Protection Orders

Civil Protection Orders (13-14-102)

A temporary protection order may be issued if the issuing judge or magistrate finds that an imminent danger exists to the person or persons seeking protection under the civil protection order.

“Imminent danger” is the health or life of one or more persons, considering the circumstances surrounding the most recent incident of abuse or threat of harm and any other relevant evidence regarding the safety or the person(s) seeking this order.

Employers May Get Protection Orders

If the judge or magistrate finds that an imminent danger exists to the employees of a business entity, he or she may issue a civil protection order in the name of that business for the protection of the employees.

An employer shall not be liable for failing to obtain a protection order in the name of the business for the protection of the employees and patrons.

To obtain a copy of these amended laws in their entirety, see House Bill 02-1052 on the Colorado General Assembly’s website or the State of Colorado website under Colorado Revised Statutes (CRS).

Unlawful action against employees seeking protection (24-34-402.7)

Regarding leave for employees who seek protection as a victim of domestic violence, stalking, or sexual assault; Employers shall permit an employee to take up to three working days of leave from work, with or without pay, in any 12-month period if the employee is the victim of:

  • Domestic abuse, Colorado Revised Statutes (C.R.S.) 13-14-101(2)
  • Stalking, C.R.S. 18-9-11
  • Sexual Assault, C.R.S. 18-3-4-2
  • Or any other crime in which the underlying factual basis has been found by a court on the record to include an act of domestic violence, C.R.S. 18-6-800.3.

This leave must be for seeking a civil protection order, obtaining medical care or mental health counseling, making their home secure from the perpetrator of the above acts, to seek new housing, or to seek legal assistance to address issues arising from these acts of violence.

This provision applies to employers who employ 50 or more employees and to employees who have been employed with the employer for 12 months or more.

An employee seeking this leave prior to receiving such leave shall exhaust any and all annual or vacation leave, personal leave, and sick leave (if applicable) that may be available to the employee, unless the employer waives the requirement.

All information related to the employee’s leave pursuant to this section shall be kept confidential by the employer. It is unlawful for any employer to interfere with, restrain, discharge, discriminate, or deny the exercise any attempt to exercise any rights provided under this section.

A person claiming to be aggrieved by a violation of this section may sue civilly for damages, including all wages or benefits that would have been due the person, or equitable relief, or both, in any district court of competent jurisdiction.