Governor Ritter recently vetoed pro-labor bill, HB 09-1170Governor Ritter, on May 19th, 2009, vetoed a bill that would have allowed union workers that are locked out during a labor dispute to collect unemployment benefits.  In Gov. Ritter’s letter explaining his decision, he explains that he did not want to give an advantage to one of the parties currently in a major labor negotiation between the United Food and Commercial Workers and several large grocery store chains here in the Colorado area.  However, Gov. Ritter went on to state that the merits of the bill “are worthy of future discussion and perhaps future legislation”.

See Also

• Press Release - HB 09-1170 Veto Message
  Letter from Gov. Ritter explaining the decision to veto HB 09-1170 bill

Hazard Communication

As a requirement for OSHA under the Hazard Communication Standards, employers are responsible for informing employees of exposure to chemicals and hazardous materials in the workplace.

According to the OSHA 3084 – Chemical Hazard Communication, employers are responsible to:    

• Identify and list hazardous chemicals in their workplaces
• Obtain MSDSs and labels for each hazardous chemical
• Develop and implement a written hazard communication program
• Communicate hazard information to employees

If you need assistance with compiling or updating your MSDS sheets or a written program, please contact the Workers’ Compensation department at StaffScapes at 303-466-7864.

StaffScapes Supplemental Benefits

StaffScapes is excited to announce there is no increases to the supplemental insurance rates for 2009.  Open enrollment is the month of May with an effective coverage date of June 1, 2009.  As a co-employee of StaffScapes, there are several exciting opporunites available to you and your family.

• 2 types of Dental programs
• Vision services
• Life Insurance
• AFLAC products
• 401K options

Save money with the pre-taxed options available.  Contact StaffScapes’ Benefits Department today at 303-466-7864 for more information and to get your benefits packet today.

StaffScapes Supplemental Benefits

StaffScapes is excited to announce there is no increases to the supplemental insurance rates for 2009.  Open enrollment is the month of May with an effective coverage date of June 1, 2009.  As a co-employee of StaffScapes, there are several exciting opporunites available to you and your family.

• 2 types of Dental programs
• Vision services
• Life Insurance
• AFLAC products
• 401K options

Save money with the pre-taxed options available.  Contact StaffScapes’ Benefits Department today at 303-466-7864 for more information and to get your benefits packet today.

What is Human Resource Outsourcing and why might it be the right choice for your company?

Most business owners would agree that you get more out of your business when you get more out of your employees. Very often employees have been viewed as liabilities or expenses, instead of tangible, bottom-line assets.  Many successful business owners understand and believe that their employees have a direct impact on their profitability.
These same business owners also understand that outsourcing their Human Resource requisites allows them to focus on their businesses’ core competencies and affords huge administrative relief from numerous employer-related responsibilities.  By eliminating this often overbearing burden, the company can now concentrate on creating solid initiatives that provide them a competitive advantage. In today’s economy, having a competitive advantage is arguably one of the most important assets a company can currently possess. 


Can Human Resources really affect the productivity and profitability of your company?

Focusing on your employees does pay off! Solid human resources practices have the ability to increase your company’s productivity and profitability, but human resource administration and management has become a massive undertaking that demands significant resources. Each time you spend even a minute on any type of regulatory or legal compliance issue is time spent away from growing your business. These minutes equate to dollars of profitability that is not going to the companies’ bottom line. We also know that most compliance issues and tasks are unfortunately not concluded in minutes, but rather in hours, days or even weeks.


Outsourcing “people strategies” can help you gain a competitive advantage, but you need professionals who cut through the clutter of HR practices to learn which have the most positive impact on your business. StaffScapes HR professionals can help you decide which strategies are best suited to your needs and then help you implement them to achieve your organizational goals.

To schedule a free client analysis consultation with a StaffScapes professional, please call 800.551.7607

OSHA has recently updated their website and will have additional updates responding to the swine flu alert.

OSHA updated their website to answer questions regarding workplace safety in relation to the swine flu (H1N1). In the next few days additional information will be added, including new QuickCards and fact sheets. OSHA’s updated Pandemic Influenza Safety and Health Topics page can be found at: http://www.osha.gov/dsg/topics/pandemicflu/index.html

Colorado Affirmation and I-9 form

Completing and maintaining Colorado Affirmation forms and required documents are very important.  StaffScapes has recently assisted and responded to a Notice of Complaint from the Department of Labor and Employment.

Employers are required to complete and maintain the Colorado Affirmation for on all new employees hired on or after January 1, 2007.  In addition, employers are required to maintain copies of the identity documents required for the new employees hired after January 1, 2007. Penalties due to violation of this law may result in the imposition of fines up to $5,000 for a first offense and up to $25,000 for a second and subsequent violations.

The Colorado Affirmation is a requirement from the State of Colorado.  In addition to this requirement, employers are required to complete and retain an Employment Eligibility Verification or I-9 form.  Employees must complete Section 1 and Employers complete Section 2, this form must be completed within 3 business days of the employee’s first day of employments.  You are not required to retain copies of the id’s with the I-9 form.  Penalties due to violation of this law may result in fines up to 1,100 per individual I-9 and much hirer penalties of fines and imprisonment if employers are knowingly hiring or continue to employ unauthorized workers. 

Please contact StaffScapes if you have any questions regarding the retention of these document or requirement by the Department of Labor and Employment.