[EMPLOYER LEGAL NAME]
Comprehensive Employee Handbook
(Compliant with Colorado & U.S. Employment Law)
Table of Contents
- Document Header
- Definitions
- Employment Relationship & Core Policies
3.1 At-Will Employment Statement
3.2 Equal Employment Opportunity (EEO) & Anti-Discrimination
3.3 Wage & Hour Compliance
3.4 Timekeeping, Paydays & Deductions
3.5 Overtime, Meal & Rest Periods
3.6 Leave of Absence Policies
3.7 Employee Benefits Overview
3.8 Health & Safety; Workers’ Compensation
3.9 Drug-Free & Smoke-Free Workplace
3.10 Workplace Conduct, Anti-Harassment & Complaint Procedure
3.11 Confidentiality & Data Security
3.12 Use of Company Property & Electronic Systems
3.13 Performance Standards & Evaluations
3.14 Corrective Action & Discipline
3.15 Separation of Employment - Representations & Warranties
- Employee Covenants & Restrictions
- Corrective Action & Remedies
- Risk Allocation
- Dispute Resolution
- General Provisions
- Acknowledgment & Receipt (Execution Block)
1. DOCUMENT HEADER
Effective Date: [MM/DD/YYYY]
Jurisdiction: State of Colorado, United States of America
Governing Law: Colorado employment statutes and applicable U.S. federal law (“State Employment Law”)
Recitals:
This Employee Handbook (the “Handbook”) sets forth general employment guidelines, policies, and procedures for employees of [EMPLOYER LEGAL NAME] (the “Company”). These policies are designed to comply with Colorado and federal employment requirements, to foster a respectful workplace, and to define mutual expectations between the Company and its employees (each, an “Employee”).
[// GUIDANCE: Insert brief company mission/value statement here, if desired.]
2. DEFINITIONS
For ease of reference, capitalized terms are defined below and used consistently throughout the Handbook.
“Arbitration Agreement” means the optional agreement between the Company and an Employee to resolve certain Disputes through binding arbitration.
“COMPS Order” means the current Colorado Overtime & Minimum Pay Standards Order issued by the Colorado Department of Labor and Employment, as amended.
““Confidential Information” means non-public business, technical, financial, or personnel information of the Company, whether in hard-copy, electronic, or verbal form.
“Dispute” means any claim, controversy, or legal action arising out of or relating to an Employee’s employment or separation from employment with the Company, except as expressly excluded in Section 8.
“Employee” means any individual employed by the Company, whether full-time, part-time, seasonal, temporary, exempt, or non-exempt.
“Handbook” has the meaning set forth in the Document Header.
“Injunctive Relief Matter” has the meaning set forth in Section 8.4.
“Manager” means the individual(s) who directly supervise an Employee.
“Pay Period” means the regular recurring period for which wages are calculated, currently [WEEKLY/BI-WEEKLY/SEMI-MONTHLY] unless modified by the Company.
“Protected Class” means any category protected under applicable federal or Colorado law (e.g., race, color, national origin, religion, sex, sexual orientation, gender identity, disability, age 40 or over, military status, genetic information, etc.).
“Working Time” means all hours during which an Employee is required or permitted to perform services for the Company.
3. EMPLOYMENT RELATIONSHIP & CORE POLICIES
3.1 At-Will Employment Statement
Employment with the Company is “at-will.” Either the Employee or the Company may terminate the employment relationship at any time, for any lawful reason, with or without notice. Nothing in this Handbook or in any other Company document or communication shall be construed as altering the at-will relationship or creating a contract of employment.
[// GUIDANCE: Colorado courts strictly enforce clear at-will disclaimers; retain bold or ALL-CAPS emphasis for heightened visibility.]
3.2 Equal Employment Opportunity (EEO) & Anti-Discrimination
The Company provides equal employment opportunities to all Employees and applicants and prohibits discrimination, harassment, or retaliation based on any Protected Class. Harassment (including sexual harassment) is strictly forbidden.
• All complaints will be investigated promptly, impartially, and confidentially to the extent possible.
• Employees may report concerns to [HR/TITLE] without fear of retaliation.
3.3 Wage & Hour Compliance
The Company complies with the Colorado Wage Act, COMPS Order, and the Fair Labor Standards Act (“FLSA”).
• Employees are classified as “Exempt” or “Non-Exempt” consistent with federal and state criteria.
• Non-Exempt Employees must accurately record all Working Time. Off-the-clock work is prohibited.
3.4 Timekeeping, Paydays & Deductions
• The official timekeeping system is [SYSTEM NAME].
• Paydays occur on [DAY] for wages earned during the preceding Pay Period.
• Statutory and authorized deductions (e.g., taxes, benefit premiums, wage assignments) will be withheld.
• Employees must report paycheck discrepancies within [NUMBER] days.
3.5 Overtime, Meal & Rest Periods
• Non-Exempt Employees are eligible for overtime pay at one-and-one-half times the regular rate for hours worked over 40 in a workweek or, where applicable, over 12 in a workday.
• Meal Periods: A 30-minute uninterrupted, duty-free meal period will be provided for shifts exceeding 5 consecutive hours.
• Rest Periods: A paid 10-minute rest break will be provided for each 4-hour work segment or major fraction thereof.
Employees must not perform work during unpaid meal periods without prior approval.
3.6 Leave of Absence Policies
3.6.1 Paid Sick Leave (Healthy Families & Workplaces Act – “HFWA”)
• Employees accrue a minimum of one hour of Paid Sick Leave for every 30 hours worked, up to at least 48 hours per year.
• Supplemental public-health emergency (“PHE”) leave is provided consistent with HFWA requirements.
3.6.2 Family and Medical Leave Act (FMLA)
• Eligible Employees (12 months of service, 1,250 hours) may take up to 12 weeks of unpaid, job-protected leave for qualifying reasons.
3.6.3 Colorado Family & Medical Leave Insurance (“FAMLI”)
• Beginning 1 January 2024, Employees may be eligible for wage-replacement benefits through the state-administered FAMLI program.
3.6.4 Additional Leave
• Jury Duty, Voting Leave, Military Leave, Domestic Violence Leave, Parental Involvement Leave, and any other leave mandated by Colorado or federal law will be provided.
[// GUIDANCE: Insert accrued PTO/Vacation policy or link to separate schedule.]
3.7 Employee Benefits Overview
• Group health, dental, and vision coverage – [ELIGIBILITY CRITERIA].
• 401(k) or other retirement plan – [DESCRIPTION].
• Company-sponsored life and disability insurance – [DESCRIPTION].
Benefit details are governed by plan documents, which supersede any summary contained herein.
3.8 Health & Safety; Workers’ Compensation
• The Company maintains a safe workplace in accordance with OSHA and Colorado Department of Labor standards.
• Work-related injuries must be reported immediately to [HR/SAFETY OFFICER].
• Employees are covered by workers’ compensation insurance per Colorado law.
3.9 Drug-Free & Smoke-Free Workplace
• Possession, use, or impairment by illegal drugs, marijuana, or alcohol during Working Time is prohibited.
• The Company reserves the right to drug test in compliance with Colorado law.
• Smoking and vaping are prohibited in all Company facilities and vehicles.
3.10 Workplace Conduct, Anti-Harassment & Complaint Procedure
• Professional, respectful conduct is required.
• Employees should use the complaint channels in Section 3.2 for harassment or conduct concerns.
3.11 Confidentiality & Data Security
Employees may not disclose or misuse Confidential Information. Obligations survive separation of employment.
3.12 Use of Company Property & Electronic Systems
• Company property and systems are for business use; limited personal use is permitted if it does not interfere with Company operations.
• The Company may monitor usage to the extent permitted by law.
3.13 Performance Standards & Evaluations
• Formal reviews occur [ANNUALLY/SEMI-ANNUALLY].
• Continuous feedback is encouraged.
3.14 Corrective Action & Discipline
• The Company may use progressive discipline (verbal warning, written warning, suspension, termination) but reserves discretion to skip steps based on severity.
3.15 Separation of Employment
• Final pay, including accrued but unused PTO where applicable, will be issued within the timeframes required by Colorado law.
• Company property must be returned on or before the last day worked.
4. REPRESENTATIONS & WARRANTIES
4.1 Employee Representations
Each Employee represents that:
a) The Employee possesses the requisite skills and authorization to work in the United States;
b) The Employee will comply with all Company policies;
c) The Employee has disclosed any restrictive covenants with prior employers that may impact job duties.
4.2 Company Disclaimer of Warranties
The Company makes no express or implied warranties regarding continued employment, compensation, or benefits beyond those required by law or by written plan documents.
4.3 Survival
Employee confidentiality and proprietary rights obligations survive separation.
5. EMPLOYEE COVENANTS & RESTRICTIONS
5.1 Non-Disclosure & Confidentiality
5.2 Return of Property
5.3 Conflicts of Interest
5.4 Limited Non-Solicitation (if applicable) [PLACEHOLDER – INSERT OR DELETE]
[// GUIDANCE: Evaluate enforceability of post-employment covenants under C.R.S. § 8-2-113.]
6. CORRECTIVE ACTION & REMEDIES
6.1 Events Triggering Discipline
• Policy violations;
• Poor performance;
• Misconduct or insubordination.
6.2 Notice & Opportunity to Cure
When practicable, the Company will provide written notice of violations and a reasonable opportunity to cure.
6.3 Graduated Remedies
• Verbal or written warning;
• Performance Improvement Plan (“PIP”);
• Suspension (paid or unpaid, subject to wage laws);
• Termination.
6.4 Recovery of Losses
The Company may seek restitution for losses caused by willful misconduct, subject to statutory wage-deduction limitations.
7. RISK ALLOCATION
7.1 Indemnification – Employee Misconduct
To the maximum extent permitted by law, an Employee shall indemnify and hold harmless the Company, its officers, directors, and agents from any loss, liability, or expense arising out of the Employee’s gross negligence, willful misconduct, or unlawful acts.
7.2 Limitation of Liability
Nothing in this Handbook shall be construed to expand the Company’s liability beyond statutory limits, including but not limited to caps on wrongful-discharge, tort, and punitive damages under applicable law.
7.3 Insurance
The Company maintains employment-practices liability insurance (“EPLI”) and workers’ compensation insurance in accordance with Colorado requirements.
7.4 Force Majeure
The Company’s obligations may be suspended during events beyond its control (e.g., natural disasters, pandemics, governmental orders) that materially impede operations.
8. DISPUTE RESOLUTION
8.1 Governing Law
All employment matters shall be governed by the laws of the State of Colorado and applicable federal statutes.
8.2 Forum Selection
Except as provided in Section 8.3, and unless the parties enter into an Arbitration Agreement, any civil action shall be brought exclusively in a state court of competent jurisdiction located in [COUNTY], Colorado.
8.3 Optional Arbitration
Employees may, at their election, execute the Company’s separate Arbitration Agreement. Signed Arbitration Agreements will be deemed incorporated herein by reference.
8.4 Injunctive Relief
Either party may seek temporary or preliminary injunctive relief in a court of competent jurisdiction for (i) alleged breaches of confidentiality or intellectual-property obligations, or (ii) other matters where statutory relief is expressly available (“Injunctive Relief Matters”). Resort to such court remedies is limited to the extent necessary to preserve rights pending final resolution.
8.5 Jury Trial
Nothing herein constitutes a waiver of an Employee’s constitutional right to a jury trial where otherwise available.
8.6 Attorney Fees
In any Dispute, the prevailing party may recover reasonable attorney fees and costs where authorized by statute or contract.
9. GENERAL PROVISIONS
9.1 Amendments
The Company may modify this Handbook at any time. Material changes will be communicated in writing.
9.2 No Waiver
Failure to enforce any policy on one occasion shall not constitute a waiver of the right to enforce it in the future.
9.3 Severability
If any provision of this Handbook is held unenforceable, the remaining provisions shall remain in full force and effect to the fullest extent permitted by law.
9.4 Integration
This Handbook supersedes all prior written or oral policies with respect to the subjects addressed herein.
9.5 Electronic Signatures
The Company may utilize electronic signatures or acknowledgments in accordance with the Uniform Electronic Transactions Act (UETA).
10. ACKNOWLEDGMENT & RECEIPT (EXECUTION BLOCK)
I acknowledge that I have received, read, and understand the [EMPLOYER LEGAL NAME] Employee Handbook (Effective [DATE]). I agree to comply with its provisions and understand it does not constitute a contract of employment.
| Employee Name (Print) | Employee Signature | Date |
|---|---|---|
| Company Representative | Title | Signature | Date |
|---|---|---|---|
[// GUIDANCE: Retain executed acknowledgments in the personnel file for at least the duration of employment plus the applicable statutory record-retention period (commonly 3–5 years in Colorado).]