There are numerous federal employment laws and also Colorado state employment laws that limit what you can legally do as an employer. Those laws also create certain obligations regarding how you treat your employees.
There are numerous laws that only apply to large businesses and other laws that apply to businesses of almost any size. The law requiring equal pay regardless of sex, for example, applies when you have just one worker. The Americans with Disabilities Act (ADA) imposes more obligations on your company than just fair compensation practices.
When might your company be subject to ADA requirements?
Is your business subject to the ADA?
The ADA makes employment discrimination based on disability illegal. Employers should not make hiring, firing or promotion decisions based on someone’s medical condition or disability. There is also an obligation that the business will accommodate workers with disabling medical conditions. Both existing workers who develop a medical condition and applicants can request accommodations for their disabilities.
For these rules to apply to your business, you have to have at least 15 employees. Small companies with only two or three workers likely cannot change the job responsibilities of one employee without suffering hardship. A bigger business could offer a worker a different position, a work from home option or even assistive technology that can help them stay employed.
When a worker requests certain accommodations, your business may have to meet them halfway. Only if a request represents an undue hardship can you legally decline to accommodate someone’s medical condition or disability as an employer. Learning more about employment law can help you avoid making possibly expensive mistakes.