It’s been a year like no other. Even as they navigate through the usual human resources maze, Grand Valley employers face labor and supply shortages as well as other obstacles.

As they reboot following the COVID-19 pandemic, businesses must devote attention and resources to meet new employment regulations. They include the Healthy Families and Workplaces Act, Equal Pay for Equal Work Act and equal pay transparency rules. Don’t forget the Colorado Overtime & Minimum Pay Standards Act and specifically wage order 37.

The Equal Pay for Equal Work Act and equal pay transparency rules prohibit employers from asking applicants about their wage histories, change how employers post jobs internally and externally and require intensive auditing and reporting of wages to ensure businesses don’t discriminate based on gender.  

Add in the record-keeping requirements, and the challenges can become overwhelming. The most notable provision requires employers to disclose salary and benefit information for job openings — first internally and then externally — and imposes up to a $10,000 fine for each policy violation. This applies any job “tied” to or based out of Colorado, including remote positions.  

If an employer incorporates a career ladder or “steps” into its wage scale, it might cause a “promotion” opportunity that must be posted internally. If, for example, an employer promotes a tech I position to a tech II position upon completion of a competency evaluation, the advancement could be deemed a “promotion” due to extended responsibilities and increased pay.  In most circumstances, such a promotion must be posted internally with the criteria required by the statute.

Additional employer obligations include new mandated paid sick leave — such as the paid sick leave and public health emergency leave required under the Healthy Families and Workplaces Act. Still more changes could be coming with new legislation and amended rule changes.

Meanwhile, labor shortages have become apparent throughout the Grand Valley. Some restaurants in Grand Junction have reduced hours or closed on specific days. Fast-food outlets have resorted to closing dining rooms. Job fairs offer hundreds of openings, but few applicants show up. 

The state government has tried to respond. Colorado Gov. Jared Polis signed an executive order creating the Colorado Jumpstart Program. The program offers Coloradans a $1,600 bonus for returning to work. However, those who remain unemployed receive an additional $300 in federal pandemic unemployment compensation a week until Sept. 6. 

Equipment and supply shortages have become increasingly burdensome for business and consumers alike. Technological needs are especially pressing. 

Cori Savageau — director of operations at Sequent Information Technology, a Grand Junction-based provider of IT services — said customers are waiting for laptops and such other IT equipment as wireless access points for up to seven months. Warehouses distributing IT equipment were deemed non-essential and shut down during the pandemic. Upon reopening, they’ve struggled to keep pace with demand even as they experience labor and supply shortages. 

Returning to business as usual has become for some operations a nearly Herculean task. 

All of this begs the question: How can employers overcome these challenges?

One possible answer to addressing employee shortages is enlarging the net cast to catch active and passive applicants alike. Look to second-chance hiring and contingency staffing plans to provide at least short-term solutions until we get past the uncertainty. 

Eventually, those receiving unemployment benefits must return to the workforce. Hopefully, we’ll see a return to normalcy when it was only somewhat difficult to find qualified staff.  In the meantime, strengthen your networks and broaden your ideas.