Colorado Notice of Pregnancy Accommodations Poster Required
The Notice of Pregnancy Accommodations is a labor law posters 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.
The information on this poster is currently also included in the mandatory Colorado "Employment Anti-Discrimination Poster", and posting that poster will cover the requirement of displaying this poster.
This poster describes measures that must be taken to ensure the accommodation of pregnant employees in Colorado. The law also prohibits the need for applicants to obtain accommodations that they have not asked for that is not necessary for them when performing essential tasks of their occupation. Any sort of adverse action such as retaliation is prohibited for employers to act on when an employee is asserting their rights under this notice.
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 .
NOTICE FOR EMPLOYERS TO USE IN ORDER TO BE IN C OMPLIANCE WITH HB 16 -1438 (PREGNANCY ACCOMMODATIONS) : PREGNANT WORKERS FAIRNESS ACT C.R.S. § 24- 34-402.3 The Pregnant Workers Fairness Act makes it a discriminatory or unfair employment practice if an employer fails to provide reasonable accommodation s to an applicant or employee who is pregnant, physically recovering from childbirth, or a related condition. Requirements: Under the Act, if an applicant or employee who is pregnant or has a condition related to pregnancy or childbirth requests an accommodation, an employer must engage in the interactive process with the applicant or employee and prov ide a reasonable accommodation to perform the essential functions of the applicant or employee’s job unl ess the accommodation would impose an undue hardship on the employer’s business. The Act identifies reasonable accommodations as including, but not limited to: • provision of more frequent or longer break periods; • more frequent restroom, food, and wate r breaks; • acquisition or modification of equipment or seating; • limitations on lifting; • temporary transfer to a less strenuous or hazardous position if available, with return to the current position after pregnancy; • job restructuring; • light duty, if av ailable; • assistance with manual labor; or modified work schedule. The Act prohibits requiring an applicant or employee to accept an accommodation that the applicant or employee has not requested or an accommodation that is unnecessary for the applicant or the employee to perform the essential functions of the job. Scope of accommodations required: An accommodation may not be deemed reasonable if the employer has to hire new employees that the employer would not have otherwise hired, discharge an emplo yee, transfer another employee with more seniority, promote another employee who is not qualified to perform the new job, create a new position for the employee, or provide the employee paid leave beyond wh at is provided to similarly situated employees. Under the Act, a reasonable accommodation must not pose an “undu e hardship” on the employer. Undue hardship refers to an action requiring significant difficulty or expense to the employer. The following factors are considered i n determining whether the re is undue hardship to the employer: • the nature and cost of accommodation; • the overall financial resources of the employer; • the overall size of the employer’s business; • the accommodation’s effect on expenses and resources or its effect upon the operations of the employer; If the employer has provided a similar accommodation to other classes of employees, the Act provides that there is a rebuttable presumption that the accommodation does not impos e an undue hardship. Adverse action p rohibited: The Act pro hibits an employer from taking adverse action against an employee who requests or uses a reasonable accommodation and from denying employment opportunities to an applicant or employee based on the need to make a reasonable accommodation. Notice : This written notice must be posted in a conspicuous area of the workplace. Employers must also provide written notice to new emplo yees at the start of employment and to current employees within 120 days of the Act’s August 10, 2016 effective date.
Other Colorado Labor Law Posters 4 PDFS
There are an additional twenty 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.
- Original poster PDF https://www.colorado.gov/pacific/sites/default/files/CCRD%20Notice%20re%20Pregnant%20Workers%20Fairness%20Act%20%282%29.pdf , updated December 2022
- Colorado Labor Law Posters at https://cdle.colorado.gov/posters
- Colorado Department Of Labor and Employment
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.