Denver Employment Law Blog

You signed a noncompete agreement when you started working for your current employer a few years ago. Now, you would like to switch roles, but do not see an appropriate next step within the organization. You’ve decided that you would like to work for another firm, but can you?

Noncompete agreements are not always enforceable. Learn more about these agreements and when they may be challenged.

In recent months, Colorado has been rocked by reports of prevalent sexual harassment in the halls of the state capitol. It is clear that this is not something that just suddenly happened. Instead, it is part of a culture that has long-plagued the halls of government here.

Not only have the actions at the highest levels of state government resulted in sexual harassment allegations against several Colorado lawmakers, the ongoing investigation and response to the claims have resulted in an almost-$300,000 hit to the state's taxpayers. Thus far, the expenses have been largely limited to investigative costs, training with respect to sexual harassment and attorneys' fees. However, a new initiative is liable to push those expenses much higher

In past weeks, the prevalence of sexual harassment claims in the halls of Colorado's institutions for higher learning and state government have been brought into the spotlight. Not only have the scandals resulted in increased scrutiny and potential repercussions for the individuals and institutions involved, but they have also cost Colorado taxpayers hundreds of thousands of dollars and are poised to put an even bigger hit on the state's coffers.

For example, the sexual harassment claims against several Colorado lawmakers have reportedly cost the state's taxpayers $275,000 in the form of attorneys' fees, investigations, sexual harassment training and reducing the incidence of such harassment. Because some of the expenditures are recurring, the price tag will continue to grow. Moreover, the state could take a bigger hit should it be required to pay out claims related to any of the allegations.

Many workplaces today have a happy work environment with a good work-life balance. Coworkers get along and there is a positive environment happening in the work place. However, not all companies have been able to achieve this positive work environment. Sometimes discrimination or retaliatory behavior is present in the workplace. So how do you recognize such behaviors?

Usually for a behavior in the workplace to be considered at retaliatory, something happens that proceeds the actual incident. Whether it be due to some discriminated act, an instance of sexual harassment between boss and employee or between coworkers or some other instance in the workplace. These events could be the precursor to retaliatory behavior. Retaliatory behavior could manifest in being demoted, being passed over for a promotion or even being fired.