August 11, 2020

Volume X, Number 224

August 11, 2020

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August 10, 2020

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Colorado Ban-the-Box Law Goes into Effect on September 1, 2019 (US)

The date is rapidly approaching when Colorado will join the growing list of states choosing to “ban the box” on criminal history inquiries by employers. On September 1, 2019, the ban-the-box law will officially go into effect in Colorado for employers with 11 or more employees (it will be applicable to all employers by September 1, 2021). The stated intent of the law is to remove job barriers for people with criminal histories to help the economy grow, to make Colorado communities safer, to provide people with criminal records a more meaningful chance to compete for a job in Colorado, and to protect an employer’s ability to make whatever hiring decision the employer deems appropriate.

The highlights of the new law are as follows:

  • Colorado employers may not advertise or state in employment applications that persons with criminal records may not apply for a position.

  • Colorado employers may not inquire about or require disclosure of a job applicant’s criminal history in initial job applications.

  • Colorado employers are exempt from the restrictions on advertising and initial employment applications when: (1) the law prohibits employing persons with a specific criminal history, (2) the law requires the employer to conduct a criminal history record check for a particular position, or (3) the employer is participating in a program to encourage employment of people with criminal histories.

  • Colorado employers are not prohibited from obtaining publicly available criminal background histories on applicants at any time. (Note, however, that relying on such histories to preclude certain individuals from employment comes with its own attendant risks under applicable anti-discrimination and other workplace protection laws and regulations, and you should thus confer with legal counsel before making any such decisions in the workplace.)

  • The law does not provide a private right of action or, in other words, an ability for the applicant to sue an employer directly. Rather, the Colorado Department of Labor is tasked with investigating reported violations and issuing monetary penalties to proven violators based on complaints raised within one year of the alleged violation.

As the implementation deadline is just around the corner, Colorado employers should quickly review and re-evaluate their employment policies and practices to ensure compliance with the new law. 

© Copyright 2020 Squire Patton Boggs (US) LLPNational Law Review, Volume IX, Number 232


About this Author

Matthew C Cooper Labor & Employment Attorney Squire Patton Boggs Denver, CO

Matthew Cooper is currently assisting employers with crisis response, labor and employment, and health and safety issues related to coronavirus disease (COVID-19).

Matt utilizes his unique prior experience as a trial lawyer for the US Department of Labor, and as a boutique firm litigator, to provide pointed advice to employers dealing with a wide array of environmental, safety and health (ES&H) and labor and employment (L&E) matters.

As a counselor, Matt helps employers develop robust ES&H and L&E policies to ensure compliance with government laws and...