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 August 2022 
 Workers' Compensation Poster Requirement 

By: Debra Fowler, SHRM-CP
Training & Compliance Manager

Effective: August 10, 2022

Colorado’s new Workers’ Compensation legislation going into effect August 10, 2022, changes the language required for the poster employers are required to display in the workplace.  The new poster requirement also includes a specific text size requirement of ½ inch minimum.  The Division of Worker’s Compensation has now stated that the minimum size poster you can display while meeting this text size requirement is a 27” x 40” poster – which is an impossible feat!

The Division has also stated they will not be able to print and provide these posters to employers, despite an earlier release of an order process.  They have indicated that they are trying to determine if WC insurance carriers can be responsible for printing/providing these posters.

For those employers who have Pinnacol Assurance for Workers’ Compensation insurance, please be aware that Pinnacol reports they will not be printing or mailing the poster and will not be making an order option available on their website.  Instead, they have provided an option to either send the WC poster to a print shop OR download a file that can be printed and taped together – MacGuyver style!  You can download the poster at the following link:  Pinnacol WC Poster Printable and Tape-able

For employers with Workers’ Compensation insurance from a different provider, there hasn’t been any update on whether or not they will be providing/printing the poster.  You can download the CDLE provider poster file here: CDLE WC Poster Update 2022  that can be sent to a print shop.

If you have any questions about this updated poster requirement, please reach out to your HR Business Partner with Vida HR.

Compliance: Workers' Comp Poster
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We at Vida HR have an exciting announcement. To better serve our clients, we have partnered with ‘isolved’, a cutting-edge cloud-based HR Information System. One of our key goals in this initiative was to find a system solution that seamlessly integrated into the HR process to serve our clients more efficiently; isolved accomplishes that with integrated Timekeeping, Learning Management, Performance Management, Applicant Tracking, Onboarding, Benefit Services, etc., as well as robust reporting functionality.


This powerful partnership was a lengthy and calculated process of testing what solution would best serve our clients and employees, while still allowing us to serve with our signature relationship-based service. Our employees and system experts are training diligently with isolved experts to ensure they are ready to service our clients with confidence. Please know that we will be fully handling this migration, and this will not cause any disruption to your payroll or service.


We will be steadily transitioning our clients currently using PrismHR in the upcoming months and through the end of the year.  Your HR Business Partner or Payroll Specialist will be contacting you to set up a meeting to discuss this exciting new partnership in detail and answer any questions you may have.

isolved Partnership
 Final Pay Deduction Notice Requirement 

By: Debra Fowler, SHRM-CP
Training & Compliance Manager

Effective: January 1 , 2023*

Colorado’s SB 161, which amends C.R.S. 8-4-105, goes into effect January 1, 2023* and requires employers to provide notice of anticipated deductions from an employee’s final pay no later than ten (10) calendar days after separation, whether voluntary or involuntary; until the notice has been sent, the employer is not authorized to deduct for any amount of money or the value of property the employee failed to properly pay or return to the employer. 

"Employers must provide notice of anticipated deductions from an employee’s final pay
no later than ten (10) calendar days after separation."

Final pay requirements do not change, and employers that do not need to make an allowable deduction must still pay employees within 24 hours of separation, when involuntary, or on the next scheduled pay date when voluntary. 


The final pay process is impacted by this legislative update when an employer wants to deduct the value of unreturned property or money. The new law requires employers to send a written notice about deductions no later than ten (10) days from the separation date and still requires remittance of final pay to the employee no later than ten (10) days after the separation date.

The required notice must include:

  • The amount of money or value of property that was not returned;

  • The replacement value of the property;

  • The date (to the extent known) when the money or property was provided to the employee;

  • The date the employer believes the employee should have paid the money or returned the property to the employer.

Within fourteen (14) days after the employer provides the notice, if the employee returns the money or property, the employer is required to reimburse the amount of the deduction to the employee, again within 14 days of the return.

Employees, their designated agent, or the Division, retain the right to send a wage demand to the employer.  Employers have 14 days from the wage demand to pay the employee the full amount of all wages owed.  As of January 1, 2023, If the employer fails or refuses to pay the earned wages/compensation with 14 days of the wage demand penalties will be automatically assessed and will be for the total amount of wages due plus penalties of (a) 200% of unpaid wages, OR (b) $1,000, whichever is greater. If the failure to pay is determined as willful (if the claim is the employer’s second failure to pay employees compensation of the same/similar type within the past five years), the penalty will be the greater of (a) 300% of unpaid wages, OR (b) $3,000.

Penalties for Non-Compliance: 
(a) 200% of unpaid wages, OR (b) $1,000
Willful Non-Compliance:
(a) 300% of unpaid wages, OR (b) $3,000

Vida HR will provide clients with a template that will fulfill this requirement.
* edited

Compliance: Final Pay Notice
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Don't Miss Out!

On Thursday, August 25th, 2022 from 8:00am to 12:00pm, Vida HR will be hosting our first in-person Training & Development event.


This training will be hosted at the Drury Inn & Suites on Interquest Pkwy in Colorado Springs. The featured host and course leader will be DEI keynote speaker, podcast host, columnist, trainer, and practitioner: Tephanie Hopper.

To Register/RSVP click the link below and fill out the form. This event is offered exclusively to Vida clients (at no cost), with limited spaces, so sign up fast!

This event will include a free continental breakfast. For those who can't make it, virtual options will be made available in the future.

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Hello, I’m Shelby!

I joined Vida HR in January 2022 as a HR & Talent Acquisition Specialist. As of May 2015, I graduated from SMSU where I earned a bachelor's degree in Justice Administration and a minor in Sociology. Go Mustangs! Since college, I have worked as a recruiter and dabbled in a variety of administrative positions. My PI Profile is an Altruist, which means I am social, detailed in my work, and seek perfection. I feel extremely blessed to be given the opportunity to work at Vida HR. I am still learning and growing every day and cannot wait to see what the future holds for me here!

A little about me:

I moved to Colorado from Minnesota in August 2019 to experience and enjoy everything that Colorado has to offer. My main personal interest in life is being outdoors! Whenever I get the chance, I am outside hiking, fishing, backpacking/camping, or exploring the great out west. I recently got engaged to my amazing fiancé, Dallas. In our home, you can find us cookin’ up some good food, sitting on our patio, tending to our garden, or out walking our dog, Dixie.

Employee Highlight: Shelby
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