) requires Colorado employers to provide two types of paid sick leave to their employees: public health emergency (PHE) leave and accrued leave. The following points apply to both PHE and accrued leave.

(Update: end of PHE on May 11, 2023) PHE Leave is in Effect Until June 8, 2023, four weeks after COVID-19 Public Health Emergencies ended.

On May 11, 2023, the federal Dept. of Health and Human Services’ COVID-19 PHE expired, following the expiration of Colorado’s COVID-19 Disaster Recovery Order on April 27, 2023.  But HFWA PHE leave continues until four weeks after all applicable PHE declarations end or are suspended.  With all applicable PHEs ending as of May 11, 2023, Colorado employees with remaining COVID-related PHE leave may still take PHE leave through June 8, 2023.

In addition to “accrued paid sick leave” (addressed below), all Colorado employers, regardless of size or industry, must provide employees with public health emergency (“PHE”) leave (two weeks — 80 hours, or less for part-time employees). Colorado’s 80-hour PHE leave continues until four weeks after the end of all applicable federal, state, and local public health emergencies.

PHE leave is usable for a range of PHE-related needs, not just for confirmed cases. PHE-related needs include:

Employers cannot require documentation from employees to show that leave is for PHE-related needs.

Employers are also required to provide one hour of paid leave per 30 hours worked, up to 48 hours per year. This requirement took effect January 1, 2021, and is permanently in effect, not just during the COVID emergency.

Accrued leave is usable for a wide range of health and safety needs, not just COVID-related: Needs include:

Starting January 1, 2022, small and large employers alike have the same accrued leave responsibilities. In 2021, employers with 15 or fewer employees had to provide emergency leave, but were exempt from accrued leave until the end of 2021.

Employers can require documentation for accrued paid sick leave (not for COVID-related public health emergency (PHE) leave), but only for absences of four or more consecutive days — and employees can provide the documentation after the leave ends.

Paid leave in a PTO policy, or a Collective Bargaining Agreement, can satisfy HFWA, if it covers all the same conditions or needs, at the same pay rate, and with no tougher requirements (documentation, notice, etc.) than HFWA (see Colorado Wage Protection Rules, specifically Rules 3.5.4 and 3.5.8).

For more detailed information please see the “References” section below.

Business and COVID: Where do we go from here? (3/10/22)

CDLE Webinar: DLSS Paid Sick Leave (2/25/21)

The Expanded and Improved Medicare for All Act, also known as Medicare for All or United States National Health Care Act, is a bill first introduced in the United States House of Representatives by Representative John Conyers in 2003, with 38 co-sponsors.

Setting out to increase your talents and abilities in multiple disciplines is an In fact, it's far easier to become talented in multiple areas than you may expect. Every artist has a unique touch; try out several different styles to see which suits

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