Colorado Free Printable Equal Opportunity Law Posters Colorado Anti-Discrimination Poster Required

The Colorado Anti-Discrimination is an equal opportunity law poster by the Colorado Department Of Labor and Employment. This is a mandatory posting for all employers in Colorado, and businesses who fail to comply may be subject to fines or sanctions.

This bilingual poster must be posted in a conspicuous place where all English or Spanish speaking employees will see it. The poster describes how to deal with discrimination in the workplace and how the law deals with employers who discriminate against employees.


CO All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Colorado and Federal poster requirements by clicking here .

It appears you don't have a PDF plugin for this browser. Please see the link below to download colorado-august-5-2016-anti-discrimination-poster-english-spanish.pdf.

8/5/2016  
 Aubrey Elenis, Colorado Civil Rights Division, 
Division Director  
Joe Neguse, Department of Regulatory Agencies, 
Executive Director  
John Hickenlooper, Governor   
This Establishment Complies with the Colorado Anti-Discrimination Laws   
Discrimination based on the following factors is illegal in the areas of:   
►     Employment 
Race, color, religion, creed, national origin, ancestry, sex, pregnancy, age, sexual  orientation 
(incl. transgender status), physical or mental disability, marriage to a co-worker and retaliation for 
engaging in protected  activity (opposing a discriminatory  practice or participating in an 
employment discrimination proceeding) 
►       Housing 
Race, color, religion, creed, national origin, ancestry, sex, sexual orientation (incl. transgender 
status), physical or mental disability, marital status, families with children under the age of 18, 
and retaliation for engaging in protected activity (opposing a discriminatory practice or 
participating in a housing discrimination proceeding) 
►       Public Accommodation 
Race, color, religion, creed, national origin, ancestry, sex, physical or mental disability, sexual 
orientation (incl. transgender status), marital status, and retaliation for engaging in  protected 
activity (opposing a discriminatory  practice or participating in a public accommodations 
discrimination proceeding) 
 
REGULATIONS PROMULGATED BY THE COLORADO CIVIL RIGHTS COMMISSION 
 
Rule 20.1 – Anti-Discrimination Notices in Employment and Places of Public Accommodation. E very employer, 
employment agency, labor organization, and place of public accommodation shall post and maintain at its establishment a 
notice that summarizes the discriminatory or unfair practices prohibited by the Law in employment and places of public 
accommodation.  The Division shall make a notice available for printing on its website or provide a copy upon request. 
 
(A) With   respect   to   employers   and   employment   agencies,   such   notices   must   be   posted   conspicuously   in 
easily accessible and well-lit places customarily  frequented by employees and applicants for employment, and at or 
near each location where services of employees are performed. 
 
(B) With respect to labor organizations, such notices must be posted conspicuously in easily accessible and well - 
lit places customarily frequented by members and applicants for membership. 
 
(C)         With respect  to  places of  public accommodation, such notices must be posted conspicuously in easily accessible 
and well-lit places customarily frequented by people seeking services, purchases, facilities, privileges, advantages or 
accommodations offered to the general public. 
 
Rule 20.2 – Anti-Discrimination Notices in Housing. 
Every real estate broker or agent, home builder, home mortgage lender, and all other persons who transfer, rent, or finance 
real estate, shall post and maintain in all places where real estate transfers,  rentals and loans are executed,  a notice that 
summarizes  the discriminatory or unfair practices prohibited by the Law in housing. The Division shall make a notice 
available for printing on its website or provide a copy upon request. The notices shall be posted and maintained  in 
conspicuous, well-lit, and easily accessible places ordinarily frequented by prospective buyers, renters, borrowers, and the 
general public. 
 
Rule   20.3   –  Photographs  of  Applicants  for  Employment.   N o   em pl oy er ,   e m pl oy m ent   agenc y ,   or   l abor 
or gani z at i on s hal l s ugges t or r equi r e t hat appl i c ant s s ubm i t t hei r phot ogr aphs pr i or t o t hei r em pl oy m e nt or 
pl ac em ent , unl es s t he r eq ui r em ent i s bas ed upon a B ona F i de O c c upat i onal Q ual i f i c at i on ( B F O Q ) . 
 
Rule 20.4 – Discriminatory Signage in Places of Public Accommodation. No person shall post or permit to be posted in 
any place of public accommodation any sign which states or implies the following: 
 
WE RESERVE THE RIGHT TO REFUSE SERVICE TO ANYONE 
 
Rule 20.5 - Preservation of Records (A) Retention of Records During Processing of Charge. Whenever a charge of 
discrimination is filed with the Division, all parties shall maintain all relevant records, in their custody, control, or  
possession until final disposition.  Relevant records include, but are not limited to, the following:  personnel or employment 
records of a Charging Party and  o f  a ll employees holding similar positions; applications or test papers and assessments 
of all candidates for the positions sought by the Charging Party; payroll records; handbooks; registration records; offers; leases; 
contracts; tenant files; rental applications; loan and purchase files; advertisements; data regarding protected classes; disability- 
related and medical records; policies and procedures; notices; phone records; bank and accounting records; photographs; 
videos; correspondence; emails; electronic records; and other business or institutional records relevant to the allegations of the 
charge. Final disposition of the charge or complaint occurs when the statutory time periods for all appeals have expired. 
(B) Rebuttable Presumption.  The failure to comply with this regulation shall create a rebuttable presumption that the records 
contained information adverse to the interests of the non-compliant party.   
www.dora.colorado.gov/crd 
1560 Broadway, Suite 1050, Denver, CO 80202, Phone: 303.894.2997, Fax: 303.894.7830, Toll Free: 
800.262.4845, V/TDD 711

8/5/2016  
Aubrey Elenis, división de derechos civiles, 
director 
 
Joe Neguse, departmento de las agencias reguladoras, 
director ejecutivo  
John Hickenlooper, gobernador 
  
Este Establecimiento Cumple con las Leyes que Prohíben Discriminación 
en el Estado de Colorado 
Discriminación basada en las siguientes categorías es ilegal en las áreas de: 
► Empleo 
Raza, color, religión, credo o creencia, nacionalidad, ascendientes (antepasados), sexo, 
embarazo, edad, orientación sexual (incluyiendo los quien se clasifican como transgenero), 
discapacidad física o mental, matrimonio con  un compañero de trabajo, y represalias por 
participar en una actividad protegida (oposición a practicas discriminatorias o participación en 
procedimientos de discriminación en el empleo) 
► Vivienda 
Raza, color, religión, credo o creencia, nacionalidad, ascendientes (antepasados), sexo, 
orientación sexual (incluyiendo los quien se clasifican como transgenero), discapacidad física o 
mental, estado civil, familias con menores de  18 años, y represalias  por participar en una 
actividad  protegida (oposición  a  practicas discriminatorias o  participación  en  procedimientos de 
discriminación en la vivienda) 
► Servicios al Público 
Raza, color, religión, credo o creencia, nacionalidad, ascendientes (antepasados), sexo, 
discapacidad física o mental, orientación sexual (incluyiendo los quien se clasifican como 
transgenero), estado civil, y represalias por participar en una actividad protegida (oposición a 
prácticas discriminatorias o  participación  en procedimientos de  discriminación  en lugares donde 
se proveen bienes, productos o servicios al público). 
 
REGULACIONES PUBLICADAS POR LA COMISIÓN DE DERECHOS CIVILES DE COLORADO 
Regla 20.1 - Todo patrón, agencia de empleo, organización laboral (sindicato), lugar donde se proveen bienes, productos o servicios al público, debe 
colocar ymantener en su establecimiento un aviso que resume las prácticas discriminatorias o injustas prohibidas por la Ley en empleo y sitios 
abiertos al público. La División pondrá un aviso para imprimir a disposición en su sitio Web o proveerá una copia si así lo solicitan. (A)   Con respecto a patrones y agencias de empleo, tales avisos deben colocarse en lugares visibles, bien iluminados y de fácil acceso, frecuentadoshabitualmente por los empleados y solicitantes de un trabajo y en o cerca del lugar donde los empleados prestan sus s 
ervicios. (B)  Con respecto a organizaciones laborales, tales avisos deben colocarse en lugares visibles, bien iluminados y de fácil acceso, frecue 
ntados habitualmentepor sus miembros y solicitantes de membresía a la organización. (C)   Con respecto a los lugares abiertos al público, tales avisos deben de ser colocados en lugares visibles, bien iluminados y de fácil acceso frecuentadoshabitualmente por perso nas que buscan un servicio, bien o producto, entretenimiento, recreación u otro servicio ofrecido al público en general. 
 Regla 20.2 - Cada agente de bienes raíces, constructores, agentes de préstamos hipotecarios y toda persona que transfiera, rente, o financie bienes raíces d eberáobtener uno o más de los avisos que resume las prácticas discriminatorias o injustas prohibidas por la Ley en lugares de vivienda y los colocara en todos loslugares donde se realizan transferencias de bienes raíces, préstamos, y rentas. . La División pondrá un 
aviso para imprimir a disposición en su sitio Web o proveerá una copia si así lo solicitan. Los avisos deberán colocarse en lugares visibles, bien iluminados y de fácil acceso, frecuentados habitualmente por probables compradores, rentistas, solicitantes de préstamos y al público en general. 
 Regla 20.3 – Ningún patrón, agencia de empleo, u organización laboral deberá sugerir o pedir a los solicitantes que entreguen fotografías antes de obtener el empleo,a menos que este requisito sea basado en una cualificación 
ocupacional de buena fe (bona fide occupational qualification) 
 Regla 20.4 - Ninguna persona deberá colocar o permitir que se coloque en ningún lugar donde se proveen bienes, productos o servicios al público una nota oaviso que declare o implique lo siguiente: 
 NOS RESERVAMOS EL DERECHO DE RECHAZAR SERVICIO A CUALQUIERAWE RESERVE THE RIGHT TO REFUSE SERVICE TO ANYONE 
 Tal aviso implica que los patrones podrán basarse en una serie de factores discriminatorios 
ilegales. 
 Regla 20.5 - Conservación de Documentos (A) Retención de documentos durante la investigación de una queja de discriminación. En situaciones donde una queja de discriminación es presentada con la División, todos los partidos mantendrán todos los archivos relevantes en su custodia, o posesión hasta la disposición final. Documentos relevantes incluyen, pero no están limitados a, lo siguiente: el expediente personal de la parte acusadora y de todoempleado que mantenga una situación similar a la de la parte acusadora, así como  solicitudes, exámenes escritos de los candidatos a un puesto, registros de inscripción, ofertas, arrendamientos, contratos, correspondencia, archivos del negocio, etc. La decisión final de la queja ocurre cuando el tiem po establecido por la leypara todas las apelaciones ha expirado. (B) Presunción Rebatible La falta de cumplimiento con estas regulaciones creará una presunción rebatible de que los documentos o archivos contienen información contraria a los intereses dela parte incumplidora. 
 
www.dora.colorado.gov/crd 
1560 Broadway, Suite 1050, Denver, CO 80202, Phone: 303.894.2997, Fax: 303.894.7830, Toll Free: 
800.262.4845, V/TDD 711

Other Colorado Labor Law Posters 5 PDFS

There are an additional six optional and mandatory Colorado labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.

Poster Name Poster Type
Mandatory Colorado Employment Security Act Unemployment Law
Mandatory Minimum Wage Order Poster Minimum Wage Law
Mandatory Notice of Pregnancy Accommodations Equal Opportunity Law
Mandatory Colorado Anti-Discrimination Equal Opportunity Law
Mandatory Notice to Employer of Injury Workers Compensation Law

View all 7 Colorado labor law posters


Get a 2018 Colorado all-in-one labor law poster

Instead of printing out pages of mandatory Colorado and Federal labor law posters, you can purchase a professional, laminated all-in-one labor law poster that guarantees compliance with all Colorado and federal posting requirements. Fully updated for 2018!

Get 2018 All-In-One Poster Now

Poster Sources:

Disclaimer:

While we do our best to keep our list of Colorado labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.

** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/colorado/54-colorado-anti-discrimination-poster.htm