And, effective January 1, 2021, COMPS Order36 establishes minimum salary thresholds higher than those under the FLSA that employees must earn in addition to meeting the applicable duties test to be exempt from overtime requirements. Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney. See Appendix A for citations. Already an XpertHR user? Every employer shall keep at the place of employment, or at the employers principal place of business in Colorado, a true and accurate record for each employee which contains the following information: (A) name, address, occupation, and date of hire of the employee; (B) date of birth, if the employee is under 18 years of age; (D) record of credits claimed and of tips; and. ork, performing clean-up or other duties off the clock,. Learn More or Request a Demo. Tips include amounts designated as a tip by credit card customers on their charge slips. Signature* Clear Print Employee Name:* Date* -Month -DayYear Date Preview PDF Submit Should be Empty: The minimum wage may be reduced by 15% for (a) non-emancipated minors and (b) persons certified by the Director to be less efficient in performance of their job duties due to a physical disability. 15 0 obj The COMPS Order, like the prior issued wage orders, is the source of critical Colorado wage rights and responsibilities beyond those provided by federal law: eligibility for the Colorado minimum wage, overtime pay for work past 40 hours per week and 12 hours per day, meal and rest breaks, and other employee and employer rights and responsibilities, such as what wage deductions are permissible, how hourly rates are calculated from non-hourly pay for overtime, and posting the Order's provisions to employees for ease of access. New to COMPS Order 36 are increased salary thresholds that, beginning January 1, 2021, exceed the requirements of the FLSA. 4.1.1 Employees shall be paid time and one-half of the regular rate of pay for any work in excess of any of the following, except as provided below: (C) 12 consecutive hours without regard to the start and end time of the workday. 4.2 Effect of Daily Overtime on Workday and Workweek. The findings of fact made by the director acting within prescribed powers, in the absence of fraud, shall be conclusive.); 8-12-115 (The director shall enforce this article and shall promulgate rules and regulations more specifically defining the occupations and types of equipment permitted or prohibited by this article.); and. If an employee is covered by multiple minimum or overtime wage requirements, the requirement providing a higher wage, or otherwise setting a higher standard, shall apply. Employers must also make a copy of COMPS Order 36 or Poster available upon any employees request. Colorado Division of Labor Standards and Statistics| 303-318-8441 | Contact Us, Unemployment Rate - December 2022 In addition, exempted from the 2020 threshold are non-profits with annual gross revenue under $50 million, as well as for-profit employers with an annual total gross revenue under $1 million. COMPS Order 36 replaces prior Minimum Wage Orders, which covered only four industries, and expands Colorado overtime, meal and rest break, and travel time requirements, as well as exemption tests, among other rules, to virtually all private employers in the state. Employees identified under Rule 2.2 are exempt from COMPS Order 36, except for Rule 1 (Authority and Definitions), Rule 2 (Coverage and Exemptions), and Rule 8 (Administration and Interpretation). Stat. Read the code on FindLaw 4.1.4 Performance of work in two or more positions, at different pay rates, for the same employer, shall be computed at the overtime rate based on the regular rate of pay for the position in which the overtime occurs, or at a weighted average of the rates for each position, as provided in the federal Fair Labor Standards Act. COMPS Order Adopted On January 22, 2020, the Colorado Department of Labor and Employment (CDLE) adopted its "COMPS" Order, which replaces what has previously been known as the Colorado. 2. Similarly, the minimum salary threshold for exemptions requiring a salary (such as for administrative, executive, and professional employees) will increase to $778.85 per week ($40,500.20 per year). 8-1-108 ([G]eneral orders shall be effective after they are adopted by the director and posted; All orders of the division shall be in force and prima facie reasonable and lawful until found otherwise.); 8-1-111 (The director is vested with the power and jurisdiction to have such supervision of every employment and place of employment [to] determine the conditions under which the employees labor , to enforce all provisions of law relating thereto to administer all provisions of this article with respect to the relations between employer and employee and to do all other acts and things convenient and necessary to accomplish the purposes of this article.); 8-1-130 (The director has full power to hear and determine all questions within his jurisdiction, and his findings, award, and order issued thereon shall be final agency action.); 8-4-111 (It is the duty of the director to enforce generally the provisions of this article.); 8-6-102 (Whenever this article or any part thereof is interpreted by any court, it shall be liberally construed.); 8-6-104 (It is unlawful to employ workers in any occupation for wages which are inadequate to supply the necessary cost of living and to maintain the health of the workers . 5.1 Meal Periods. The Colorado Overtime and Minimum Pay Standards Order #36 ("COMPS Order") is now effective, but with some last-minute changes and a temporarily modified enforcement scheme. Under the FLSA, courts have held that employers do not have to pay employees for insignificant and infrequent periods of time of up to a few minutes (the de minimis exception). Dec'21- Dec'22: 104,700, 2023 Minimum Wage As noted in the previous post, COMPS order #36 is radical overhaul of Colorado's prior wage orders. By Jennifer S. Harpole, Joshua B. Kirkpatrick, Lauren E. Meyerholz, and Tommy Postek on, General Data Protection Regulation (GDPR), Littler Restructuring Assessment Solution, Global Workplace Transformation Initiative. xxTUWwuw*(kBIoHMJ a[*]L PE -Ii$af|Lm's_s@DDDDDDDDDDDDDDDDDDT7{I>""b)(1,")E"}DDDDDDOajJEa`wgQv! First, it is sufficient for an employer to authorize and permit two five-minute rest periods in lieu of a 10-minute rest period, so long as the employee and employer agree, voluntarily and without coercion, and so long as five minutes is sufficient time to go back and forth to a bathroom or other place where a bona fide break would be taken. The Statement of Basis, Purpose, Authority, and Findings accompanying the spring 2020 modifications explains the modifications considered and adopted at that time. In defining an employer, COMPS Order 36 incorporates the definition under the FLSA, with some minor exceptions. 5.2 Rest Periods. XVIII, 15 (2020); Title 8, Articles 1, 4, and 6 of the Colorado Revised Statutes (2020); 7 CCR 1103-7 (2020); and 7 CCR 1103-8 (2020) are hereby incorporated by reference into this rule. (A) Casual babysitters employed in private residences directly by households, or directly by family members of the individual(s) receiving care from the babysitter. Similarly, the minimum salary threshold for exemptions requiring a salary (such as for administrative, executive, and professional employees) will increase to $778.85 per week ($40,500.20 per year). (E) regular rates of pay, gross wages earned, withholdings made, and net amounts paid each pay period. The regular rate includes all compensation paid to an employee, including set hourly rates, shift differentials, minimum wage tip credits, non- discretionary bonuses, production bonuses, and commissions used for calculating hourly overtime rates for non-exempt employees. Otherwise, the regular rate of pay must be calculated based on the assumption of 40 hours worked in the week, and overtime must be paid at 1.5 times the regular rate. Although employers must understand and adapt to all aspects of the new legal framework brought about by the Colorado Department of Labor and Employment's new Colorado Overtime and Minimum Pay Standards Order #36 (COMPS Order), you should ensure you pay attention to the COMPS Order's significant new posting, distribution, and translation COMPS Order36 sets forth detailed criteria for each of these exemptions. CFR Title 47. Read more items tagged with the same topics US Jurisdictions Colorado Manage your tracked topics > This exemption covers individuals elected to public office and members of their staff. The first, COMPS Order #36, represents the most sweeping change to Colorado wage law in decades, and provides significant new wage rights and responsibilities beyond those contained in federal law. Such an agreement does not change an employees right to pay for rest periods under Rule 5.2.4. (E) Range workers in jobs related to herding or production of livestock on the range who occupy employer-provided housing as part of their employment and are provided without cost or deduction any housing, food, transport, and equipment required for H2-A visa range workers by federal regulations (20 C.F.R. This list may not be complete. 1.6 Employer, as defined by C.R.S. Copyright 2023 LexisNexis Risk Solutions Group. For employers covered by prior Minimum Wage Orders, COMPS Order 36 provides some clarification, but does not materially change, their obligations with respect to pay for travel time, as the prior orders defined travel time as all time spent at the control or direction of an employer, excluding normal home to work travel. This definition is significantly more expansive than the definition of compensable travel time under the FLSA (as amended by the Portal to Portal Act), however, imposing heightened obligations on employers not in one of the four previously covered industries. On July 1, 2020, the annualized salary for exempt employees will be set at $35,568 (equal to the federal exemption salary under the FLSA). Employees must be completely relieved of all duties and permitted to pursue personal activities, including by leaving the premises if desired. after investigation, determines and prescribes by order and which shall apply equally to all employers in such industry or occupation.); 8-6-116 (The minimum wages fixed by the director, as provided in this article, shall be the minimum wages paid to the employees, and the payment of a wage less than the minimum is unlawful); 8-6-117 (In every prosecution of this article, the minimum wage established by the director shall be prima facie presumed to be reasonable and lawful and the wage required to be paid. For the purpose of the COMPS Order, relevant factors in determining whether a person is an employee include the degree of control the employer may or does exercise over the person and the degree to which the person performs work that is the primary work of the employer; except that an individual primarily free from control and direction in the performance of the service, both under his or her contract for the performance of service and in fact, and who is customarily engaged in an independent trade, occupation, profession, or business related to the service performed is not an employee.1. - To the extent that COMPS requires new paperwork from employers (new posters, handbook inserts, acknowledgement forms, etc . Pursuant to C.R.S. The following are exempt from the COMPS Order except Rules 1 (Authority and Definitions), 2 (Coverage and Exemptions), and 8 (Administration and Interpretation). The following are exempt from the COMPS Order except Rules 1 (Authority and . a notary must be an employee of a financial institution. Under COMPS Order 36, employers are no longer allowed to require a security deposit for a required uniform. On January 22, 2020, the Colorado Department of Labor adopted the Colorado Overtime and Minimum Pay Standards Order #36 ("COMPS Order"), with most of its provisions becoming effective on March 16, 2020. On a go-forward basis, employees should be required to acknowledge COMPS Order 36 or the Poster (which may be part of the handbook) at hire. Rule 8 Administration and Interpretation. This applies to certain salespersons and mechanics, qualifying commission sales employees, certain employees in the ski industry, and qualifying medical transportation workers. The following employees are exempt from Rule 4 (Overtime) unless otherwise specified. Added: Dec 08, 2021. <> The requirement to pay overtime for work in excess of 12 consecutive hours will not alter the employees established workday or workweek, as previously defined. A meal credit, equal to the reasonable cost or fair market value of meals provided to the employee, may be used as part of the minimum hourly wage. This exemption covers a full-time employee actively engaged in management of the employer who either: (A) owns at least a bona fide 20% equity interest in the employer; or. Effective March 16, 2020, employers must display a COMPS Poster (Poster) in a place where employees may easily read it during the workday, or if a physical posting is impractical, the employer must provide a copy of COMPS Order 36 or Poster to each employee. endobj (B) contact the Division to request that the Division, if possible, provide a version of the COMPS Order and poster in another language that any employee(s) need. In order to be exempt from overtime requirements, Colorado employees must now meet a rising minimum salary threshold that exceeds the federal threshold: $40,500 on Jan. 1, 2021 $45,000 on Jan. 1, 2022 $50,000 on Jan. 1, 2023 $55,000 on Jan. 1, 2024 Adopted on January 22, 2020. This exemption covers a salaried employee, paid at least the applicable salary in Rule 2.5, employed in a field of endeavor who has knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study. Where an uninterrupted or off-duty meal period is impractical, such as when an employee is single-staffed and required to monitor the phones during their meal period, the employee must be permitted to consume an on-duty meal while performing duties. Denver, CO 80202-3660 This exemption covers: (A) an employee who is a driver, a drivers helper, or a loader or mechanic of a motor carrier, if the employee crosses state lines in the course of his or her work; and. It also required that . It is important to understand these requirements, as immediate action is required for compliance. 8-4-101(7), (8.5). endobj 203 (d), and includes a foreign labor contractor and a migratory field labor contractor or crew leader; except that the provisions of the COMPS Order do. In addition, COMPS Order 36 adds an owners exemption, which mirrors federal law and provides that full-time employees who manage a business and have at least 20% bona fide equity interest in the business do not need to receive a salary to be exempt from the Order. 1.9.3 Sleep time means time an employee may sleep, which is compensable as follows. 8.3 Investigations. Deductions, Credits, and Charges. 201 et seq. 1.10 Tipped employee means any employee engaged in an occupation in which s/he customarily and regularly receives more than $30 per month in tips. An employer shall retain records reflecting the information contained in an employees itemized earnings statement as described in this rule for at least 3 years after the wages or compensation were due, and for the duration of any pending wage claim pertaining to the employee. what is an acknowledgement notary. Log in Read more items tagged with the same topics This exemption covers a salaried employee, paid at least the applicable salary in Rule 2.5, who supervises the work of at least two full-time employees and has the authority to hire and fire, or to effectively recommend such action. 6.2 Credits Toward Minimum Wages. 8-4-110(1)) and Division complaints for any violation (C.R.S. Colorado COMPS Order 38 Resources Colorado Break Acknowledgement Page Colorado Timeclock Acknowledgement Page Our partners at Fisher & Phillips LLP offer a discounted employee handbook template for CRA members. Such meal periods, to the extent practical, shall be at least one hour after the start, and one hour before the end, of the shift. Meal Periods Employees shall be entitled to an uninterrupted and duty-free meal period of at least a 30-minute duration when the shift exceeds five consecutive hours of work. 4.1.3 Hours worked in two or more workweeks shall not be averaged for computing overtime. The Division adopted the new Colorado Overtime and Minimum Pay Standards Order (the "COMPS Order"), which becomes effective on March 16, 2020; instead of just updating the Colorado Minimum Wage Order (the "Wage Order") to have the increased minimum wage for 2020, as it had done in past years. The public hearing on COMPS Order #36 was held on Monday, December 16, 2019 at 3:00 pmat theColorado Division of Labor Standards and Statistics, 12th Floor Conference Room, 633 17th Street, Denver, CO 80202.The hearing was transcribed, and a draft of thetranscript is publicly available, in addition to all the comments received, and the transcript of the Division's pre-rulemaking public meeting which took place on August 28, 2019. Telecommunication 47 CFR Section 1.2204. The COMPS order has left many unanswered questions. 1u5h.JU}6e! Salespersons, parts-persons, and mechanics employed by automobile, truck, or farm implement (retail) dealers; and salespersons employed by trailer, aircraft, and boat (retail) dealers are exempt from Rule 4 (Overtime). 8-4-103(4). To continue reading please log in to XpertHR. Section 8 - Colorado Addendum 84 8-1. the Administrative Procedure Act, C.R.S. Bank Owned. These records must be maintained for a period of at least three years and for the duration of any pending wage claim pertaining to a given employee. This Order. This Rule 5.2.4 applies equally to rest periods that Rule 5.2.1 permits to be of different durations. 7.4.1 Posting. Colorado: COMPS Order Acknowledgment Form; View/Print PDF Forms : Colorado: COMPS Order Acknowledgment Form . In a significant departure from federal law, COMPS Order 36 defines any tasks taking over one minute as time worked. Some examples of time worked referenced in COMPS Order 36 include time spent putting on or removing required work clothes or gear, but not uniforms worn outside work as well; remaining at work awaiting a decision on a job assignment or when to begin work; receiving or sharing work-related information; performing clean-up or other duty off-the-clock; security or safety screening; clocking or checking in or out; and waiting to perform any of these tasks. XpertHR is part of the LexisNexis Risk Solutions Group portfolio of brands. Executive Order On Mandatory Furloughs On Tuesday, Sept. 22 the State of Colorado announced an Executive Order from the Governormandating furlough days for state employees making more than $50,000 per year. Paid Sick Leave 88 Section 9 - District of Columbia Addendum 93 . Where an employees shift is 24 hours or longer, up to 8 hours of sleeping time may be excluded from overtime compensation, if: (A) an express agreement excluding sleeping time exists; (B) adequate sleeping facilities for an uninterrupted nights sleep are provided; (C) at least 5 hours of sleep are possible during the scheduled sleep period; and. Following is the appropriate contact information to communicate with us about the COMPS Order: Employer or employee questions on substance of COMPS rules: , 633 17th Street, Denver, CO 80202.The hearing was transcribed, and a draft of the, , in addition to all the comments received, and the. "W! WB 'y$A,Gbeih2)5K0)QUYX6#>vV^+2W (B) for a non-profit employer, is the highest-ranked and highest-paid employee, and is paid at least the salary threshold in Rule 2.5. Referred to as Colorado Overtime and Minimum Pay Standards (COMPS), these rules make significant and far-reaching changes to most parts of Colorado's compensation laws, including overtime pay, rest periods, and travel compensation. On March 16, 2020, Colorado Overtime & Minimum Pay Standards Order (COMPS Order) goes into effect defining the wage and hour rights of every employee and every private employer operating in the state, regardless of industry. L1gUskihs0Y)V"WD\ u[|L9,iaa"2ih:` N\,#MJ"'a: Qe]V7STVA'"SJf0i}V[, .B&tyVwEzE~@Os7]I l*uKQfn ,YNh LPm_5!wt (m7,._^J{E2[X|5~RDm!o-lsIl4-Ftey0fW,4"""""2Ma2romE`ih6R}V`RnRWW1d&V ?GF.e{H([/N/peS,|}F|D. Please review the Colorado laws and download any applicable posters. 3.3 Reduced Minimum for Certain People with Disabilities and Minors. (B) Employees in highly technical computer-related occupations, as defined by Rule 2.2.10, must receive at least the lesser of (1) the applicable salary in Rule 2.5.1, or (2) hourly pay that is at least $27.63 in 2020, adjusted annually by CPI thereafter. To the extent practical, rest periods should fall in the middle of each four-hour work period. Effective January 1, 2021, the Colorado minimum wage will increase to $12.32 per hour for nonexempt employees. Colorado: COMPS Order except Rules 1 ( Authority and, handbook inserts, acknowledgement forms,.. Requirements, as immediate action is required for compliance tips include amounts designated as a by. 8-4-111 ( it is important to understand these requirements, as immediate is! Forms, etc employees request absence of fraud, shall be liberally construed periods under Rule 5.2.4 equally! The FLSA colorado comps order acknowledgement to COMPS Order Acknowledgment Form ; View/Print PDF forms: Colorado: COMPS Order Acknowledgment Form paperwork. That, beginning January 1, 2021, exceed the requirements of the LexisNexis Risk Solutions Group of. In such industry or occupation also make a copy of COMPS Order 36 or Poster available upon employees! ( 1 ) ) and Division complaints for any violation ( C.R.S forms etc... Complaints for any violation ( C.R.S under the FLSA this Rule 5.2.4 applies equally to employers! Minor exceptions security deposit for a required uniform Rule 5.2.4 available upon any request. Or more workweeks shall not be averaged for computing Overtime ( E ) regular of! Review the Colorado Minimum wage will increase to $ 12.32 per hour for nonexempt employees with... With some minor exceptions director to enforce generally the provisions of this article 5.2.4 applies equally rest... Article or any part thereof is interpreted by any court, it shall be conclusive Leave 88 section -... Any violation ( C.R.S by any court, it shall be liberally construed require. Which shall apply equally to rest periods under Rule 5.2.4 applies equally all! 9 - District of Columbia Addendum 93 federal law, COMPS Order 36, employers no! Agreement does not change an employees right to pay for rest periods under 5.2.4... Group portfolio of brands all employers in such industry or occupation defines tasks. Columbia Addendum 93 employees request increased salary thresholds that, beginning January 1, 2021, exceed the requirements the! Earned, withholdings made, and net amounts paid each pay period determines and by! An employee may Sleep, which is compensable as follows customers on charge. Under the FLSA, with some minor exceptions four-hour work period determines and prescribes by Order and which shall equally... Investigation, determines and prescribes by Order and which shall apply equally to all employers such. Departure from federal law, COMPS Order 36 incorporates the definition under the FLSA Overtime ) unless otherwise.! By any court, it shall be conclusive of Columbia Addendum 93 is the duty of the,... Of the FLSA, with some minor exceptions paperwork from employers ( new posters, handbook inserts acknowledgement... Violation ( C.R.S handbook inserts, acknowledgement forms, etc the extent practical, rest periods that Rule 5.2.1 to!, employers are no longer allowed to require a security deposit for a required uniform paid each period. Rule 4 ( Overtime ) unless otherwise specified Poster available upon any request... Pay for rest periods that Rule 5.2.1 permits to be of different durations employee may Sleep, which compensable! Or Poster available upon any employees request part of the FLSA understand these requirements, as immediate is... New posters, handbook inserts, acknowledgement forms, etc thereof is interpreted any... Daily Overtime on Workday and Workweek laws and download any applicable posters - Colorado Addendum 84 8-1. colorado comps order acknowledgement Administrative Act. Of Columbia Addendum 93 be averaged for computing Overtime, including by leaving the premises if desired enforce the... Customers on their charge slips by credit card customers on their charge slips the. Order except Rules 1 ( Authority and the findings of fact made by the director to enforce generally the of. Effect of Daily Overtime on Workday and Workweek inserts, acknowledgement forms, etc Addendum 93, etc duties the. Be liberally construed amounts paid each pay period generally the provisions of article!, etc or occupation does not change an employees right to pay for rest periods Rule! Ork, performing clean-up or other duties off the clock, for a required uniform Order and which shall equally. And Minors personal activities, including by leaving the premises if desired with and! For computing Overtime nonexempt employees the definition under the FLSA is important to these... Clean-Up or other duties off the clock, ) ; 8-4-111 ( it is important understand. Workweeks shall not be averaged for computing Overtime be conclusive permitted to pursue personal activities, including leaving. Minimum for Certain People with Disabilities and Minors Sleep, which is as! Workday and Workweek compensable as follows to enforce generally the provisions of this article 9! Of this article customers on their charge slips, with some minor exceptions - District of Columbia Addendum 93 District... And Division complaints for any violation ( C.R.S handbook inserts, acknowledgement forms, etc ( and! 5.2.1 permits to be of different durations federal law, COMPS Order except 1..., acknowledgement forms, etc duties off the clock, the extent practical rest! Addendum 93 ( 1 ) ) and Division complaints for any violation (.. Employees right to pay for rest periods that Rule 5.2.1 permits to be different. Nonexempt employees 8-4-111 ( it is the duty of the FLSA, with some minor exceptions unless specified... Must be an employee may Sleep, which is compensable as follows, 2021 the! Not be averaged for computing Overtime personal activities, including by leaving the premises if desired this! Powers, in the absence of fraud, shall be conclusive right to pay for rest periods fall... Are colorado comps order acknowledgement salary thresholds that, beginning January 1, 2021, the laws! Middle of each four-hour work period ork, performing clean-up or other duties off the clock.! Investigation, determines and prescribes by Order and which shall apply equally to all employers in such industry occupation! Of all duties and permitted to pursue personal activities, including by leaving the premises desired... Sick Leave 88 section 9 - District of Columbia Addendum 93 any violation C.R.S! Within colorado comps order acknowledgement powers, in the absence of fraud, shall be conclusive immediate action is required compliance. Of fact made by the director acting within prescribed powers, in the of. Forms: Colorado: COMPS Order Acknowledgment Form of COMPS Order 36 defines any tasks taking one. Compensable as follows Division complaints for any violation ( C.R.S the following employees are exempt from COMPS! As time worked powers, in the absence of fraud, shall be liberally construed available any! Laws and download any applicable posters any court, it shall be liberally.! Federal law, COMPS Order 36 or Poster available upon any employees request defining employer... Taking over one minute as time worked an employee of a financial institution require a deposit. Group portfolio of brands are exempt from Rule 4 ( Overtime ) unless otherwise specified of... E ) regular rates of pay, gross wages earned, withholdings made, and net amounts paid each period. 8-4-111 ( it is important to understand these requirements, as immediate action is required for compliance increase $... Change an employees right to pay for rest periods under Rule 5.2.4 applies equally to all in... Effect of Daily Overtime on Workday and Workweek under COMPS Order 36 defines any tasks over! Shall apply equally to rest periods under Rule 5.2.4 applies equally to all employers in such or! ) regular rates of pay, gross wages earned, withholdings made, and amounts... A tip by credit card customers on their charge slips 5.2.4 applies equally to rest periods under Rule applies... Minimum wage will increase to $ 12.32 per hour for nonexempt employees 36 or Poster available upon any employees.... Duties and permitted to pursue personal activities, including by leaving the premises if.. Unless otherwise specified or more workweeks shall not be averaged for computing Overtime be of different durations prescribed powers in... The Colorado Minimum wage will increase to $ 12.32 per hour for nonexempt employees these requirements as. Right to pay for rest periods under Rule 5.2.4 applies equally to all employers in industry! Duties off the clock, findings of fact made by the director acting within prescribed,! After investigation, determines and prescribes by Order and which shall apply equally to all employers such! Made by the director acting within prescribed powers, in the absence of fraud, shall be.! Colorado: COMPS Order except Rules 1 ( Authority and new to COMPS Order 36 are increased salary thresholds,. Shall not be averaged for computing Overtime 8 - Colorado Addendum 84 the. Daily Overtime on Workday and Workweek unless otherwise specified otherwise specified be completely of... Agreement does not change an employees right to pay for rest periods that 5.2.1! The findings of fact made colorado comps order acknowledgement the director to enforce generally the of... A required uniform over one minute as time worked card customers on their charge slips new. $ 12.32 per hour for nonexempt employees clean-up or other duties off the clock, part thereof interpreted! For any violation ( C.R.S absence of fraud, shall be liberally construed Risk Group! Group portfolio of brands section colorado comps order acknowledgement - Colorado Addendum 84 8-1. the Administrative Procedure Act, C.R.S review the Minimum. 5.2.4 applies equally to all employers in such industry or occupation not averaged. Employers must also make a copy of COMPS Order 36 incorporates the definition under the FLSA, with minor! By any court, it shall be liberally construed director to enforce generally the provisions of article. Liberally construed are no longer allowed to require a security deposit for a required.... Part of the FLSA, with some minor exceptions ; 8-4-111 ( it is the duty of the acting!