Colorado Employer Defense Attorneys
Aggressive Employer Discrimination Defense Attorneys for Employers in Colorado
Wrongful Termination employer Defense Attorneys and Employment Litigation Defense Lawyers- Free Initial Consultation – Call 1.866.601.5518.
We Only Represent Colorado Employers
Colorado Employers face employment discrimination lawsuits that can. expose them to significant jury verdicts and public exposure that can severely impact the company’s reputation.
Our Denver law firm brings experienced employer defense lawyers who will immediately compose a team for employers statewide in employee discrimination lawsuits.
At Watson & Associates, LLC, our dedicated Colorado employer defense attorneys and discrimination defense lawyers aggressively represent Colorado companies from cases that can ultimately lead to huge jury verdicts. We work hand-in-hand with employers to defend against various employment discrimination lawsuits.
This includes wrongful termination defense, age discrimination defense, national origin discrimination, race discrimination defense and charges brought by the EEOC.
AVOID HUGE JURY VERDICTS IN DISCRIMINATION CASES - DOWNLOAD YOUR FREE EMPLOYER DEFENSE CHECKLIST NOW
We Put Together A Team of Seasoned Employment Litigation Defense Attorneys Just for Your Case
Discrimination defense lawyer for employers in CO: After investing significant effort in building and expanding your business, facing an employment discrimination lawsuit can be daunting. The key to winning an employment discrimination lawsuit is to immediately start structuring your legal defense. Do not wait until the EEOC rules that there is evidence of discrimination.
Since employers have a legal right to make business judgment decisions, they cannot do so in a discriminatory fashion. Another key to prevailing in a discrimination lawsuit is to show that your adverse decision was not discriminatory. This is where our employer defense attorneys can help.
Facing a Discrimination Claim at EEOC or Have Recent Case Filed Against You? Here is What You Need to Know As Colorado Employers
Colorado Anti-Discrimination Act (CADA): The Colorado Supreme Court recently confirmed that CADA was adopted “to fulfill the ‘basic responsibility of government to redress discriminatory … practices.’ ” Elder v. Williams , 2020 CO 88, ¶ 24, 477 P.3d 694 (quoting City of Colorado Springs v. Conners , 993 P.2d 1167, 1174 (Colo. 2000) ). Thus, the court reasoned, CADA was “not designed primarily to compensate individual claimants,” and CADA claims are “designed to implement the broad policy of eliminating intentional discriminatory or unfair … practices.” Id. at ¶¶ 24, 27 (quoting Conners , 993 P.2d at 1174 ). See Scardina v. Masterpiece Cakeshop, Inc., 528 P.3d 926, 936 (Colo. App. 2023).
Extension of Time in Colorado to File a Discrimination Charge: HB 22-1367 extends the time to file a charge with the Colorado Civil Rights Division (“CCRD”). Currently, an employee must file a charge of discrimination within 180 days of the alleged violation. After HB 22-1367’s passage, an employee in Colorado now has 300 days, nearly an entire year, to file a discrimination charge. This change aligns Colorado with federal employment discrimination laws allowing claimants up to 300 days to file a complaint with the Equal Opportunity Commission.
Expanded Remedies in Age Discrimination Suits : HB 22-1367 expands available remedies to Colorado employees in age discrimination lawsuits against employers. Previously, employees alleging age discrimination against their employer were limited to reinstatement, back pay, front pay, liquidated damages, or other appropriate equitable relief. Passage of HB 22-1367 will also allow age discrimination plaintiffs to recover punitive damages. The purpose of this amendment was to conform the remedies available to all individuals who claim to be discriminated or harassed in the workplace.
If you are a Colorado Employer, Watch This Video To Learn More About Employment Discrimination Laws
Get Your Free Guide & Checklist for Employment Litigation Defense Here
What happens when a court reaches an unfair or unreasonable result? A court abuses its discretion “if it misconstrues or misapplies the law or otherwise reaches a manifestly arbitrary, unreasonable, or unfair result.” People v. Butler, 224 P.3d 380, 384 (Colo.App. 2009).
Jury selection at trial: The Equal Protection Clause prohibits excluding prospective jurors from jury service based on their race. More simply: “A person’s race simply is unrelated to his [or her] fitness as a juror.” Valdez v. People, 966 P.2d 587, 589 (Colo. 1998)
Americans with Disabilities Act (ADA) of 1990, 42 USC 12101-12213; 29 CFR 1630.1-1630.16 and 1630.1641. The ADA covers most private employers with 15 or more employees, most government agencies, and unions.
What is Discrimination?
Title VII of the Civil Rights Act of 1964, 42 USC 2000e-2000h-4; 29 CFR 1600-1610. Title VII covers most private employers with 15 or more employees, government agencies, and unions. It prohibits discrimination and harassment against employees “because of … race, color, religion, sex, or national origin,” quoting sec. 2000e-2(a) of Title VII.
Many employment discrimination laws protect employees from discrimination in the workplace. However, you, as an employer, have your own protected rights. When it comes to employment defense, you cannot afford to waste time. The plaintiff’s counsel is already plotting the case against you. You must have equal footing and should immediately start preparing your legal defense. Call our employer defense attorneys for immediate help at a.866.601.518.
Employers in Colorado are prohibited from discriminating against employees based on their protected class. The CCRD Investigates allegations of employment discrimination.
Who Are Protected Classes Under Colorado Employment Law
- Disability (a mental or physical impairment which substantially limits a major life activity)
- Race (includes hair texture, hair type, hair length, or a protective hairstyle commonly or historically associated with race, such as braids, locs, twists, tight coils or curls, cornrows, Bantu knots, Afros, and headwraps).
- Creed
- Color
- Sex
- Sexual Orientation
- Gender Identity
- Gender Expression
- Religion
- Age (40+)
- National Origin
- Ancestry
- Marital Status
- Marriage to a Co-Worker (applies in limited circumstances)
- Pregnancy, childbirth, and related conditions
- Wage Transparency Act (sharing and comparing wage information with coworkers)
Colorado employers cannot retaliate against employees who have engaged in protected activity (such as making a complaint of discrimination, or requesting a reasonable accommodation) are protected from retaliation for doing so. Call us at 720.941.7200 and speak to Lead Counsel Theodore Watson, or email him here.
Call us at 720.941.7200 and speak to Lead Counsel Theodore Watson, or email him here.
Employment Litigation Defense Lawyers -We Represent Colorado Employers Only
As employer defense attorneys, we recognize that the law empowers employers to make business decisions that safeguard their resources and determine the company’s trajectory. Colorado courts also acknowledge this legal prerogative. Facing an EEOC discrimination complaint or lawsuit can be distressing and expose the company to public scrutiny and financial liabilities.
The Colorado employment litigation defense lawyers at Watson & Associates, LLC specialize in defending against allegations of race discrimination in the workplace, gender discrimination, and religious and national origin discrimination. As employer defense attorneys, we recognize the importance of establishing a robust legal defense proactively, well before litigation becomes imminent.
What are Your Legal Defenses to Employment Discrimination Lawsuits
At-Will Employment
Technically, this is not an affirmative defense to employment discrimination lawsuits. However, you still want to list it as a defense. At-will employment in Colorado means that the employee was able to quit or be discharged by the employer at any time, with or without notice, with or without reason. However, at will firing, cannot be for an illegal reason (such as a discriminatory motive). In Colorado, the law presumes at-will employment.
Terminating an employee in violation of the EEO laws would be an example of an impermissible, illegal reason. Therefore, at-will employment is not a defense against discrimination claims. Even at-will employees are protected by the EEO laws.
Legitimate Business Reason
Colorado employers must eventually show that the adverse action was for a legitimate business reason. Although this is not a listed legal defense, employer defense lawyers should still list it. It is a way of denying the employee plaintiff’s allegation that the employer acted for an unlawful motive. The employer defense attorney then has to show that the company had a legitimate business reason for acting.
Employer Attorney for Discrimination Defense
Denver Employer defense attorneys: Colorado state and federal regulations mandate workplace discrimination prevention. Occasionally, disgruntled employees may file discrimination claims with the EEOC, alleging discrimination in the workplace based on race, sexual orientation, national origin, age, religion, gender, or sexual harassment. These claims can implicate coworkers, supervisors, and executive personnel. Swift action is imperative when companies receive such discrimination charges, as failing to investigate promptly may undermine their position if litigation ensues.
Key steps in the process include:
- Having your employer defense attorney conduct internal investigations is a necessary and critical step.
- Assessing the existence and adherence to internal policies.
- Evaluating the validity of adverse actions (terminations or non-hiring) to ensure they are justified rather than mere post-factum excuses.
In Addition to being employment defense attorneys in Colorado, Our Employment Litigation Defense Attorneys Extend Our Services Nationwide to Government Contractors Facing Employment Litigation and Federal Employment Discrimination Lawsuits
Federal government contractors frequently grapple with employment law disputes that culminate in termination or other adverse actions. The Federal Acquisition Regulations (FAR) and related contract clauses expressly prohibit discriminatory practices against contractor employees. When disputes emerge, Watson’s employment discrimination lawyers assume a proactive stance, swiftly developing a legal defense that enhances the company’s negotiating position.
Colorado employment law firm defends against sexual orientation discrimination: Our employer defense lawyers also provide support in employee-initiated claims, litigation, and federal enforcement proceedings involving the U.S. Equal Employment Opportunity Commission (EEOC). In cases involving the Department of Justice (DOJ) and whistleblower actions, our legal defense counsel is prepared to act.
Theodore P. Watson: Leading the Practice Area as a Colorado Employment Discrimination Defense Attorney in Denver- Call Him Today at 1.866.601.5518.
As Colorado employer defense attorneys, we grasp the rights of employers and the legal grounds for taking adverse actions against employees.
This understanding is critical, enabling employers to initiate their defense when responding to EEOC field office employer position statements.
Develop Effective Employer Position Statements in Response to EEOC Claims:
Top employment discrimination defense attorneys in Colorado: The employment law defense firm and Denver EEOC defense attorneys at Watson & Associates, LLC promptly assess each case’s details, strengths, and weaknesses. Employers can then make informed decisions supported by facts, Colorado employer discrimination laws, and employment contracts. Our Colorado employer defense lawyers investigate the facts, preparing robust position statements that mark the outset of the litigation process for discrimination cases.
This information is significant in the trial proceedings. Affirmative defenses are invoked at this stage against discrimination claims.
AVOID HUGE JURY VERDICTS IN DISCRIMINATION CASES - DOWNLOAD YOUR FREE EMPLOYER DEFENSE CHECKLIST NOW
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ADDITIONAL EMPLOYER DEFENSE INFORMATION
Not Legal Advice: The content on this page is not a substitute for and may not be relied upon as legal advice. Additionally, the legal issues about employer defense and employment discrimination discussed herein are subject to change and development from time to time. Readers are cautioned to review their legal rights and obligations with experienced employer defense lawyers or employer defense attorneys.