Colorado Employment Termination for Cause Package
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How to fill out Employment Termination For Cause Package?
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FAQ
California Labor Code Section 2808(b) requires employers to provide to employees, upon termination, notification of all continuation, disability extension and conversion coverage options under any employer-sponsored coverage for which the employee may remain eligible after employment terminates.
Colorado wage law does not require nor prohibit severance pay. Severance pay is a benefit offered by employers at their own discretion. Severance pay is not wages or compensation for the purposes of the Colorado Wage Act.
But the Colorado Supreme Court largely ended the confusion in Nieto v. Clark's Market, Inc. by stating that all earned and determinable vacation pay must be paid upon separation and that ?any agreement purporting to forfeit earned vacation pay is void.?1 This article discusses Nieto and accompanying CDLE guidance.
In Colorado, the at-will employment rule means that either the employer or the at-will employee can terminate the employment relationship without cause or notice. However, this rule has its limitations.
As per Colorado Rev. Stat. Ann. § 8-4-109, when an employee is fired, the employer must give him or her a final paycheck immediately, or within six (6) hours of start of the next business day if the payroll office is closed, or within twenty-four (24) hours if the payroll office is offsite.
The "Worker Adjustment and Retraining Notification Act" (WARN) is a law that requires employers to provide employees experiencing employment loss with a 60-day notice prior to a layoff, although some exceptions apply.
As a general rule, Colorado follows the employment-at-will doctrine. This doctrine means the employer may discharge the employee at any time, with or without cause. The employee may also, in turn, quit his/her employment at any time, with or without notice.
As per Colorado Rev. Stat. Ann. § 8-4-109, when an employee is fired, the employer must give him or her a final paycheck immediately, or within six (6) hours of start of the next business day if the payroll office is closed, or within twenty-four (24) hours if the payroll office is offsite.