A Colorado employment contract establishes an individual as an employer’s employee and sets the conditions of their working relationship. The form allows the applicant to review their obligations, payment terms, work benefits, and vacation time before accepting the employment offer. It will also provide the employer legal protection if their employee violates company policies, discloses any confidential information, or fails to uphold their responsibilities.
The contract can be configured to remain in effect for a specified period or indefinitely until termination by either party (referred to as an “at-will” employment arrangement). Except for the confidentiality of the employer’s proprietary information, neither party will have any duties to the other once the contract is terminated.
Independent Contractor Agreement – Details the business relationship between an independent contractor and a hiring client.
Subcontractor Agreement – Used by a general contractor to hire a subcontractor to complete a portion of a larger work project.
- Labor Statutes: Title 8
- Definition of Employee: § 8-1-101(6)
- Minimum Wage: $12.32 (Department of Labor and Employment)
- Overtime: One and a half (1.5) times their regular wage (Department of Labor and Employment).
- Record Keeping: Employers shall keep records of their employee’s pay rates and job descriptions for two (2) years after their employment has ended (§ 8-5-202).
Permitted? Yes, at-will employment is legal in Colorado. Employers can fire employees for any reason other than the following:
- Participation in a wage board (§ 8-6-115);
- Retaliation against complaints or charges (§ 8-4-120 and § 8-3-108);
- Refusal to disclose personal social media information (§ 8-2-127(3)(a));
- Discrimination against disability, race, sex, religion, etc. (§ 24-34-402(1)(a));
- Labor union or political party affiliation (§ 8-2-102); or
- Disclosing wages (§ 8-5-102(2)(c) – (d)).