Colorado Minimum Wage Order Poster Poster Required
The Minimum Wage Order Poster is a minimum wage 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 poster must be posted in a conspicuous place where all employees will see it. The poster lists the minimum wage for regular workers as well as the minimum wage for those to receive tips and who to contact should wages that are given are less than the minimum wage. Since 2018, the current minimum wage for the 2019 year is $10.20 per hour. Tipped employees receive $7.18 per hour. All employees who are qualified for both the state and federal minimum wage are eligible to be paid this minimum wage rate. This ordinance also details information on rest periods, meal periods, uniforms, recovery wages, and dual jurisdictions.
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 .
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\ READ www.colorado.gov/cdle/labor | 303- 318-8441 | 1-888- 390-7936
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 Anti-Discrimination Poster||Equal Opportunity Law|
|Mandatory Notice to Employer of Injury||Workers Compensation Law|
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.