There have been important changes in regards to hiring and specifically job listings for employers in Colorado or anyone trying to hire in Colorado. Alongside that, there are other important factors to consider when you run a farm or other equine business.

When it comes to employment, certain exemptions and rules may apply. Employers must be aware of minimum wage laws, overtime regulations, and child labor provisions. Not to mention the Employment Opportunity Act (Credit History Law), Social Media and the Workplace Law, Keep Jobs In Colorado Act (80% Colorado Labor), Nursing Mothers, Colorado Chance to Compete Act, and so many more. Familiarizing yourself with these laws is crucial to creating fair and compliant working conditions for your employees.

The biggest change in recent years is the Equal Pay for Equal Work Act.

In recent years, one of the most significant changes in Colorado has been the implementation of the Equal Pay for Equal Work Act, which has had a profound impact on equine and equestrian businesses throughout the state. This legislation aims to address and rectify gender-based pay disparities by requiring employers to provide equal compensation for employees performing substantially similar work, regardless of gender. In the context of equine and equestrian industries, where both men and women contribute significantly to various roles such as trainers, stable hands, and event organizers, the Equal Pay for Equal Work Act has fostered a more equitable work environment. Businesses are now compelled to assess their pay structures, ensuring parity and fairness, thereby promoting gender equality within the industry. This transformative legislation not only represents a step forward in dismantling gender-based wage gaps but also fosters a more inclusive and supportive atmosphere within Colorado’s equine community.

We see a lot of job listings online and in Facebook groups that are not complying with this Act, specifically because they have no salary information listed, and it can get you in some serious trouble with the Colorado Department of Labor and Employment (CDLE). Effective January 1, 2021, Part 2 of the Equal Pay for Equal Work Act, C.R.S. § 8-5-101 et seq., requires employers to include compensation in job postings, notify employees of promotional opportunities, and keep job description and wage rate records. The Division investigates complaints against employers concerning transparency in pay and employment opportunities.

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