Gender Discrimination Lawyers Defending Employers in Colorado


If you want to avoid the hassle and costly loss to your company that can occur when a gender discrimination allegation arises, then make it a priority to understand workplace discrimination.

Drafting Employment Contracts

As a Colorado employer, whether you hire full-time, part-time or employ independent contractors in your business, it is very important for you to understand gender discrimination laws because courts place significant importance on protecting rights of employees.

You must be mindful when drafting employment contracts or policies because they could potentially lead to gender discrimination in the workplace. You can never be “too” attentive or diligent when it comes to drafting and applying gender-neutral company policy. Having an employment discrimination lawyer who is well seasoned in both Colorado and Federal employment law statutes to review your company’s policy could serve as a benefit.

  • Having a business plan that addresses the broad scope of these issues is essential.
  • In your plan, you want to include, but aren’t limited to: discrimination training, employment policies, and assigning consequences in cases of discrimination at work.
  • It will also require an oversight of a thorough investigation into complaints about discrimination as they arise to prevent any possible discrimination claims or allegations of retaliation for complaining about discrimination. Failure to do so can lead to allegations of workplace discrimination, which in turn can lead to exceedingly controversial, inconvenient, and costly discrimination lawsuit.

Employers Be Aware that Colorado Courts and EECOC Guidelines in Denver CO Work Together to Combat Discrimination in Workplace

Laws placing taxing consequences on Colorado employers for discrimination of gender complaint are vigorously enforced by the Denver Equal Employment Opportunity Commission (EEOC). In fact, Colorado employment state laws and federal employment laws alike aggressively protect employees against gender discrimination in the workplace on the basis of sex.

These laws require equal treatment, policies, standards and practices for males and females in all phases of the employment process. This protection expands to non-employee individuals who are submitting job applications to your business. It is vital for employers to be aware that not only can their policies affect employees but non- employees as well.

Colorado Employer’s Right to Require Grooming and Issues Involving Grooming

Generally, grooming policies are not illegal sex stereotyping. As an employer in Denver or Colorado, you have the right to keep a certain business aesthetic as you desire. Sometimes, the Courts will uphold an employer’s dress and grooming policies that distinguish sex.

The courts will find no violation of Title VII as long as the policy does not impose an unequal burden on men or women. Below are examples of cases where an employer requests to employees to adhere to a stereotypical appearance standard assigned to their sex and the Courts various holdings where they found the grooming policy to be either lawful or unlawful when it comes to discrimination against women or men

The current line between intolerable and tolerable sex discrimination will no doubt continue to be redefined by courts and EEOC.

What does the 10th Circuit Think About Your Grooming Policies? Keep it Legitimate

On February 26, 2018, New York federal appeals court ruled that protections for employees under Title VII of the 1964 Civil Rights Act extend to those discriminated against based on their sexual orientation.  Other federal appeals courts, including the 10th Circuit Court of Appeals, which encompasses district court appeal cases in Colorado, Kansas, New Mexico, Oklahoma (Eastern, Northern, Western districts), Utah, and Wyoming, have concluded that discrimination under Title VII does not extend to discriminatory acts based on an individual’s sexual orientation or discrimination against women .  In essence, the federal appeals courts are split on this question.

Lucky for you, Colorado Employer, you’re a part of the 10th Circuit. However, be mindful that findings of law and conclusion from other federal court of appeals discrimination cases can be used to in your case to persuade a judge or jury in your case.

This is more reason to avoid any possibility of a EEOC discrimination claim against your business. 10th circuit court may be persuaded to decide against your business with the help of a credible case outside of 10th circuit jurisdiction.  

As with any legally protected status, Colorado employers and business owners should take steps to avoid a discrimination lawsuit from employees. Employers that fail to act to prevent gender discrimination will be left liable under Title VII and other state and federal discrimination laws.

For immediate employment discrimination defense due to allegations of gender discrimination, or discrimination against women in the workplace, call Watson & Associates, LLC defense lawyers at 720-941-7200.