C.R.S.
Section 8-73-108
Benefit awards
- definitions
(1)
Intentionally left blank —Ed.(a)
In the granting of benefit awards, it is the intent of the general assembly that the division at all times be guided by the principle that unemployment insurance is for the benefit of persons unemployed through no fault of their own; and that each eligible individual who is unemployed through no fault of his own shall be entitled to receive a full award of benefits; and that every person has the right to leave any job for any reason, but that the circumstances of his separation shall be considered in determining the amount of benefits he may receive, and that certain acts of individuals are the direct and proximate cause of their unemployment, and such acts may result in such individuals receiving a disqualification.(b)
A full award of benefits shall be the total amount of benefits computed under sections 8-73-102 and 8-73-104. Benefits payable under the provisions of this section shall be awarded, subject to other applicable provisions of articles 70 to 82 of this title.(2)
Repealed.(II)
Benefits remaining from a previous full award shall be reduced if a disqualification is granted on the most recent separation from that employer.(III)
Benefits previously reduced due to a disqualification shall become available if a full award is granted on the most recent separation. If a disqualification was previously imposed, then the employee must work ten consecutive workdays for the same employer before a full award may be granted on the most recent separation.(b)
An additional claim filed during an existing benefit year because of a recurrence of unemployment shall require the claimant to report all job separations subsequent to the effective date of the initial claim which may be considered by the division. Those job separations that are considered shall result in a full award or a disqualification. If a disqualification is imposed on the most recent separation, a ten-week deferral of benefits shall be imposed.(c)
The gross misconduct of an individual causing his discharge from employment shall result in a disqualification of twenty-six weeks. “Gross misconduct” means conduct evincing such willful or wanton disregard of an employer’s interests or negligence or harm of such a degree or recurrence as to manifest culpability or wrongful intent, or assault or threatened assault upon supervisors, coworkers, or others at the work site.(d)
Benefits shall not be denied to any individual by reason of cancellation of wage credits or total reduction of his benefit rights for any cause other than discharge for gross misconduct connected with his work, fraud in connection with a claim for benefits, or receipt of disqualifying income.(e)
Intentionally left blank —Ed.(I)
Benefit payments will be charged against the experience rating accounts of the base period employers in inverse chronological order.(II)
When the total amount of base period wages, as defined in section 8-70-141 (1)(a), paid by a base period employer is less than one thousand dollars:(A)
Such wages shall be included in the computation of wage credits under the provisions of section 8-73-104; and(B)
Benefits paid with respect to such wages shall not be charged against the experience rating account of an employer but will be charged against the fund; and(C)
Separations from such employers, other than the last employer, shall not be adjudicated.(III)
Repealed.(f)
Benefit payments shall not be charged against the experience rating account of an employer and shall be charged against the fund when:(I)
The benefits are paid for unemployment directly caused by a major natural disaster;(II)
The president has declared the event a disaster pursuant to section 102 (2) of the federal “Robert T. Stafford Disaster Relief and Emergency Assistance Act”, as amended, 42 U.S.C. sec. 5122(2); and(III)
The benefits are paid to an individual who would have otherwise been eligible for disaster unemployment assistance with respect to that unemployment but for the individual’s receipt of unemployment compensation benefits.(4)
Full award.(a)
Laid off for lack of work;(b)
Intentionally left blank —Ed.(I)
The health of the worker is such that the worker is separated from his or her employment and must refrain from working for a period of time that exceeds the greater of the employer’s medical leave of absence policy or the provisions of the federal “Family and Medical Leave Act of 1993”, if applicable, or the worker’s health is such that the worker must seek a new occupation, or the health of the worker or the worker’s spouse, partner in a civil union, or dependent child is such that the worker must leave the vicinity of the worker’s employment; except that, if the health of the worker or the worker’s spouse, partner in a civil union, or dependent child has caused the separation from work, the worker, in order to be entitled to a full award, must have complied with the following requirements: Informed the worker’s employer in writing, if the employer has posted or given actual advance notice of this writing requirement, of the condition of the worker’s health or the health of the worker’s spouse, partner in a civil union, or dependent child prior to separation from employment and allowed the employer the opportunity to make reasonable accommodations for the worker’s condition; substantiated the cause by a competent written medical statement issued by a licensed practicing physician or physician assistant authorized under section 12-240-107 (6) prior to the date of separation from employment when so requested by the employer prior to the date of separation from employment or within a reasonable period thereafter; submitted himself or herself or the worker’s spouse, partner in a civil union, or dependent child to an examination by a licensed practicing physician or licensed practicing physician assistant authorized under section 12-240-107 (6) selected and paid by the interested employer when so requested by the employer prior to the date of separation from employment or within a reasonable period thereafter; or provided the division, when so requested, with a written medical statement issued by a licensed practicing physician or licensed practicing physician assistant authorized under section 12-240-107 (6). For purposes of providing the medical statement or submitting to an examination for an employer, “a reasonable period thereafter” includes the time before adjudication by either a deputy or referee of the division. An award of benefits pursuant to this subsection (4)(b)(I) includes benefits to a worker who, either voluntarily or involuntarily, is separated from employment because of pregnancy and who otherwise satisfies the requirements of this subsection (4)(b)(I).(II)
In the event of an injury or sudden illness of the worker that would preclude verbal or written notification of the employer prior to such occurrence, the failure of the worker to notify the employer prior to such occurrence will not in itself constitute a reason for the denial of benefits if the worker has notified the employer at the earliest practicable time after such occurrence. Such notice shall be given no later than two working days following such occurrence unless the worker’s physician or physician assistant authorized under section 12-240-107 (6) provides a written statement to the employer within one week after the employer’s request that the worker’s condition made giving such notice impracticable and substantiating the illness or injury.(III)
Any physician or physician assistant authorized under section 12-240-107 (6) who makes or is present at any examination required under these provisions shall testify as to the results of the physician’s or physician assistant’s examination; except that no such physician or physician assistant shall be required to disclose any confidential communication imparted to him or her for the purpose of treatment that is not necessary to a proper understanding of the case.(IV)
The off-the-job or on-the-job use of not medically prescribed intoxicating beverages or controlled substances, as defined in section 18-18-102 (5), may be reason for a determination for a full award pursuant to this subsection (4)(b), but only if:(A)
The worker has declared to the division that he or she has an alcohol or substance use disorder;(B)
The worker has substantiated the alcohol or substance use disorder by a competent written medical statement issued by a physician licensed to practice medicine pursuant to article 240 of title 12, or by a licensed physician assistant authorized under section 12-240-107 (6), or has substantiated the successful completion of, or ongoing participation in, a treatment program as described in subsection (4)(b)(IV)(C) of this section within four weeks after the claimant’s admission. The substantiation must be in writing to the division and signed by an authorized representative of the approved treatment program.(C)
A worker who is not affiliated with an approved treatment program must present to the division within four weeks after the date of the medical statement referred to in sub-subparagraph (B) of this subparagraph (IV), substantiation of registration in a program of corrective action that will commence within four weeks after the date of the medical statement and that is provided by an approved private treatment facility or an approved public treatment facility as defined in section 27-81-102 (2) or (3), C.R.S., or by an alcoholics anonymous program. The substantiation shall be in writing to the division and signed by an authorized representative of the approved treatment program.(V)
A potentially chargeable employer may notify the division concerning the failure of the worker to participate in or complete an approved program of corrective action to deal with the alcohol or substance use disorder within fifteen calendar days after the date on which he or she discovers the existence of such a disorder. The worker must be given an opportunity to respond to the employer’s allegations. The division, upon review of additional information, may modify a prior decision pursuant to subsection (5)(e)(XXIV) of this section.(c)
Unsatisfactory or hazardous working conditions when so determined by the division. In determining whether or not working conditions are unsatisfactory for an individual, the degree of risk involved to his health, safety, and morals, his physical fitness and prior training, his experience and prior earnings, the distance of the work from his residence, and the working conditions of workers engaged in the same or similar work for the same and other employers in the locality shall be considered. For the purpose of this paragraph (c), “hazardous working conditions” means such conditions, as are determined by the division to exist, that could result in a danger to the physical or mental well-being of the worker. In any such determination the division shall consider, but shall not be limited to a consideration of, the following: The safety measures used or the lack thereof and the condition of equipment or lack of proper equipment. No work shall be considered hazardous if the working conditions surrounding a worker’s employment are the same or substantially the same as the working conditions generally prevailing among workers performing the same or similar work for other employers engaged in the same or similar type of activity.(d)
A substantial change in the worker’s working conditions, said change in working conditions being substantially less favorable to the worker; but requiring a worker to work a different shift shall not be considered a substantial change in working conditions unless such requirement would be a violation of seniority rights which entitle the worker to shift preferential, but in any such case the burden of proving such seniority rights shall rest upon the worker. No change in working conditions shall be considered substantial if it is determined by the division that the conditions prevailing after the change are those generally prevailing for other workers performing the same or similar work.(e)
Unreasonable reduction in the worker’s rate of pay as determined by the division. In determining whether or not there has been an unreasonable reduction in the worker’s rate of pay, the division shall consider, but shall not be limited to a consideration of, whether or not the reduction in pay was applied by the employer to all workers in the same or similar class or merely to this individual, the general economic conditions prevailing in the state, the financial condition of the employer involved, and whether or not the reduction in wage was agreed to by other workers employed in the same or similar work. The worker’s loss of a shift differential or overtime pay shall not be considered an unreasonable reduction in the worker’s rate of pay under this paragraph (e), unless such shift differential or overtime pay was guaranteed by the employer.(f)
Intentionally left blank —Ed.(I)
Due to the particular nature of the building and construction industry, construction workers who quit a construction job to accept a different construction job in any of the following circumstances:(A)
Quitting within thirty days immediately prior to the established termination date of the job quit; and at the time of quitting, the construction worker had been offered and had accepted another construction job and the specific starting date of the new job was within thirty days from the date of quitting the prior job; and the new job offered employment for a longer period of time than remained available on the job quit unless the new job was terminated by a contract cancellation; or(B)
Unsatisfactory working conditions with respect to the distance of his work from his residence when so determined by the division; or(C)
Quitting a construction job that is outside the state of Colorado in order to accept a construction job within the state of Colorado, if such construction worker has maintained a residence in this state; or(D)
Leaving a job to comply with a condition of an apprenticeship assignment of an employer, which condition was imposed to meet the conditions of a joint apprenticeship or other apprenticeship program which is in accordance with requirements for programs registered with the federal government; or(E)
Quitting a job outside the worker’s regular apprenticeable trade to return to work in the worker’s regular apprenticeable trade. As used in this subsection (4)(f), “regular apprenticeable trade” means a skilled trade or occupation in the construction industry in which, by longstanding and recognized practice of a significant segment of the industry, a worker generally must complete a period of apprenticeship or training pursuant to a joint apprenticeship or other apprenticeship program that is in accordance with requirements for programs registered with the federal government or a state apprenticeship agency recognized by the United States department of labor. A worker may have more than one regular apprenticeable trade.(II)
If the provisions of either sub-subparagraph (A), (B), (C), (D), or (E) of subparagraph (I) of this paragraph (f) are met, any benefits normally chargeable to the employer for whom the employee worked immediately prior to accepting the new job will be charged to the fund. Benefits shall not be awarded pursuant to this paragraph (f) unless the worker has subsequently separated from the new job under conditions which would result in a full award under this subsection (4).(g)
After being given the choice by his employer between being terminated, furloughed, or laid off and replacing another worker, the worker has elected to accept a termination, furlough, or layoff;(h)
Quitting employment because of a violation of the written employment contract by the employer; except that before such quitting the worker must have exhausted all remedies provided in such written contract for the settlement of disputes before quitting his job;(i)
Being discharged from employment without the employer informing either the worker or the division, after a request from the division as to the reason for the discharge;(j)
Being physically or mentally unable to perform the work or unqualified to perform the work as a result of insufficient educational attainment or inadequate occupational or professional skills. In cases where an individual quits because of physical or mental inability to perform the work because of domestic abuse, any award of benefits will be made in accordance with paragraph (r) of this subsection (4).(k)
Refusing with good cause to work overtime without reasonable advance notice. Good cause as used in this paragraph (k) shall be restricted to reasonable, compelling personal reasons as determined by the division affecting either the worker or the worker’s immediate family.(l)
Being instructed or requested to perform a service or commit an act which is in violation of an ordinance or statute;(m)
Involuntary retirement in accordance with company policy or at the volition of the employer;(n)
Quitting employment under conditions which would not have resulted in a denial of benefits under the provisions of paragraph (b) of subsection (5) of this section;(o)
Quitting employment because of personal harassment by the employer not related to the performance of the job;(p)
Intentionally left blank —Ed.(I)
Business closure because the employer is, or was, a member of the military reserves or National Guard and was called to active military duty.(II)
Any benefits awarded to the claimant under the provisions of subparagraph (I) of this paragraph (p) and normally chargeable to the employer will be charged to the fund.(q)
Repealed.(r)
Intentionally left blank —Ed.(I)
Separating from a job because of domestic violence may be reason for a determination for a full award if the worker reasonably believes that the worker’s continued employment would jeopardize the safety of the worker or any member of the worker’s immediate family.(II)
If the worker does not meet the provisions of subparagraph (I) of this paragraph (r), the worker shall be held to have voluntarily terminated employment for the purposes of determining benefits pursuant to subparagraph (XXII) of paragraph (e) of subsection (5) of this section.(III)
Any benefits awarded to the claimant under the provisions of this paragraph (r) normally chargeable to the employer shall be charged to the fund.(IV)
The director of the division shall adopt rules as necessary to implement and administer this paragraph (r).(V)
Repealed.(s)
and (t) Repealed.(u)
Intentionally left blank —Ed.(I)
Separating from a job due to a change in location of the employment of the worker’s spouse or partner in a civil union that necessitates a new place of residence for the worker, either within or outside Colorado, from which it is impractical to commute to the worker’s place of employment, and upon arrival at the new place of residence, the individual is in all respects available for suitable work. The director of the division shall adopt rules as necessary to implement and administer this paragraph (u).(II)
Any benefits awarded to the claimant under this paragraph (u) normally chargeable to the employer shall be charged to the fund.(v)
Intentionally left blank —Ed.(I)
Separating from a job because a member of the worker’s immediate family is suffering from an illness that requires the worker to care for the immediate family member for a period that exceeds the greater of the employer’s medical leave of absence policy or the provisions of the federal “Family and Medical Leave Act of 1993” if the worker meets the following requirements:(A)
The worker informed his or her employer, if the employer has posted or given actual advance notice of the requirement to so inform the employer, of the condition of the worker’s immediate family member; and(B)
The worker provides the division, when requested, a competent statement verifying the condition of the worker’s immediate family member.(II)
Separating from a job because a member of the worker’s immediate family is suffering from a disability that requires the worker to care for the immediate family member for a period that exceeds the greater of the employer’s medical leave of absence policy or the provisions of the federal “Family and Medical Leave Act of 1993” if the worker meets the following requirements:(A)
The worker informed his or her employer, if the employer has posted or given actual advance notice of the requirement to so inform the employer, of the condition of the worker’s immediate family member; and(B)
The worker provides the division, when requested, a competent statement verifying the condition of the worker’s immediate family member.(III)
The director of the division shall adopt rules as necessary to implement and administer this paragraph (v).(IV)
Any benefits awarded to the claimant under this paragraph (v) normally chargeable to the employer shall be charged to the fund, and any such benefits shall not affect an employer’s premium.(V)
As used in this subsection (4)(v):(A)
“Disability” means all types of verified disability, including, without limitation, mental and physical disabilities; permanent and temporary disabilities; and partial and total disabilities.(B)
“Illness” means verified poor health or sickness.(C)
Repealed.(w)
Separating from employment because the employer requires the employee to work in an environment that is not in compliance with:(I)
Federal centers for disease control and prevention guidelines applicable to the employer’s business and workplace at the time of the determination;(II)
State and federal laws, rules, and regulations concerning disease mitigation and workplace safety;(III)
An executive order issued by the governor requiring the employer to close the business or modify the operation of the business; and(IV)
Any public health order issued by the department of public health and environment or a local government to close the business or modify the operation of the business;(x)
Separating from employment because the employee is the primary caretaker of:(I)
A child enrolled in a school that is closed due to a public health emergency; or(II)
A family member or household member who is quarantined due to an illness during a public health emergency;(y)
Separating from employment because the employee is immunocompromised and more susceptible to illness or disease during a public health emergency as evidenced by the employee’s health-care provider.(5)
Disqualification.(a)
An individual who refuses to accept suitable work or refuses a referral to suitable work shall be disqualified from receiving benefits for a period of twenty weeks beginning with the week in which the refusal occurred, and his total benefits shall be reduced by an amount equal to the number of weeks of disqualification multiplied by his weekly benefit amount. The determination of whether or not an individual has refused to accept suitable work or refused to accept a referral to suitable work shall be the responsibility of the division.(b)
The division shall consider the refusal of suitable work or refusal of referral to suitable work at any time after the last separation from employment that occurred prior to the time of filing the initial claim in determining the direct and proximate cause of the separation. In determining whether or not any work is suitable for an individual, the division shall consider the degree of risk involved to the individual’s health, safety, and morals, the individual’s physical fitness and prior training, the individual’s experience and prior earnings, the individual’s length of unemployment and prospects for securing work in the individual’s customary occupation, and the distance of the available local work from the individual’s residence. Notwithstanding any other provisions of articles 70 to 82 of this title 8, the division shall not deem work to be suitable and shall not deny benefits under articles 70 to 82 of this title 8 to any otherwise eligible individual for refusing to accept new work under any of the following conditions:(I)
If the position offered is vacant due directly to a strike, lockout, or other labor dispute;(II)
If the wages, hours, or other conditions of the work offered are substantially less favorable to the individual than those prevailing for similar work in the locality;(III)
If as a condition of being employed the individual would be required to join a company union or to resign from or refrain from joining any bona fide labor organization;(IV)
The employer requires the individual to work in an environment that is not in compliance with:(A)
Federal centers for disease control and prevention guidelines applicable to the employer’s business and workplace at the time of the determination;(B)
State or federal laws, rules, and regulations concerning disease mitigation and workplace safety;(C)
An executive order issued by the governor requiring the employer to close the business or modify the operation of the business; and(D)
Any public health order issued by the department of public health and environment or a local government to close the business or modify the operation of the business;(V)
The individual is the primary caretaker of:(A)
A child enrolled in a school that is closed due to a public health emergency; or(B)
A family member or household member who is quarantined due to an illness during a public health emergency; or(VI)
The employee is immunocompromised and more susceptible to illness or disease during a public health emergency as evidenced by the employee’s health-care provider.(c)
An award shall not be denied to an individual more than once for failure to apply for or to accept the same or a similar position with the same employer.(d)
Repealed.(e)
Subject to the maximum reduction consistent with federal law, and insofar as consistent with interstate agreements, if a separation from employment occurs for any of the following reasons, the employer from whom such separation occurred must not be charged for benefits which are attributable to such employment and, because any payment of benefits which are attributable to such employment out of the fund as defined in section 8-70-103 (13) is deemed to have an adverse effect on the employer’s account in such fund, a payment of such benefits must not be made from such fund:(I)
Quitting employment because of dissatisfaction with prevailing rates of pay in that industry, standard hours of work, standard working conditions, or working conditions which generally prevail for other workers performing the same or similar work, regularly assigned duties, or opportunities for advancement;(II)
Quitting employment because of dissatisfaction with a supervisor with no evidence to indicate that the supervision is other than that reasonably to be expected in the proper performance of work;(III)
Quitting to marry, irrespective of whether or not such marriage occurs subsequent to the separation from employment;(IV)
Quitting to move to another area as a matter of personal preference, unless such move was pursuant to other provisions of subsection (4) of this section;(V)
Quitting to seek other work; or quitting to accept other employment if such employment does not meet the requirements of paragraph (f) of subsection (4) of this section;(VI)
Insubordination such as: Deliberate disobedience of a reasonable instruction of an employer or an employer’s duly authorized representative, refusal or failure to obtain, maintain, or renew licenses, certifications, credentials, conditions, or other professional designations which are necessary to permit the claimant to perform a job, failure to keep in good standing with the union because of nonpayment of dues, or repeated acts of agitation against employer working conditions, pay scale, policies, or procedures; except that orderly action on the part of an employee or through union negotiation shall not be so considered if such action does not interfere with work performance;(VII)
Violation of a statute or of a company rule which resulted or could have resulted in serious damage to the employer’s property or interests or could have endangered the life of the worker or other persons, such as: Mistreatment of patients in a hospital or nursing home; serving liquor to minors; selling prescription items without prescriptions from licensed doctors; immoral conduct which has an effect on worker’s job status; divulging of confidential information which resulted or could have resulted in damage to the employer’s interests; failure to observe conspicuously posted safety rules; intentional falsification of expense accounts, inventories, or other records or reports whether or not substantial harm or injury was incurred; or removal or attempted removal of employer’s property from the premises of the employer without proper authority;(VIII)
Off-the-job use of not medically prescribed intoxicating beverages or controlled substances, as defined in section 18-18-102 (5), C.R.S., to a degree resulting in interference with job performance;(IX)
On-the-job use of or distribution of not medically prescribed intoxicating beverages or controlled substances, as defined in section 18-18-102 (5), C.R.S.;(IX.5)
The presence in an individual’s system, during working hours, of not medically prescribed controlled substances, as defined in section 18-18-102 (5), C.R.S., or of a blood alcohol level at or above 0.04 percent, or at or above an applicable lower level as set forth by federal statute or regulation, as evidenced by a drug or alcohol test administered pursuant to a statutory or regulatory requirement or a previously established, written drug or alcohol policy of the employer and conducted by a medical facility or laboratory licensed or certified to conduct such tests;(X)
Incarceration after conviction of a violation of any law, or loss of license, certification, credential, condition, or other professional designation that is essential to job performance;(XI)
Theft;(XII)
Assaulting or threatening to assault under circumstances such as to cause a reasonably emotionally stable person to become concerned as to his physical safety;(XIII)
Willful neglect or damage to an employer’s property or interests;(XIV)
Rudeness, insolence, or offensive behavior of the worker not reasonably to be countenanced by a customer, supervisor, or fellow worker;(XV)
Careless or shoddy work. In determining whether or not work has been performed in a careless or shoddy manner, the division shall consider the length of time the worker has been performing the work satisfactorily and industry standards for such work. No work shall be considered careless or shoddy that comes within the area of reasonable mistakes and errors normally made by workers engaging in the same or similar work.(XVI)
Failure to properly safeguard, maintain, or account for the employer’s property when this obligation is an essential part of the job;(XVII)
Taking unauthorized vacations or failing to return to work as scheduled after an authorized vacation or other leave of absence unless such failure to return to work was caused by circumstances which would result in a full award under the provisions of this section;(XVIII)
Refusal without good cause to work a different shift when no violation of seniority rights, as provided in paragraph (d) of subsection (4) of this section, is involved;(XIX)
Refusal without good cause to accept transfer to another department which does not involve a substantial change in working conditions or a substantial loss in wages;(XX)
For other reasons including, but not limited to, excessive tardiness or absenteeism, sleeping or loafing on the job, or failure to meet established job performance or other defined standards, unless such failure is attributable to factors listed in paragraph (b) of subsection (4) of this section;(XXI)
Lack of transportation. Transportation shall be the responsibility of the worker; if, however, in the opinion of the division, it would have been unreasonable to require the worker to continue in employment with his same employer at a new jobsite substantially less accessible or substantially more distant from the worker’s residence than the site at which he had worked, benefits shall not be denied because of his refusal to continue in employment at the new site.(XXII)
Quitting under conditions involving personal reasons, unless the personal reasons were compelling pursuant to other provisions of subsection (4) of this section;(XXIII)
Voluntary retirement;(XXIV)
Failure to participate in or failure to complete an approved program of corrective action to deal with an alcohol or substance use disorder pursuant to subsection (4)(b)(IV) of this section. The determination of whether or not an individual has failed to participate in or complete an approved program of corrective action to deal with an alcohol or substance use disorder is the responsibility of the division. In making such a decision, the division may consider extenuating circumstances for the individual’s failure to participate in or complete the approved program of corrective action which would justify a decision not to disqualify the individual from receiving benefits, but only if the individual presents a program of corrective action in accordance with subsection (4)(b)(IV)(C) of this section. The only extenuating circumstances which may be considered by the division are whether the individual suffered an illness not related to the alcohol or substance use disorder or received incapacitating injuries in an accident or whether the death of an immediate family member of the individual occurred which contributed to the failure of the individual to participate in or complete the program of corrective action. The burden of proof that an extenuating circumstance existed lies with the claimant.(f)
Repealed.(g)
If a separation from employment subject to adjudication under this subsection (5) occurs for any of the reasons enumerated in paragraph (e) of this subsection (5) and such separation is the most recent separation from employment, any benefits to which the claimant is entitled shall be deferred for ten weeks. In the event that the last separation does not include wages in the base period and the job separation results in a disqualification, the receipt of any benefits from qualifying employment in the base period shall be deferred for a period of ten weeks from the effective date of the claim. A subsequent initial claim in which such wages are within the base period shall result in the maximum reduction of benefits attributable to such employment consistent with federal law and interstate agreements. Such deferral shall begin with the effective date of the valid initial or additional claim. As used in this paragraph (g), “most recent separation from employment” means the claimant’s last employment prior to filing a valid initial or additional claim.(h)
Repealed.(6)
to (9) Repealed.
Source:
Section 8-73-108 — Benefit awards - definitions, https://leg.colorado.gov/sites/default/files/images/olls/crs2023-title-08.pdf (accessed Oct. 20, 2023).
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