Description
Ensure your organization is compliant with the POWR Act and avoid the penalties associated with noncompliance.
The POWR Act, which took effect in August 2023 and is not retroactive, made a number of material changes to Colorados AntiDiscrimination Act. Namely, it lowered the threshold for a harassment claim which will likely result in an increase in viable harassment and hostile work environment claims in Colorado. Additionally, the POWR Act also limits the availability of affirmative defenses for claims of harassment by supervisors and has created stringent requirements for nondisclosure provisions in all employment agreements. The stringent nondisclosure requirements likely mean that employers will need to revise template separation agreements and any other agreements that contain a nondisclosure or nondisparagement provision to comply with this law. Furthermore, the POWR Act adds marital status as a protected class under the law and also mandates that personnel or employment recordsdefined broadly to include accommodation requests, complaints of discrimination or unfair practices, applications, etc.must be retained for five years. This presentation will help employers understand these significant legal changes and will help employers to understand and identify which of their current policies and practices need to be updated and revised to meet the new POWR Act requirements. This presentation is critical for employers so they can ensure that they are compliant with the POWR Act and that they avoid the penalties associated with noncompliance.
Date: 2023-10-25 Start Time: 1:00 PM ET End Time: 2:05 PM ET
Learning Objectives
* You will be able to define harassment under the new POWR Act standard.
* You will be able to identify whether there is a program in place to deter or prevent harassment in the workplace.
* You will be able to discuss the stringent nondisclosure agreement conditions.
* You will be able to review recordkeeping policies in place and update those policies to comply with the POWR Act.