MANDATORY Federal Coronavirus Leave Poster: New Families First Coronavirus Response Act Notice Must Be Posted By April 1, 2020.

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Colorado Free Printable Labor Law Posters Posters Colorado Notice of Pregnancy Accommodations Poster Required

 Notice of Pregnancy Accommodations PDF

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.

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.


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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.


View all 21 Colorado labor law posters


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URGENT: Mandatory Coronavirus Paid Leave Poster (FFCRA)

As of April 1 2020, all employers in the United States with less than 500 employees MUST display or digitally distribute a Families First Coronavirus Response Act paid leave poster.

This poster describes new laws that mandate paid leave for employees affected by the COVID-19 / Coronavirus epidemic.

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Official CDC Coronavirus Safety Posters:

The CDC has published several optional Coronavirus safety posters that are recommended for workplaces open during the pandemic.

Purchase Laminated Multi-Poster COVID-19 Notice Print Free COVID-19 Posters

Re-Open Safely - Get Social Distancing Floor Stickers

If your workplace or store is open to the public, you may be required by your state or locality to display adequate social distancing notices and markers. These professional floor decals can be used in store aisles, checkout lines, or high-traffic workplace areas.

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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/819-colorado-pregnancy-accommodations-poster.htm