Employee Privacy: Colorado
Page Contents
- Colorado
- Summary
- Invasion of Privacy
- Drug and Alcohol Testing
- Medical Marijuana
- Personal Use of Marijuana for Recreational Purposes
- Private Employers
- Public Sector
- City of Boulder
- Drug Dealer Liability
- Off-Duty Conduct
- Polygraph Tests
- Genetic Testing
- Preemployment and Postemployment Screening
- Surveillance and Monitoring
- Video Surveillance
- Wiretapping
- Eavesdropping
- Privacy and Security of Personnel Records and Information
- Security Breach
- Social Security Numbers
- Arrests
- Searches
- Future Developments
- Additional Resources
The content below should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Authors: Stuart R. Buttrick, Susan W. Kline and Jenie Van Hampton, Faegre Baker Daniels LLP
Summary
- Colorado law recognizes invasion of privacy claims. See Invasion of Privacy.
- An employee can be terminated for a positive drug test if consistent with the employer's policies. See Drug and Alcohol Testing.
- Colorado employers are generally prohibited from discharging employees for lawful activity outside the employer's premises during nonworking hours, subject to certain exceptions. See Off-Duty Conduct.
- Colorado law imposes restrictions on conducting medical screens of employees and job applicants. See Preemployment Screening and Postemployment Screening.
- Employers who regularly use documents with personal identifying information must develop proper document destruction policies. See Privacy and Security of Personnel Records and Information.
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