Equal Pay Act Questions
Submit System Administration Employees Compensation & Equal Pay Act Questions below.
CU System Administration will be closed on Monday, May 30, in honor of Memorial Day. We will reopen Tuesday, May 31.
The University of Colorado is dedicated to achieving pay equity, and it adheres to best practices for setting compensation rates and ranges. The university has implemented the law’s requirements, which went into effect on Jan. 1, 2021. It is not expected to result in wide-spread salary changes; reducing or eliminating jobs; or changes to an employee’s current working title or job duties. Please refer to this web page for ongoing communication and information on the status of work being done at System Administration.
The act protects employees against pay discrimination based on sex (including gender identity) — alone or in combination with other protected statuses — for substantially similar work in terms of skill, effort and responsibility, regardless of job title.
The does allow for pay differences accounting for:
The law prohibits:
The law requires:
It does NOT require:
The act applies new notice and record-keeping requirements, and it encourages regular examination of compensation practices.
Colorado’s Equal Pay Act applies to all employers and employees in the state of Colorado, both public and private. Employer is defined as the state or any political subdivision, commission, department, institution, or school district thereof, and every other person employing a person in the state. Employee is defined as a person employed by an employer.
There are several components to Colorado’s Equal Pay Act. Some of the provisions are:
The Act requires the employer to keep records of job descriptions and wage rate history for each employee for the duration of employment plus two years after the end of employment.
The Act requires providing notice of job openings and promotional opportunities, including the hourly or salary rate or range, and a general description of all of the benefits and other compensation offered to the hired applicant.
Prohibits using pay history for prospective employees by requiring that an employer shall not seek the wage rate history, or rely on the wage rate history, of a prospective employee to determine a wage rate. Discrimination or retaliation against a prospective employee for failing to disclose wage rate history is prohibited
Please bookmark our Equal Pay Act project web page and check back often for news and updates.
Submit System Administration Employees Compensation & Equal Pay Act Questions below.
Equal Pay Act Questions
1800 Grant St., Suite 400 | Denver, CO 80203 | Campus Box 400 UCA
General: 303-860-4200 | Fax: 303-860-4299 | Email: employeeservices@cu.edu