SunWater Spa provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Pay Equity, Transparency Protections

As of January 1, 2021, Colorado’s Equal Pay for Equal Work Act (SB 19-085) prohibits all employers from discriminating because of sex (including gender identity)—alone or with another protected status—by paying less for substantially similar work in terms of skill, effort, and responsibility. Every employer with any employees in the state must comply with the law. 

Employees are protected against sex-based pay discrimination for work requiring similar skill, effort, and responsibility. However, the law permits pay differences arising from:

• A seniority system

• A merit system

• A system that measures earnings by quantity or quality of production

• The geographic location where the work is performed

• Education, training, or experience reasonably related to the work

• Travel that is a regular and necessary condition of the job

Employers can’t prevent employees from discussing their own compensation information with other employees or require employees to sign a waiver preventing them from discussing their compensation.

The law also prohibits employers from asking about job candidates’ wage history or relying on wage history to determine a wage rate. Employers can’t discriminate or retaliate against a prospective employee for failing to disclose wage history.

Job-Posting Notices and Recordkeeping

New notice requirements will help current and prospective employees learn about job opportunities:

• Employers will have to make reasonable efforts to “announce, post, or make known all opportunities for promotion” to all current employees on the same calendar day.

• Each job vacancy posting must disclose the hourly wage or salary or the hourly wage or salary range, along with a general description of all benefits and other compensation offered.

Employees can report posting violations to the Colorado Department of Labor and Employment within one year of learning of the violation.

Employers must keep records of job descriptions and wage history for each employee while employed and for two years after termination. 

updated 8/8/24