Teleworking during COVID-19

Due to the University’s response to COVID-19, staff in the Office of Equal Opportunity and across the University will be working remotely as of Monday, March 23rd. The Office of Equal Opportunity will continue to provide services. Though we endeavor to meet our usual service timelines, teleworking and the availability of parties no longer on campus or in the community may impact complaint and disability reasonable accommodation timelines. Thank you in advance for your patience throughout this process. Overall, circumstances will not impact University process; search approvals, meetings and communications will still occur remotely. If you have specific questions, please contact us. Take good care.

If you need to contact any member of the OEO team, please email us at or leave a message calling (970) 491-5836. We will respond to your message as soon as possible.

Equal Pay for Equal Work Act FAQs

Colorado’s Equal Pay for Equal Work Act (EPEWA), which went into effect on January 1, 2021, amends existing Colorado law and provides new wage discrimination protections to prevent pay disparities.

The intent of the legislation is to close the pay gap in Colorado and ensure that employees with similar job duties are paid the same wage rate regardless of sex or sex in combination with another protected identity status. Sex includes gender identity. The law also strives to bring transparency to promotional decisions made at the university, requiring CSU to announce all promotional opportunities before a final decision is made.

The EPEWA applies to all employers and employees in the state of Colorado.

“Employer” means the state or any political subdivision, commission, department, institution, or school district thereof, and every other person employing a person in the state.

“Employee” means a person employed by an employer. All employees at CSU are covered, including student and non-student hourly employees.

  1. Prohibits wage discrimination. An employer cannot discriminate between employees on the basis of sex, or on the basis of sex in combination with another protected status, by paying an employee of one sex a wage rate less than the rate paid to an employee of a different sex for substantially similar work, regardless of job title (measured as a composite of skill, effort, and responsibility).
  2. Prohibits seeking pay history information. An employer cannot ask job candidates about their previous compensation levels. This means supervisors and hiring authorities may not ask candidates in any manner about current or past salaries. Prior wage history may not be used to determine a current salary and may not justify a disparity in the current wage rate.
  3. Requires pay transparency. Employers cannot prevent their employees from discussing their own salary information with others. An employee may inquire about, disclose, compare, and discuss their salary. An employer may not take any adverse action or retaliate against an employee for seeking salary information or speaking freely about their salary.
  4. Requires posting job openings and promotional opportunities. Employers are required to post all vacant and new positions and announce promotional opportunities prior to making a promotion decision.
  5. Requires a salary range and description of benefits on every job posting. Employers must include the hourly or salary rate or range, and a general description of all the benefits and other compensation offered.
  6. Requires record keeping. An employer must keep records of job descriptions and wage rate history for each employee for the duration of the employment of that employee plus two years after the end of employment.
  • The Office of Equal Opportunity (OEO) and Human Resources Department (HR) are working to effectuate the required changes to ensure CSU’s compliance.
  • Please contact OEO with any questions at or Human Resources at
  • No, the EPEWA prohibits employers from asking candidates about their previous salary. This means supervisors and hiring authorities may not ask candidates in any manner about current or past salaries. They may ask a candidate what their salary expectation is for the position for which they have applied and are being considered.

Prior wage history may not be used to determine a current salary and may not justify a disparity in a current wage rate.

  • Yes, a salary within the range listed on the position announcement may be negotiated.
  • An employer may pay more than the listed range if the posted range was the employer’s good-faith and reasonable estimate of the range of possible compensation at the time of posting. Approval to offer greater than the listed salary range is required from the Office of Equal Opportunity for administrative professional and academic faculty positions.
  • An appropriate salary range, as well as a general description of benefits, must be included in each job posting. A salary range is required for all job postings; a set salary figure is not acceptable. Using the general statement that “pay is commensurate with experience” will not comply with the EPEWA.
  • Benefits will be automatically noted in the TMS for each job opening within the new Employee Benefits field.
  •  A “promotional opportunity” exists when an employer has or anticipates a vacancy in an existing or new position that could be considered a promotion for one or more employee(s) in terms of compensation, benefits, status, duties, or access to further advancement.
  • Vacancy in an Existing Position. An employer “has or anticipates a vacancy” when an existing position that the employer intends to fill is open or is held by a departing employee. For example, an employer “anticipates a vacancy” when an employee gives notice of resignation, and the employer intends to hire a replacement.
  • Vacancy in a New Position. A vacancy in a new position exists when an employer: (1) adds a position; or (2) gives an existing employee a new position, including by changing their title, and/or materially changing their authority, duties, or opportunities, but not merely by changing their pay or by adding to their title an externally obtained degree or certification such as “CPA” or “LCSW.” A vacancy in a new position thus includes a lateral job change, or a promotion along a fixed, in-line career trajectory, for which a current employee is eligible.
  • The EPEWA requires employers to announce an opportunity for promotion to all current employees for at least one day prior to making a promotion decision.
  • This will affect how CSU handles Alternative Appointment Requests (AARs). After an AAR is approved, the posting will be placed on the Talent Management System internal job board for internal searches and potential promotions for one day. If any additional applicants apply for the position within the posting period, the hiring authority must consider those applicants who meet the minimum qualifications.
  • Additionally, all salary increases tied to changes in “title, and/or materially changing their authority, duties, or opportunities” will be posted to the internal job board for one day. This includes changes in salaries as a result of changes in duties and responsibilities submitted through the out of cycle salary increase process. A change in salary only does not require a position to be posted as a promotional opportunity.
  • OEO and HR will be working with the Office of Budgets and the Provost’s Office to facilitate posting any positions that would be considered promotional opportunities under this EPEWA submitted through an out of cycle salary increase request or the annual salary exercise.
  • While an AAR is still not required, the position is a promotional opportunity and must be posted to the internal job board under the EPEWA. This means once the position is reclassified to the higher level, the department must create a posting using the newly modified position description and the posting will be listed to CSU’s internal job board for one day.
  • Moving forward, Non-Student Hourly will be called Temporary Hourly.
  • All Temporary Hourly positions must now be posted through the TMS for one day on the internal job board. Departments may also choose to post externally should they wish.
  • A new workflow is being created in the TMS system. A simple posting will be required.  To expedite the process, the postings will use pre-populated templates that will allow slight edits to reflect the role a department is seeking. A classification review will not be required for these positions. A salary range will be required. A general description of benefits will be automatically noted in the TMS.
  • Training materials will be shared with the HR Community in early February when system testing is complete and an early February launch/go-live is anticipated.
  • An acting or interim appointment is not required to be posted for a position filled on a temporary basis for up to six months when the hiring is not expected to be permanent.
  • Promotional opportunity posting requirements do not apply to positions whose work is entirely conducted outside of the State of Colorado.

COVID-19 Guidance from OEO

Click here to download the Temporary Work Adjustment Request Form. To submit a temporary work adjustment request, please email the completed form to the Office of Equal Opportunity at **Please note, to digitally sign your temporary work adjustment request form, please download the form, save it to your computer, and open it in Adobe Acrobat.**

Message to University Community: Requesting a Temporary Work Assignment for COVID

As the University and Pandemic Preparedness Team continues to prepare for the fall semester, we recognize that working remotely and working on university grounds both have unique sets of challenges for our faculty and staff.

Many of you are juggling child care concerns, or are concerned about your own health or care for someone who has specific health conditions. In response to this, Human Resources and the Office of Equal Opportunity have created a process for employees who may need a temporary work arrangement during the COVID-19 pandemic due to health conditions, responsibility to care for others who are vulnerable to COVID-19 complications, or do not have child care available.

This process provides a pathway for temporary arrangements during the pandemic or at a point in time as determined by the university. The process is available for employees whose supervisors have submitted a request for their unit, division or office to return to onsite, in-person work.

To apply for a temporary work adjustment – or to continue to work remotely – an application should be submitted by any faculty or staff member, including student employees, whose unit, division or office has submitted a proposal to resume operations onsite or is already operating onsite, or whose academic department is providing classroom instruction. Faculty are strongly encouraged to submit requests by August 2 to allow for the fall class schedule to be finalized. If a Health Care Provider Certification is required, it can be provided by August 7.

It should be noted that units, divisions or offices that can work remotely are discouraged from returning to onsite work and should continue to work remotely to assist the university in maintaining reduced building occupancy levels, as outlined by public health orders. Units, colleges, offices and divisions are not required to submit proposals to return to work onsite and are not required to perform in-person services during the fall semester if they can support student-facing services and university operations remotely. Some faculty and staff within university colleges, departments, units, office and divisions are already working onsite or will need to return to work onsite to support the university’s operations or provide face-to-face services or instruction to students.

The process to request a temporary work arrangement is outlined below.

Some employees may need to request temporary work adjustments due to COVID-19. Under state executive and public health orders, employees who are deemed “Vulnerable Individuals” (also referred to as “people at risk of severe illness from COVID-19”) are not required to work in-person. Vulnerable Individuals are defined as someone who is:

  • 65 years and older
  • Has a chronic lung disease or moderate to severe asthma
  • Has serious heart conditions
  • Is immunocompromised
  • Is pregnant
  • Is determined to be high risk by a licensed healthcare provider

Employees with daycare eligible and/or school-age children, or other dependents

Employees with dependents who are enrolled in daycare or school may encounter childcare issues due to COVID-19.

Frequently Asked Questions

Q: I have concerns about returning to the physical worksite. How do I request a temporary work adjustment related to COVID 19?

A: Some employees may be concerned about returning to onsite work because:

  • They are at risk of severe illness from COVID-19 because of a specific health condition or they are older than 65 years
  • Reside with or are a primary caretaker for people who are at risk of severe illness from COVID-19
  • Are facing child care needs while schools and places of care remain closed

Employees whose situations meet these criteria should complete the Temporary Work Adjustment Request form. Additional medical information may be requested as this form is reviewed. Completing this form does not guarantee that the temporary work adjustment will be approved.

Q: What is the process once I submit a request for a temporary work adjustment related to COVID-19?

A: The Office of Equal Opportunity will review your request. If your request is related to your age, disability or medical condition, the Office of Equal Opportunity may request additional medical documentation.

If your request is related to the fact that you reside with a Vulnerable Individual, Human Resources may also request further information and will contact you to discuss options for a temporary modification to your assignment; in certain cases, a supervisor will need to be contacted to review options.

Human Resources will work with individuals and their supervisors to discuss options for those who are requesting a temporary modification because:

  • They are the primary care provider for a vulnerable individual
  • Their dependent child(ren’s) school, care provider, or day care provider is unavailable

The university will make every attempt to work with you to find a temporary modification; however, a modified assignment may not be available in every circumstance.

Q: What is the timeline to review my request?

A: Office of Equal Opportunity and Human Resources will prioritize requests of individuals who are already working on-site for the university and those being asked to return to a physical university location within the next month. Requests for units that have not been cleared to return to on-site will be reviewed as soon as possible following the priority reviews. Reviews will be conducted on a case-by-case basis and each request will require all completed documentation before a review can be finalized.

Q: What is the role of a supervisor in this process?

A: Engaging supervisors in solution planning to offer flexible and modified options will be critical to this process. Supervisors will  be contacted to discuss the business needs and impact of proposed solutions; discussions may include reviewing options for creative scheduling arrangements, alternate work locations, leave options, physical modifications to the worksite, et cetera. As with any request for an adjustment or leave, the supervisor’s role is to ensure confidentiality related to the circumstances related to the situation.  An employee’s medical information shared with Office of Equal Opportunity will not be disclosed to the supervisor.


  • To request reasonable accommodations due to COVID-19, contact CSU’s Student Disability Center.
  • Students can also connect with their advisors to explore changing their courses to an online format.
  • Other options are to work with the department chair to find substitute classes that will fulfill degree requirements or take a class online through CSU Online or CSU Global.

Message to University Community: Public Health Requirement to Wear a Face Covering and Process to Seek an Exemption as well as Scripts for Supervisors and Academic Faculty

As we begin the fall semester, Colorado State University recognizes that the ever changing COVID-19 situation presents a need to pivot and adapt that our university community must embrace. One such adaptation is that students, staff, faculty, and visitors must wear a face covering in all University buildings and also outside when six feet of physical distancing cannot be met. This requirement is in place to help reduce the risk of spreading COVID-19 among our university community and to comply with state and public health orders.

We acknowledge that wearing a face covering for extended periods of time is an adjustment; one that will take some getting used to. We further recognize that, for many individuals, wearing a face covering for extended periods of time or, in some cases at all, presents a unique challenge. Many of our employees experience mental and/or physical impairments that either impede their ability to wear a face covering or that may be significantly impacted by wearing a face covering.

  • A process exists for those for whom wearing a face covering would be a particular challenge.
  • An employee, including faculty and student employees, may request an exemption from wearing a face covering, with appropriate medical documentation, and request an alternative face covering, such as a face shield, or other temporary work adjustment to help reduce the spread of COVID-19.
  • Alternative face coverings and other temporary work adjustment requests must be analyzed on an individualized basis through an interactive process, facilitated by the Office of Equal Opportunity, between the employee and their department.
  • To request a face covering exemption, an employee must complete the face covering exemption request form found above.
  • Completing the form does not guarantee that a face covering exemption, alternative face covering request, or other temporary work adjustment request will be granted.

Colorado State University also recognizes that academic faculty in classrooms and supervisors managing on-site employees may encounter situations where a student or employee forgets to wear a face covering or refuses to wear one. To support our faculty and supervisors, we have prepared suggested language in the form of scripts for supervisors who may need to address an employee not wearing a face covering or following public health orders as well as a script for academic faculty who may need to address a student not wearing a face covering. The scripts can be found above as well as on the Human Resources and the Keep Teaching websites.

Concerns about non-adherence to wearing a face covering or to public health orders after utilizing the suggested language in connection with employees may be reported through the COVID Public Health Behavior Report Form.

Employees experiencing challenges accessing or using assistive technology while teleworking can contact the ATRC at 970-491-6258 or

For general concerns accessing electronic information at CSU please refer to the ACNS website or report an electronic access issue at CSU here.

CSU Human Resources’ COVID-19 FAQs answer common questions for faculty, staff and student employees about the impacts of COVID-19 on leave, work arrangements and other concerns.

Please consult the COVID-19 Human Resources FAQs to learn more about Human Resources’ guidance.

As Colorado State University navigates the challenges and opportunities presented by the COVID-19 pandemic, the following is guidance for searches and hiring at the present time and moving forward. Underlying the guidance is the ability for units to make decisions that serve essential needs while also being mindful of the fiscal uncertainties created by the pandemic. Thus, hiring is limited to critical positions.

Units may cancel, pause or move searches forward to a hire using video platforms for interviews and vetting processes. All search and hiring related decisions are to be overseen by the dean of a college or vice president/vice provost of a division. The dean/vice president/vice provost should be consulting with the Provost/President, as appropriate, about any hiring plans before making any verbal or written offers. Your college or division may have already created a decision-making structure and communicated an approach moving forward.

Please inform the Office of Equal Opportunity for faculty and administrative professional searches, or the Employment Team in Human Resources for state classified searches, of searches your unit wishes to cancel or pause. A search that is paused will be noted as paused in the history tab in the Talent Management System by the Office of Equal Opportunity or the Employment Team in Human Resources and may be restarted at any point within the next year. If the paused search is currently advertised, the Office of Equal Opportunity or the Employment Team will remove the posting from the CSU jobs website.

Sample language for messaging to applicants and candidates that a search has been paused/postponed can be found here.

Colorado State University has managed challenging financial times in the past, most recently the great recession of 2008. With your assistance we will again successfully navigate these financial uncertainties.

Do not hesitate to contact the Office of Equal Opportunity for faculty and administrative professional searches at or (970) 491-5836 and the Employment Team in Human Resources for state classified searches at (970) 491-MyHR(6947) with any questions you may have.

If a department decides to pause or postpone a search and is seeking language to share with applicants/candidates, please see the Sample Language for Search Postponement due to COVID-19 template. If you need assistance creating mass, personalized emails, please see the How to Create a Mail Merge guide.

To pause a search, please follow these steps:

  1. Email OEO with the request to pause the search. Please include the title and posting number for the search.
  2. Email the current applicant pool to let them know of the search status. For additional help crafting language, please see our Sample Language for Search Postponement due to COVID-19 template. For help creating mass, personalized emails, please see our Mail Merge guide.
  3. If the position is currently advertised, OEO will remove the posting from the CSU jobs website until further notice. The posting will be moved into the “Closed” workflow state and will not be able to gather applications during this time.
  4. The department will need to reach out to OEO when they want to re-open the search, within a year of pausing it. If the search needs to collect additional applications, the posting will be moved back to the “Posted” workflow state and the search may resume. ​If the posting passed the full consideration date and the committee wishes to resume the search from where they left off, they may do so without needing to re-post the job. In both cases, the search chair should reach out to current applicants to inform them the search will continue and ascertain if the applicants are still interested in the position.

If you have any questions or concerns, please reach out to OEO at

For additional information, please consult the COVID-19 Human Resources FAQ to see if guidance has already been provided. If you have any questions, please reach out to OEO at

Welcome to the Office of Equal Opportunity at Colorado State University

The Office of Equal Opportunity (OEO) supports Colorado State University’s commitment to promote human and intellectual diversity by fostering an inclusive environment for all members of the University community. OEO ensures the University’s obligations of equal access and equal opportunity in education and employment for all faculty, staff and students through the application and implementation of policies, procedures and practices that are equitable, transparent and understood by members of the University community.