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Workplace Harassment Policy


Workplace Harassment Policy of the General Assembly (PDF)


Who may file a complaint?

Anyone covered under the policy may report what they believe to be an act of harassment based on (1) race, creed, color, religion, national origin, sex (including pregnancy, childbirth, and related medical conditions), ancestry, sexual orientation, age forty and older, disability status, marital status, genetic information, gender identity or expression, active military personnel status, citizenship status, or transgender status; (2) any other class, attribute, or affiliation that is protected by state, federal, or applicable local law; or (3) an individual's association with others in a protected class.

Who is covered under the policy?

  • Members of the General Assembly
  • Legislative Employees
  • Aides and Interns
  • Volunteers
  • Third Parties - Lobbyists, members of the media, and members of the general public who have business at the State Capitol or who are actively doing business with a legislative service agency, the Senate, or the House of Representatives

How do I file a complaint?

  1. Contact the Office of Legislative Workplace Relations (OLWR).
  2. Submit a complaint in writing or verbally.
  3. The complaint must describe the incident(s) specifically, including how it impacted the work environment.

Who do I contact?

The Office of Legislative Workplace Relations

What happens after I file a complaint?

If your concern appears to fall under the policy:

  1. OLWR will work with you to determine which resolution path you'd like to utilize.  
  2. If there is a formal investigation, it will include talking to you about the details, talking to the accused, and talking to any witnesses who may have relevant, firsthand knowledge of the situation.  It may also include reviewing written documents such as emails, text messages, notes, etc.
  3. At the conclusion of an investigation, OLWR or the appropriate chamber committee will recommend possible resolutions or corrective action steps to the appropriate decision maker.

If your concerns do not appear to fall under the policy, every effort will be made to help clarify and facilitate which other avenues may be available so that your concern is heard and addressed appropriately.

The General Assembly seeks to be prompt and thorough in addressing all concerns.  As every situation is unique, every reported concern is addressed individually, based on the circumstances.

Am I protected from retaliation if I file a complaint?

Yes.  The General Assembly prohibits retaliation against individuals who file complaints or who participate in the complaint process. Retaliatory action is regarded as a basis for a separate complaint under the Workplace Harassment Policy. If you believe that you have been retaliated against for filing a complaint of harassment, or for participating in the complaint process, please contact the Office of Legislative Workplace Relations.

Will my report be confidential?

Complaints of harassment are treated with the greatest degree of confidentiality possible.  

Under the Workplace Harassment Policy, records of complaints and investigations are not subject to public inspection, except when a legislator is found to have engaged in sexual harassment. In that instance, the identities of and any identifying information related to complainants and witnesses are redacted or anonymized.

The identities of complainants and witnesses are confidential and are not provided to committees, House/Senate leadership, or nonpartisan management.

Members, legislative employees, and third parties are required to maintain confidentiality of all information received concerning inquiries and complaints under the policy.


last updated: 05/09/2024

The effective date for bills enacted without a safety clause is August 7, 2024, if the General Assembly adjourns sine die on May 8, 2024, unless otherwise specified. Details