The current state of the employment market in the state of Colorado leads many to believe that knowing their employment rights under colorado termination laws can do two things for them: Prevent unexpected financial burdens, and, if termination should occur, help preserve the lifestyle they have worked hard to enjoy. We cannot predict how the current political landscape will affect the economy or the job market in the foreseeable future. Also, some business might consider unethical what they term, “the art of the deal.” However, for those able to approach business integration and relationship with a level of objectivity and reason that denotes a civilized society, what is clear is that whenever someone finds themselves terminated, the fact that colorado termination laws exist – and the way those laws are interpreted – is worth noting. That said, let’s take a closer look at Colorado law relative to termination and how it can help you even more if you know what’s on the horizon financially.
What Are the Colorado Termination Laws?
It is legal in Colorado for some businesses to terminate your employment without your consent, with or without cause, as long as you are given prior notice or given compensation based on the notice you are entitled to give your employer. Colorado law recognizes two types of at-will employment: how at-will employment affects business stability and owners’ tax management situations may be enough to keep an employer from terminating someone without cause, but by definition, as stated above, employers can terminate working relationships. This means you might be terminated because the company you work for is restructuring. Your benefits or vacation time were part of your compensation package, but once you are terminated, they must be reimbursed to the Colorado Department of Revenue.
Any non-payment of overtime hours, including a worker whose scheduled time excludes breaks, even if the breaks are unpaid, is subject to Colorado’s labor laws and Colorado wage laws, specifically withholding and employer-employee agreements. If your employment ends for reasons outside your control, which you can anticipate, if you pay attention to colorado termination laws, you’ll know what to expect if you are terminated. Depending on the circumstances of your termination, you may qualify for unemployment compensation. For example, if you lost your job but there are more jobs requiring the skills, education, or training you possess, you would be considered partially unemployed.
These include potential expenses like obtaining a new vehicle, the cost of relocation, or commuting costs to and from your new job site. Also, if you qualify for unemployment benefits even just temporarily, you may be eligible for an extended period of time during which you can collect those benefits. Again, these benefits will still keep your standard of living intact while you find new employment that can ensure economic stability. Without adequate funds to maintain and support your current lifestyle, the costs of living could increase and drive you out of your home and away from what has already been put in place for you to enjoy a high-end lifestyle. Fortunately, there do not appear to be any promises broken because of a sudden termination of employment. So, if nothing else, you can contextually rely on your termination with grace and style, and as much grace and style as Colorado termination laws can afford to offer you. However, it is essential to remember that you are the one who must apply those laws into action and use them as a tool in your negotiating toolbox. As a business owner, you have the right to terminate in accordance with Colorado’s laws, no matter how that impacts your employee or her family. As an employee, Colorado termination laws offer protection you need to understand and use to your advantage because realistically, it is you who must act in anticipation of the termination and have funds set aside to find new employment.
In Conclusion
If you haven’t already done so, take a moment to familiarize yourself with colorado termination laws so you can plan accordingly, and be assured of the safety-net and protection designed to preserve the integrity of the employment system and your role as an employee.
For more information on employment laws, you can visit the U.S. Department of Labor.