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Denver Wage & Hour Attorney

Some employers actively ignore  the Fair Labor Standars Act (FLSA) or the Colorado Wage Claim Act to take advantage of their employees.  The tactics vary, whether refusing to pay overtime  or  earned wages, but the bottom line is that employees get cheated out of the money they’re owed.  Employers are required to follow applicable federal and state employment laws, but some of them don’t because they hope that they won’t get caught, If you make a claim for wages under the FLSA  or the Colorado Wage Act, you can ensure that Colorado-based employers will be held accountable when they attempt to avoid complying with labor and employment laws.

Unpaid Overtime

Non-exempt employees must usually be paid overtime in an amount equal to one and a half times their base hourly rate for any hours worked over 40 in a week.  There are a few exeptions to this rule.  Under the FLSA, if an employer refuses to pay overtime they can be sued for unpaid compensation and penalties. Moreover, under the FLSA it is illegal for an employer to retaliate against an employee for invoking their legal rights.  The Colorado Wage Claim Act offers similar protections for Colorado based employees.

Typically if an employee makes a claim for unpaid overtime, the employer will argue that the job was exempt and therefore, ineligible for overtime compensation. This is a common defense tactic due to the wide array of exempt jobs, including executives, certain managers, professionals, outside sales, etc. The Department of Labor Wage and Hour Division (dol.gov.whd) website offers good information common exemptions.

Earned Wages for Former Employees

If the  employer fails or refuses to give you your final paycheck for wages earned  upon termination. Under the Colorado Wage Act, an employer must pay an employee all wages earned at the time of termination (or resignation). Additionally, final wages must be paid in a timely manner.  An employee’s earned wages are due and payable at the time of discharge, unless the employer’s accounting unit is not operational and unable to issue the employee’s paycheck at the time of discharge. However, the employer must pay the employee not later than six hours after the start of the employer’s accounting unit on the next scheduled workday.  If an employer fails to comply with these oblications, then they can be held liable for unpaid wages and various additional penalties, provided the employee first serves the employer a proper demand for unpaid wages.

Wrongful Termination

An at-will employment state, Colorado follows the legal doctrine that neither an employer or employee, absent of a contact, is require to give advance notice of resignation or termination. Additionally, neither an employer or an employee is required to state a reason for employment separation. Regardless o there are certain exceptions  to this doctrine, such as discrimination, retalitation, Family Medical Leave and contract

Discrimination

Termination due to discrimination, based on race, color, sex, age, religion, sexual orientation, national origin, disability, receipt of public assistance, or ancestry, is illegal. Both  the Colorado Anti-Discrimination Act (CADA) and federal anti-discrimination laws bar employers from discriminating against employees. If there is proof of discrimination, an employer can be held liable.

Harassment

Harassment is often experienced by specific protected classes of people. Protected classes include color, religion, sexual orientation, pregnancy, marital status, national origin, gender, race, disability, age, and receipt of public assistance. Forms of harassment include derogatory comments, expressions of prejudice, racial slurs, and verbal abuse.

The most common form of harassment is sexual harassment. This type of harassment consists of unwanted touching, unwanted exposure, unwelcome sexual advances, unwanted sexual discussion or conduct, and various other conduct of a sexual nature. Whether perpetrated or unacknowledged, sexual harassment is illegal under a variety of laws and an employer can be held liable for these behaviors.

Retaliation

It is illegal, under both CADA and federal anti-discrimination laws, for an employer to terminate an employee in retaliation for engaging in protective activity, such as participating in a discrimination or harassment investigation, whistle-blowing, or other protected activity. If an employer attempts to terminate an employee in retaliation they can be held liable under a variety of laws.

Breach of Contract

Some forms of employment begin with a contract. If a contract is signed at the beginning of employment it may include language that restricts at-will employment. If a contract states that an employer must employ a worker for a certain amount of time, they may only be able to terminate the worker  for cause. If there is proof of an oral or written contract, including pre-employment statements, an employer may be liable for any termination made without a valid reason.

Employee Handbook/Policies

An employer may have a handbook or manual that contains specific language defining how an employee can be terminated. Legally binding, an employee handbook or manual often lists a disciplinary procedure that must be followed before termination. Thoroughly reviewing an employer’s handbook or manual may prove wrongful termination.

Maternity or Family Medical Leave

Under the Family and Medical Leave Act (FMLA), a qualifying employee is entitled to 12 weeks of job-protected leave. Whether birth, adoption, or foster care, FMLA exists to protect and reinforce the importance of spending time with a new child. To qualify for leave under FMLA, an employee must have worked for their employer for more than 12 months, for at least 1,250 hours during the previous 12 months prior to leave, and their employer must have at least 50 employees.

Additionally, an employee who invokes the FMLA is entitled to the position, or a similar position, they held before taking the leave. FMLA protects employees against discrimination or retaliation for invoking their rights under the law. An employer cannot use a FMLA-qualified leave as a negative factor or cause for any employment determinations, termination, or layoff.

Colorado, along with the federal government, strives to protect employees from unlawful actions. Various federal and state laws explicitly prohibit certain employer behaviors. If you believe your employer is attempting to subvert law or violate your rights, contact us today for a case evaluation.