Colorado Minimum Wage Order Poster Poster Required

COLORADO MINIMUM WAGE ORDER 34 POSTER 
COLORAD
O DEPARTMENT OF LABOR AND E MPLOYMENT 
DIVISION OF LABOR STANDARDS AND STATISTICS  $10.20 
per hour effective January 1, 2018 $9.30 per hour effective January 1, 2017 $8.31 per hour effective January 1, 2016
In ad dition t o state minimum w age requirements, t h	ere are also federal minimum w age requirements. I f an employee is co vered by	 
bo th state and federal minimum wage laws, the law which provides a higher minimum wage or sets a higher standard shall ap ply. 
Colorado

 Minimum Wage Order Number 34 re gulates	
 wages, hours, overtime, and working conditions for covered employees in 
th	
e f ollow ing industries: Retail an d	
 Service, C ommercial S upport Service, F ood and	 Beverage, an d	 Health an d Medical. 	
MINIMUM WAGE 
WORKDAY
WORKWEEK
OVERTIME
TIPPED EMPLOYEE 
MINIMUM WAGE  
REST PERIODS	 	
MEAL PERIODS 
UNIFORMS Minimum w
age shall be pa id to	
 all adul t employee s and emancipated minor s whethe r employed on an hourly, 
p	
iecework, c ommission, t ime, task, or oth	er ba sis. 	This m
in	imum w age sh	all be pa id to	 employees w h	o receive 
th	
e s tate o r federal m inimum w age. 
Any co n	
secutive twenty -four (24) hour  period starting with the same hour each day and the same hour as the 
beginning of the workwee k. The workday is set by th	
e employer and may accommodate  flex	ible work shift scheduling.  
A ny 	
consecutiv e seven ( 7) day period starti ng with the s ame calenda r day and ho ur each week .  A workwee k is a fixed 
and recurri ng period o f 168 	
hours, 	seven 	(7) c onsecutiv e twenty -fo ur ( 24) hour pe riods. 
Employees shall be paid time and one -half of the regular rate of pay for any work in excess of: (1) f o	
rty (40) hours per 
workweek; 	
(2) t welve  (1	2) hours 	per work	day; or (3) t welve (12) consecuti v	e hours with	out regard to the starting and 
ending time of the workday (excluding duty free meal periods), whichever calculation results  in 	
the greater payment of 
wages. Hours worked in two or more workweeks shall not be av	
erag	ed for computation of overtim e. Performance of 
work in two or more positions at different pay rates for the same employer shall be 	
computed at th	e overtime rate 
b	
ased on the regular rate of pay for the position in which the overtime occurs, or at a weigh	ted average of the rates for 
each position, as provided in the Fair Labor Standards Act. 
$7.18 per hour effective January 1, 2018 $6.28 p er	
 hour effective  January 1, 2017 
$5.29 per  hour effective  January 1, 2016	
 
A tipped employee  is defined as any	
 employee engaged in an occupation  in which he or she customarily  and 
regularly  receives more than $30.00 a month in tips. Tips include  amounts designated as a "tip" by credit card 
customers on their charge slips. Nothing herein contained  shall prevent an employer covered hereby 	
from 
requiring 	employees to share or allocate such tips or gratuities on a p	re-established  basis among other 
employees  of said business who customarily and regularly 	receive tips. Emplo	yer-required sharing of tips with 
employees  who do n	ot customarily and regularly  receive tips, such as management  or food preparers, or deduction 
of credit  card processing fees from tipped employees, shall nullify allowable tip cred its towards the 	minimum 
wage authorized in	 section 3(c). No more than $3.02 	per hour in tip income  may be used to offset the minimum 
wage of tipped employees. 
Every employer  shall authorize and permit rest periods, which insofar as practicable,  shall be in the middle of 
each  four  (4)  hour  work  period.  A  compensated  ten  (10)  minute  rest  period  for  each  four  (4)  hours  or  major 
fractions  thereof shall be permitted for all employees. Such rest periods shall not be deducted from the employee’s 
wages. It is not necessary that the emplo	
yee leave 	the premises for said rest period. 
Employees  shall be entitled  to an uninterrupted  and "duty free" meal  period of at least  a thirty minute duration 
when the  scheduled  work shift  exceeds five consecutive  hours of work. The employees  must be completely 
relieved of all duties and p	
ermitted to pursu	e personal activ	ities to qualify as 	a non-work, uncompensated  period 
o	
f time. When the nature of the business activity or oth	er circumstances 	exist that makes an uninterrupted meal 
period impractical,  the employee shall be permi tted to consume an "on-du ty	
" meal while performing duties. 
Employees  shall be permitted  to fully consume a meal  of choice "on the job" and be fully compensated  for the 
"on-du ty" meal period	
 without any loss of 	time or compensation. 
Where the  wearing of a particular uniform or special apparel is a condition of employment, the employer shall pay 
the  cost  of  purchases,  maintenance,  and  cleaning  of  the  uniforms  or  special  apparel.  If  the  uniform  furnished 
by  the  employer  is  plain  and  washable  and  does  not  need  or  require  special  care  such  as  ironing,  dry  cleaning, 
pressing, etc.,  the employer need not maintain or pay for cleaning. An employer may require a reasonable deposit 
(up to one-ha lf of actual co	
st) as security for the return of each uniform  furnished to employees upon issuance 
of  a  receipt  to  the  employee  for  such  deposit.  The  entire  deposit  shall  be  returned  to  the  employee  when  the 
uniform  is  returned.  The  cost  of  ordinary  wear  and  tear  of  a  uniform  or  special  apparel  shall  not  be  deducted  from 
the employ	
ee’s wages or depo	sit. 	
RECOVERY OF WAGES 	An employee receiving less than the legal minimum wage applicable to such employee is entitled to recover in a civil 
action the unpaid balance of the full amount of such minimum wage, together with reasonable attorney fees and court 
costs, notwithstanding any agreement to work for a lesser wage, pu rsuant to § 8-6-118  C.R.S. (2016). Alternatively, 
an employee may elect to pursue a minimum wage complaint through the division’s administrative procedure  as 
described in the Colorado Wage Act, § 8-4- 101, et seq., C.R.S. (201 6). 	
DUAL JURISDICTION	Whenever  employers are subject to both federal and Colorado law, the law providing greater protection or setting the 
higher standard sha ll apply. For information  on  federal law contact the nearest office of the U. S. Department of 
Labor, Wage and Hour Division, 1999 Broadway, Suite 710, Denver, CO 80201- 6550. Telephone (720) 264-3250. 	
MUST BE POSTED IN AN AREA FREQUENTED BY EMPLOYEES WHERE IT MAY BE EASILY\
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www.colorado.gov/cdle/labor	  |  303- 318-8441 |  1-888- 390-7936