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Colorado Jury Duty/ Court Appearance: What you need to know

Jury duty. An employer may not discharge, threaten, or otherwise discriminate against an employee because he or she is called to serve as a juror. In addition, employers may not interfere with an employee's performance of jury duty. Employers who violate this provision are subject to damages and injunctive relief. Those who willfully violate the law may be ordered to pay treble damages and attorney's fees and may face criminal prosecution (CO Rev. Stat. Sec. 13-71-134).
Court appearance. An employer may not discharge or discipline a victim or employee who is a member of a victim's immediate family for honoring a subpoena to testify in a criminal proceeding or for participating in the preparation of a criminal proceeding (CO Rev. Stat. Sec. 24-4.1-303(8)).
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Private employers. An employer must pay a regularly employed worker his or her regular wages, up to $50 a day, for the first 3 days of service on a trial or grand jury. However, employers may pay their employees more. A court may excuse an employer from paying these wages if it would cause financial hardship (CO Rev. Stat. Sec. 13-71-126, Sec. 13-71-127).
If an employer fails to pay the employee after 30 days, the employee may file a civil action and be awarded treble damages and attorney's fees upon a finding of willful misconduct by the employer. An employer who was not excused under the financial hardship provision will not be able to claim financial hardship as a defense to the civil action (CO Rev. Stat. Sec. 13-71-133
State employers. Under state Personnel Department rules, a permanent state employee must be given paid time off for jury duty. Temporary employees may be granted up to 3 days of paid jury duty leave. Employees may keep any jury ...

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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