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What other Colorado leave laws does Tilt support?

Additional coverage for Colorado's less common leave situations

 

Quick answer
 Beyond CFCA and CO FAMLI, Tilt supports several less-common Colorado leave laws, including the Anti-Discrimination Act, Civil Air Patrol Leave, Victim Rights Act, Jury Duty Leave, Leave for Victims of Domestic Abuse, Sexual Assault, or Stalking, Military Leave, Volunteer Emergency Worker Leave, Volunteer Firefighter Leave, and Voting Leave. These are customized on a case-by-case basis since the type and amount of support needed can vary.

Who this applies to / Prerequisites

  • Employers and employees in Colorado covered by one of the laws listed below.

Key facts

  1. Anti-Discrimination Act: Covered employers must consider unpaid leave as a reasonable accommodation for pregnancy, physical recovery from childbirth, or a related condition, unless it would impose an undue hardship.
  2. Civil Air Patrol Leave: Covered employers must provide up to 15 days of unpaid leave per calendar year for eligible employees responding to an emergency operational mission of the Colorado Wing of the Civil Air Patrol.
  3. Victim Rights Act: Covered employers must provide unpaid leave for eligible employees to honor a subpoena to testify in, or participate in preparation for, a criminal proceeding where the employee or an immediate family member is a victim.
  4. Jury Duty Leave: Covered employers must provide unpaid leave for eligible employees to respond to a juror summons or serve as a trial or grand juror.
  5. Leave for Victims of Domestic Abuse, Sexual Assault, or Stalking: Covered employers must provide 3 days of unpaid leave per year for eligible employee victims.
  6. Military Leave: Covered employers must provide 3 weeks of unpaid leave per calendar year for eligible members of the CO National Guard or US Reserves receiving military training with the US armed forces.
  7. Volunteer Emergency Worker Leave: Covered employers must provide 15 days of unpaid leave per calendar year for eligible employees engaged in emergency volunteer service.
  8. Volunteer Firefighter Leave: Covered employers must provide unpaid leave for eligible volunteer firefighters responding to an emergency summons.
  9. Voting Leave: Covered employers must provide eligible employees 2 hours of paid leave to vote if they lack sufficient time outside working hours.

What if it doesn't work

  • I need more detail on one of these laws: Reach out to your Tilt contact for more information.
  • I'd prefer to manage one of these leaves in-house: Some employers choose to handle these internally, especially for sensitive situations — contact your Tilt contact to discuss.
  • If none of these apply, contact your Leave Success Manager (employees) or Customer Success Manager (HR teams).

Limits and exceptions

  • These laws generally apply to private employers; public/state employers may face additional or different requirements.
  • Tilt customizes leave plans for these laws as needed rather than using a standard process, since support needs vary by circumstance.
  • Voting Leave is the only law in this list that is paid; all others listed are unpaid.

Related questions

  • How does the Colorado Family Care Act (CFCA) work?
  • Does Tilt support Colorado's paid sick and safe time law?