Denver Employment Law Blog

Most employers in Denver, Colorado, have at least a small set of workplace rules and expectations that they rightfully expect employees to follow. These rules should be objective and serve the purpose of protecting and promoting the business and its employees.

When an employee breaks a legitimate workplace rule, he or she can and should expect an employer to discipline accordingly and, in serious cases, even fire the employee. As this blog has mentioned, this is true even if the employee had at some point reported discrimination or other unlawful conduct to the authorities, something that employees have every right to do with impunity.

It has been 40 years since the Pregnancy Discrimination Act amendment to Title VII established federal protection against discrimination in the workplace for pregnant women. Yet, nearly 31,000 charges of pregnancy discrimination were filed between 2010 and 2015.

Choosing to bring a child into the world is an occasion for celebration -- not punishment. Subjecting women to adversity in the workplace for a pregnancy is illegal-- not to mention prejudice -- and should never be tolerated.

A recent decision handed down by the federal Court of Appeals for the 10th Circuit will likely make it a lot simpler for employees who are victims of discrimination to take their claims to the steps of the courthouse.

The case, which affects Colorado employees, was discrimination-lawsuits">watershed in that the thinking for over a generation has been that employees wanting to file federal discrimination claims must first take their matters before the Equal Employment Opportunity Commission, or EEOC, and secure a letter giving the employee leave to sue. If an employee did not do this, then a federal court could dismiss the case for lack of jurisdiction.

While Denver is a great city for employees of all ages to find jobs in, there has been an increasing sense of uneasiness for older workers. Colorado job searchers that are over 40 continue to have no luck in landing a safe position, and many of them attribute it to their age.

With the increase of online job applications, it is easy to think that some elder unemployment would not be a problem due to increased accessibility. However, discrimination still exists within online ads and job offerings. Though some studies struggle to fully convey the problems of age discrimination in the job market, the AARP recently released a survey that demonstrates how many deal with the mistreatment and are unsure about their future.