Total Articles: 10
Fisher Phillips • June 18, 2018
On May 29, 2018, Governor Hickenlooper signed HB—1128 into law. Importantly, the Bill amends the State’s data breach notification law to require that affected Colorado residents be notified within 30 days of a data breach, and specifies the information that must be included in the data breach notice. The new law, which takes effect September 1, 2018, applies to “covered entities,” (if your business maintains, owns, or licenses information of Colorado residents, regardless of where the business or data is based, it is a “covered entity”), also sets forth certain data security requirements and adds requirements regarding the disposal of personal identifying information.
Ogletree Deakins • June 04, 2018
On June 4, 2018, the Supreme Court of the United States settled a controversy stemming from a bakery’s refusal to make a cake for a same-sex couple’s wedding reception. Justice Kennedy, writing for the majority, ruled that the Colorado Civil Rights Commission violated the Free Exercise Clause of the First Amendment by failing to consider the case with religious neutrality. Masterpiece Cakeshop, Ltd. v. Colorado Civil Rights Commission, No. 16-111, Supreme Court of the United States (June 4, 2018).
Jackson Lewis P.C. • June 03, 2018
Back in January, Colorado lawmakers on both sides of the aisle introduced a groundbreaking new bill requiring “reasonable security procedures and practices” for protecting personal identifying information, limiting the time frame to notify affected Colorado residents and the Attorney General of a data breach, and imposing data disposal rules, HB 1128. Now, Colorado Governor John Hickenlooper has signed the bill into law, marking Colorado as a leader in data protection. The new law will take effect September 1, 2018, and has significant implications for certain private and public sector entities in Colorado.
Fisher Phillips • May 03, 2018
The Colorado Court of Appeals recently held that the Colorado Wage Claim Act does not categorically bar individual liability for unpaid wages, rejecting arguments that a 2003 Colorado Supreme Court decision precluded any and all such claims. In other words, managers may now be personally on the hook for unpaid wage claims brought by current or former employees. The decision highlights the need for employers to create best practices to ensure the state’s wage and hour laws are followed, and should spur managers to take a specific interest in confirming compliance at their workplaces (Paradine v. Goei).
Littler Mendelson, P.C. • April 09, 2018
In 1982, the first compact discs were introduced, the Weather Channel debuted, the first artificial heart was successfully implanted in a human patient, and Colorado first enacted its statute governing covenants not to compete, section 8-2-113, C.R.S. Since then, to say that business and technology have changed a great deal would be a massive understatement. But not once since 1982 has Colorado amended section 8-2-113. Not until Governor John Hickenlooper signed Senate Bill 18-082 on April 2, 2018.
Ogletree Deakins • March 18, 2018
On March 5, 2018, the Colorado Supreme Court addressed a longstanding question regarding the statute of limitations applicable to claims brought under the Colorado Wage Claim Act (CWCA) by holding the Act’s statute of limitations reaches back only as far as three years preceding an employee’s termination of employment. The case, Hernandez v. Ray Domenico Farms, No. 17SA77, made its way to the supreme court when U.S. District Court Judge William Martinez sua sponte asked the supreme court to clarify two potentially conflicting sections in the CWCA: one establishing a statute of limitations for unpaid wage claims and another declaring all unpaid wages are due upon termination.
Littler Mendelson, P.C. • March 15, 2018
The Colorado Supreme Court recently clarified the applicable statute of limitations for wage claims in the State of Colorado.1 In Hernandez v. Ray Domenico Farms, Inc., No. No. 17SA77, 2018 WL 1146468 (Colo. Mar. 5, 2018) (“Hernandez”), the court held that claims under Colorado’s Wage Claim Act (the “Wage Act”) must be brought within two or three years of when the wages first become due and payable, overruling several decisions that held terminated employees could make a claim for any unpaid wages earned during the entire course of their employment.
Jackson Lewis P.C. • March 08, 2018
Under the Colorado Wage Claim Act (CWCA), a terminated employee’s right to seek unpaid wages or compensation at termination is subject to the two- or three-year statute of limitations found in the CWCA, the Colorado Supreme Court has held. Hernandez v. Domenico Farms, Inc., 2018 CO 15 (Mar. 5, 2018).
Ogletree Deakins • May 16, 2017
In a recent ruling, the Tenth Circuit Court of Appeals affirmed a district court’s order granting summary judgment in which the district court held that an employee may be exempt from overtime under Colorado’s motor carrier exemption even when the employee does not actually travel out of state. Combs v. Jaguar Energy Services, LLC, No. 16-1250 (March 31, 2017).
Ogletree Deakins • April 20, 2017
On April 13, 2017, Governor Hickenlooper signed the Wage Theft Transparency Act into law, which is effective immediately. The Act makes “wage theft” violations in Colorado, including nonpayment of wages or overtime compensation, public record and subject to records requests under the Colorado Open Records Act.