Under current law, it is unlawful for a person to discriminate against a renter in the rental of a dwelling because the renter has a disability. Discrimination includes a refusal to permit reasonable modifications of existing premises occupied or to be occupied by an individual with a disability if the modifications are necessary to afford the individual with full enjoyment of the premises. The act removes the provision that allows a landlord to condition permission for a modification on the renter agreeing to restore the interior of the premises. The act also removes the provision that requires a modification to be at the expense of the individual with a disability. APPROVED by Governor May 28, 2024 EFFECTIVE August 7, 2024(Note: This summary applies to this bill as enacted.)
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No later than August 2024, and each August every 3 years thereafter, the act requires the department of human services (department), the office of state planning and budgeting, and representatives from area agencies on aging to review the adequacy of the appropriation for senior services for the prior 3 fiscal years to address the needs of senior citizens who request services pursuant to the "Older Coloradans' Act". The department is required to report the findings of the adequacy review during its "SMART Act" hearing. APPROVED by Governor May 24, 2024 EFFECTIVE May 24, 2024(Note: This summary applies to this bill as enacted.)
The Colorado professional fire fighters license plate is a distinctive special license plate. Under current law, distinctive special license plates do not expire when an owner of a motor vehicle who has been issued a distinctive special license plate transfers or assigns the owner's title or interest in the motor vehicle. The act provides that the Colorado professional fire fighters license plate expires upon the transfer or assignment of the motor vehicle. A person whose Colorado professional fire fighters license plate expires as a result of the transfer or assignment of the motor vehicle may apply again for the license plate by paying the required fees and fulfilling the application requirements. APPROVED by Governor May 22, 2024 EFFECTIVE August 7, 2024(Note: This summary applies to this bill as enacted.)
For wage claims brought by individuals working in the construction industry, the act: Requires a subcontractor that receives a written demand for payment to forward a copy of the written demand for payment to the general contractor within 3 business days after receipt; Specifies that a general contractor entering into a construction contract is liable for all amounts owed to an employee for the employee's labor, construction, or other work, including amounts owed by a subcontractor acting under, by, or for the general contractor; and Allows a general contractor to require the following information from each subcontractor acting under, by, or for the general contractor: Pay data; Contact information; and An affidavit attesting to whether the subcontractor has participated in a civil or administrative proceeding within the last 5 years and, if so, the outcome of the proceeding. Unless a wage violation is caused by the general contractor's lack of payment to a subcontractor, the general contractor may seek indemnification from the subcontractor for all amounts owed by the general contractor for the subcontractor's wage violation. VETOED by Governor May 17, 2024(Note: This summary applies to this bill as enacted.)
The act prohibits an employer from subjecting or threatening to subject an employee to discipline, discharge, or an adverse employment action on account of the employee's refusal to attend or participate in an employer-sponsored meeting concerning religious or political matters or for declining to listen to the speech of or view religious or political communications from the employer or the agent, representative, or designee of the employer. With regard to state employees, the prohibitions apply only to meetings and communications relating to state employees' decisions to join or support a fraternal or labor organization. Certain employer communications are exempt from the prohibition, including communications: Required by law, a court order, or an agreement with a governmental entity to communicate to employees, but only to the extent of a legal requirement; That are necessary for an employee to perform the employee's job duties; or That are required to prevent unlawful discrimination or harassment. Certain communications from institutions of higher education and K-12 schools and school districts are also exempt when the communication is related to coursework, symposia, or an academic program. The act does not apply to certain religious corporations, entities, associations, educational institutions, societies, or nonprofit faith-based health systems or facilities. The act authorizes an aggrieved person to seek relief by filing a complaint with the department of labor and employment (department) or by filing an action in district court after the person has exhausted all administrative remedies and has filed a complaint with the department. The act also creates an affirmative defense for employers. Each employer is required to distribute, at the employer's workplace or through e-mail or a regularly used communication system, a notice to each employee of the employee rights outlined in the act. For the 2024-25 state fiscal year, $278,564 is appropriated from the general fund to the department for use by the division of labor standards and statistics to implement the act. VETOED by Governor May 17, 2024(Note: This summary applies to this bill as enacted.)
A "youth sports organization" is a private for-profit or not-for-profit organization that, as part of its core function, provides persons who are under 18 years of age the opportunity to participate in scheduled competitive or recreational sporting activities, whether individually or as a team. "Youth sports organization" does not include a neighborhood youth organization, a K-12 school, a licensed child care facility, an institution of higher education, or an organization that provides walk-in-basis sporting activities. A youth sports organization and local government that provides youth athletic activities is required to have at least one adult who possesses a current first aid and CPR/AED education certification present at each youth athletic activity. All youth sports organization coaches who work directly with youth members, and any chaperone who accompanies the youth sports organization on any trip that includes one or more overnight stays, must obtain a criminal history record check prior to employment or approval as a chaperone, and if the coach or chaperone lived outside the U.S. for more than 180 days since the coach's or chaperone's last criminal history record check, the person shall also obtain an international criminal history record check. A volunteer who is not acting in the capacity of a coach or manager and who only occasionally assists with the youth sports organization is not required to obtain a criminal history record check. A youth sports organization shall not hire a person as a coach or approve a person as a chaperone and shall terminate a coach or revoke the approval for a chaperone if a criminal history record check shows that the person has been convicted of felony child abuse, a felony offense involving unlawful sexual behavior, a crime of violence, or any comparable offense committed in another state. A person who takes part in the activities of a youth sports organization but who is not required to obtain a criminal history record check pursuant to this section or is unable to obtain a criminal history record check must at all times be supervised by a person who has been hired or approved after obtaining a criminal history record check. The act requires a local government that provides a youth athletic activity to comply with the criminal history record check requirements. The act creates a cause of action for failing to conduct a background check. A local government offering a local government-sponsored youth athletic activity may charge a person any fees for the required criminal history record check. Information obtained by a local government through the criminal history record check is not subject to the open records act. VETOED by Governor May 17, 2024(Note: This summary applies to this bill as enacted.)
The act requires a school district board of education, a charter school, an institute charter school, a board of cooperative services, or the Colorado school for the deaf and the blind (local education provider) to satisfy certain requirements concerning installation, inspection, and maintenance of heating, ventilation, and air conditioning (HVAC) systems in schools if the local education provider undertakes HVAC infrastructure improvements using money made available by a federal government source or by a federal government source in combination with a state government source specifically for such purpose. The requirements established in the act concern: Ventilation verification assessments, which include assessments of an HVAC system's filtration, ventilation exhaust, economizers, demand control ventilation, air distribution and building pressurization, general maintenance requirements, operational controls, and carbon dioxide output; The preparation of HVAC assessment reports; The review of HVAC assessment reports by mechanical engineers, who make recommendations regarding necessary repairs and improvements and estimate associated costs; HVAC adjustments, repairs, upgrades, and replacements; The preparation of HVAC verification reports and the submission of the reports to the department of education; and Periodic inspections and ongoing maintenance. The act establishes mandatory criteria that an HVAC contractor must satisfy in order to perform work described in the act. A local education provider that undertakes HVAC infrastructure improvements using money made available by a federal government source or by a federal government source in combination with a state government source must: Obtain and make use of the certified contractor list established by the department of labor and employment; and Employ only contractors on the certified contractor list or certain other contractors to perform the HVAC improvements. The act allows a local education provider to apply for grants to pay for HVAC infrastructure improvement projects and establishes requirements for local education providers that apply for grants from federal and state government sources. The act requires the governor's office to use existing resources funded by the "Infrastructure Investment and Jobs Act" cash fund to provide grant writing support, administrative support, and project planning to local education providers that undertake HVAC infrastructure improvement projects. The governor's office must submit a report to the joint budget committee and the capital development committee concerning the number of applicants for matching funds from local education providers reviewed by the office before October 2, 2025. The report must include the amount of requested matching funds, the recommended amount of matching funds, and an explanation for the difference, if any, between the requested amounts and the recommended amounts. VETOED by Governor May 17, 2024(Note: This summary applies to this bill as enacted.)
The bill requires a law enforcement agency (agency) that receives an allegation of misconduct, criminal conduct, or other unprofessional conduct regarding a peace officer employed by the agency to investigate the allegation. If a peace officer receives an allegation of misconduct, criminal conduct, or other unprofessional conduct (misconduct) or is reasonably aware of the misconduct of another peace officer, the peace officer shall report the allegation to the subject of the allegation's employing agency. A peace officer who fails to make the report commits a class 2 misdemeanor. A person who makes an allegation has a private right of action if the allegation is not investigated. The bill clarifies that patterns and practices investigations may also be related to deprivation of rights by a peace officer against another peace officer. Current law requires agencies to report certain information regarding officers' misconduct to a database maintained by the P.O.S.T. board. The attorney general may audit the reports made to the database to verify reporting compliance. The bill requires the attorney general to accept reports of non-reporting to the database and requires those reports to be investigated within available resources. Current law requires unedited video and audio recordings of incidents of alleged misconduct to be released the public upon request. The bill states that a law enforcement agency shall not charge a fee to the requestor related to releasing the recording. Current law provides a peace officer with whistle-blower protection. The bill allows a peace officer who is subject to whistle-blower discipline a private right of action against the officer's employing agency. The bill requires each agency to retain all reports regarding allegations of misconduct and all investigation files, notes, and reports related to those reports. The bill also requires the investigating agency to provide a copy of the investigation file to the subject of the investigation after the investigation is completed. (Note: This summary applies to this bill as introduced.)