RULES AND REGULATIONS - Colorado
RULES AND REGULATIONS
RULES OF PRACTICE AND PROCEDURE
3 CCR 708-1
CREED AND RELIGIOUS DISCRIMINATION RULES (GUIDELINES)
Rule 50.1 - Definition
Creed and religion are defined as a religious, moral or ethical belief which is sincerely held and includes all aspects of religious observance and practice.
Rule 50.2 - Statement of Purpose
(A) The rules in this part have been adopted to contribute to the implementation of nondiscriminatory personnel policies with respect to an employee's creed or religion, as required by Part 4 of Article 34 of Title 24, C.R.S. .
(B) The rules in this part are designed to serve as a workable set of standards for employers, unions and employment agencies in determining whether their policies concerning an employee's creed or religion conform with the basic purposes of the elimination of discrimination in employment as defined by the law.
SEXUAL ORIENTATION DISCRIMINATION RULES
Rule 81.1 – Statement of Purpose
(A) The guidelines in this section have been adopted to contribute to the implementation of nondiscriminatory personnel polices of employers, unions, and employment agencies with respect to the sexual orientation of their employees, members, and job applicants as required by Parts 3 and 4 of Article 34 of Title 24, C.R.S.
(B) The guidelines in this part are designed to serve as a workable set of standards for employers, unions, and employment agencies in determining whether their policies concerning the sexual orientation of their employees, members and job applicants conform with the basic purpose of the elimination of discrimination in employment as defined by the Colorado Employment Practices Act. Section 24-34-305(1)(a), C.R.S., entitled “Powers and Duties of Commission,” authorizes the commission to “adopt, publish, amend and rescind” regulations consistent with and for the enforcement of the Colorado Anti-Discrimination Act, Parts 3 to 7 of Article 34 of Title 24, C.R.S., hereinafter referred to as “the Act” not to discriminate because of disability, race, creed, color, sex, sexual orientation, religion, age, national origin, or ancestry.
Rule 81.2 – Sexual Orientation
(A) The term “sexual orientation” as defined in § 24-34-401(7.5), C.R.S. means a person’s orientation toward heterosexuality, homosexuality, bisexuality, or transgender status or an employer’s perception thereof.
(B) The term “transgender status” is an umbrella term that describes an individual whose gender identity or gender expression is different from that traditionally associated with that individual’s assigned sex at birth.
Rule 81.3 Separate Lines of Progression and Seniority Systems
It is an unlawful employment practice to classify any job according to sexual orientation or to maintain separate lines of progression or separate seniority lists based on sexual orientation where this would adversely affect any employee.
Rule 81.5 - Pre-Employment Inquiries
Any pre-employment inquiry in connection with prospective employment that expresses directly or indirectly any limitation, specification or discrimination as to sexual orientation shall be unlawful.
Rule 81.7 - Discriminatory Wages
The employer's wages and wage schedules must not be related to or based on the sexual orientation of the employees.
Rule 81.10 - Job Opportunities Advertising
It is a violation of the Colorado Employment Practices Act, as re-enacted, for a help wanted advertisement to indicate a preference, limitation, specification, or discrimination based on sexual orientation unless sexual orientation is a bona fide occupational qualification for the particular job involved. The placement of an advertisement in columns classified by publishers on the basis of sexual orientation, will be considered as an expression of preference, limitation, specification, or discrimination based on sexual orientation.
Rule 81.12 – Dress Code
If an employer has a reasonable gender-specific dress code, employers should permit employees to comply with the dress code provisions in an appropriate manner that is consistent with their gender identity. If a dress code is enforced it must be applied consistently to all employees.
WORK PLACE HARASSMENT
Rule 85.0
(A) It shall be a discriminatory or unfair employment practice for an employer, employment agency, labor organization, or its agents or supervisory employees, to harass, with or without loss of income or other tangible employment action, a person during the course of employment because of disability, race, creed, color, sex, sexual orientation, religion, age, national origin, or ancestry. Harassment occurs if an intimidating, hostile or offensive working environment is created based upon an individual's disability, race, creed, color, sex, sexual orientation, religion, age, national origin, or ancestry. An objectionable environment exists if a reasonable person would find the workplace hostile or abusive and the victim in fact perceived the workplace to be offensive. Harassment is not an illegal act unless a complaint is filed with the appropriate authority at the complainant's workplace and such authority fails to initiate a reasonable investigation of a complaint and take prompt remedial action if appropriate. For the purpose of this rule, "filed" means that a complaint is reported either verbally or in writing to the appropriate authority.
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