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Colorado Government Contractors: What you need to know

Colorado law states that any public works project financed in whole or in part by funds of the state, counties, school districts, or municipalities must use Colorado labor for at least 80 percent of the work. “Colorado labor” means any person who is a resident of the state of Colorado at the time of the public works project, without discrimination as to race, color, creed, sex, age, or religion, except when sex or age is a bona fide occupational qualification (BFOQ).
All public works contracts financed in part or in whole by public funds must contain a provision to this effect. If a violation is found, for the first, second, or third violation contractors may be fined $5,000, $10,000, or $25,000, respectively, or an amount equal to 1 percent of the cost of the contract, whichever is less. Contractors may also be debarred after three violations (CO Rev. Stat. Sec. 8-17-104et seq.).
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The Colorado Anti-discrimination Act prohibits discrimination or harassment in employment on the basis of disability, race, creed, color, sex, sexual orientation, religion, age, national origin, or ancestry. This law applies to all employers, regardless of size (CO Rev. Stat. Sec. 24-34-401et seq.).
State agencies are prohibited from entering into agreements with contractors who knowingly employ illegal immigrants. State law requires a prospective contractor to certify that, at the time of the certification, it does not knowingly employ or contract with an illegal alien and that the contractor has participated in E-Verify, the Employment Verification Program run by the U.S. Citizenship and Immigration Services, to confirm the employment eligibility of all newly hired ...

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

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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