Hiring
Advertising
What are the requirements relating to advertising open positions?
It is unlawful to persuade or engage workers to move from one place to another through false or deceptive means. This includes deceptive representations and false advertisements around wages, the type of employment, the job environment, union strike environment, or other key characteristics (C.R.S. §8-2-104). Employers must also comply with the anti-discrimination provisions of the Colorado Anti-Discrimination Act (C.R.S. §24-34-402).
Under Part 2 of Colorado’s Equal Pay for Equal Work Act, if an employer chooses to publish a job opening publicly, the employer must include salary/compensation information in the posting, including a general description of benefits offered with the position (see INFO #9). Further, for internal promotional opportunities within Colorado, employers must make reasonable efforts to publish the same among existing employees before filling the position.
Background checks
(a)Criminal records and arrests
The Colorado Chance to Compete Act prohibits employers from inquiring into an applicant’s criminal history in an initial job application and from advertising that persons with criminal histories may not apply for the position at issue. Colorado employers may also not inquire about sealed records (C.R.S. § 24-72-702). The Colorado Civil Rights Division states in its Pre-employment Inquiries Guidelines that asking any questions about arrests may lead to a...
Chief Douglas Otaru, the former publicity secretary who was recently removed from his position following the APC state congress, was quoted as making several allegations against Dr. Aliyu Bello, t...