Colorado Maternity and Pregnancy laws & HR compliance analysis

Colorado Maternity and Pregnancy: What you need to know

The Colorado Anti-Discrimination Act prohibits employment practices that discriminate on the basis of sex, including discrimination on the basis of pregnancy, childbirth, and related medical conditions (CO Rev. Stat. Sec. 24-34-402).
The Act covers all employers, regardless of size.
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As covered below, employers must also engage in an interactive process to assess potential reasonable accommodations for applicants and employees for conditions related to pregnancy and childbirth. Failure to do so will constitute a violation of the state Anti-Discrimination Act. (CO Rev. Stat. Ann. Sec. 24-34-402.3).
State law requires employers to engage in an interactive process to assess potential reasonable accommodations for applicants and employees for conditions related to pregnancy and childbirth (CO Rev. Stat. Ann. Sec. 24-34-402.3).
Forms of reasonable accommodation. Examples of reasonable accommodations include but are not limited to:
• More frequent or longer breaks;
• More frequent restroom, food, and water breaks;
• Obtaining or modifying equipment or seating;
• Temporary transfer to a less strenuous or hazardous position, if available (with return to the current position after pregnancy);
• Light duty, if available; job restructuring; limited lifting; or assistance with manual labor; or
• Modified work schedules.
The interactive process. The interactive accommodation process with the applicant or employee must be timely and be conducted in good faith to determine effective reasonable accommodations.
Efforts must be documented, and the employer may require the employee or applicant to provide a note from his or her doctor stating the need for reasonable ...

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