![]() In order for a job to be reclassified, the responsibilities/duties performed must be approved and classified into another identified job description.įor information about the reclassification process, click here. Duties/responsibilities are provided and reviewed specific to the incumbent and evaluated by the HR Generalist, and then approved by the Human Resources Director or designee. Reclassification may be requested by the employee or supervisor through a request to the department/office's HR Generalist. The bill allows exceptions to the prohibition against a wage differential based on sex if the employer demonstrates. Reclassifications occur only in jobs that have incumbents and are not vacant unoccupied positions. On January 1, 2021, Colorado’s new pay equity law, the Equal Pay for Equal Work Act, will become effective. These changes may occur over time or be assigned based on changes in business needs. Reclassification is the change in the classification/job title of an occupied job, based on ongoing and significant changes in the employee’s assigned job responsibilities. For example, career progression from a Social Caseworker I to a Social Caseworker II is identified in the Social Caseworker II job description.įor information on which jobs are Flex Staff jobs, or how to request to be moved to the next level if you are in a Flex Staff job, click here. Progression is outlined in the job descriptions. These are jobs where a career progression to the next level happens after a set amount of time in the job, after a particular certification or other requirement is obtained, and/or other specific responsibilities are assigned. Colorado recently passed Senate Bill 23-105, which amends Colorado’s Equal Pay for Equal Work Act. In 2019, Colorado passed the Equal Pay for Equal Work Act, which took effect on Jan. The County has Flex Staff (automatic career progression) jobs. The job posting may accept applications from internal and/or external candidates depending on the position. Specifically, the law required enhancements to job descriptions, job postings, and promotion opportunities.Īll vacant positions (no incumbent) are posted on Larimer County’s career page. In summary, the law requires Colorado businesses to provide equal pay–including benefits-to all employees performing substantially similar work. The July analysis looks at the impact of Colorado’s Equal Pay for Equal Work act, which went into effect in January 2021 and requires employers to disclose the salary range on all job. The Equal Pay for Equal Work Act went into effect on January 1st, 2021. Codes, Policies, Ordinances & Resolutions.
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