What does CALA do for you?

CALA is the “can do association” that is known for representing the Assisted Living Industry in Colorado. The association is committed to assisting, promoting, informing, educating and advocating on behalf of Assisted Living residences and professionals.

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Join the New CALA Today!

Never before has it been more important to have a strong industry association supporting you now and in the years ahead.

Take advantage of educational opportunities like our Tid Bit Tuesdays and Annual Conferences.

Take advantage of consultation for questions and compliance issues.

Legal advice and assistance with IDR Processes.

See Member Benefits

CALA's Missions

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696

Colorado Facilities

25551

Licensed Beds

19263

Private Pay

6288

Potential Medicaid

Provider Member Directory

We offer an interactive searchable database as a benefit to our members as well as to the community.

Associate Member Directory

Our associate members are a vital part of how we serve the industry. Check out the directory.

Industry Events

We provide educational and networking events accross the state and on the internet. Check and see what we have coming up.

Member Only Content

We record many of our training sessions and provide an extensive library of content of training for our members.

Industry Update Monthly Webinar

Stay current with the latest in the industry, from the health department, legislative and more.

CALA LinkedIn Group

Join the discussion in our LinkedIN Group. Click Here to Join

Twitter

Follow us on Twitter

Facebook

Like or Follow us on Facebook

Join us at an upcoming assisted living industry event!

Good Day Pharmacy

SERVPRO

Davey Coach

Ben E. Keith

Interstate

Pharmerica

CRS Insurance Brokerage

Alpine Pharmacy

Services for our Members

Associate Member Services

Phone: (303) 433-4446

Email: contact@calaonline.org

Office: 12110 N Pecos St Suite 220 Westminster, CO 80234

Colorado Assisted Living Association

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LATEST POSTS

Take Steps to Prevent Weight Discrimination in the Workplace

By Employers Council • October 19, 2023

Federal discrimination laws protect individuals from discrimination in the workplace on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age (40 and older), disability, or genetic information. Obesity, however, is noticeably absent from protection under federal law as well as most state laws. As a result, sizeism, or weight-based discrimination, remains a prevalent issue, with more than 40% of U.S. adults experiencing weight stigma at some point in their lives, according to the American Psychological Association (APA). According to the Centers for Disease Control and Prevention (CDC), 42% of Americans are obese , making this a significant and widespread concern. Sizeism, like other forms of bias and discrimination, not only causes suffering and psychological distress but also increases the risk of mental health problems, such as substance abuse and the risk of suicide, according to the APA. While federal laws have yet to address weight-based discrimination, some states and municipalities have begun recognizing the need for change. Likewise, some federal and state courts have interpreted disability laws to provide protection. Currently, Michigan is the only state to make weight-based discrimination illegal. Four states, Massachusetts, New York, New Jersey, and Vermont, have recently introduced bills dealing with weight-based discrimination. New York City, Washington, D.C., and San Francisco are among a handful of U.S. cities with local ordinances that prohibit discrimination based on weight or appearance. At this time, Arizona, Colorado, New Mexico, Utah, and Wyoming have not taken legislative action to address obesity as a protected class. The majority of federal courts hold that obesity is not a physical impairment under the Americans with Disabilities Act (ADA) unless it is the symptom of an actual or perceived underlying physiological disorder or condition, such as diabetes. These courts have relied on interpretive guidance from the Equal Employment Opportunity Commission (EEOC) on the definition of “impairment” under the ADA. Recently, federal district courts in Texas, Louisiana, and Mississippi have determined that, even absent an underlying physiological disorder, obesity could be an actual or perceived disability under the ADA. Likewise, state courts in Washington, Montana, and New Jersey, have interpreted state statutes to include obesity as a disability. By taking proactive measures, employers can protect themselves from potential liability. Employers should refrain from employment decisions based on physical characteristics absent a legitimate job-related requirement. Employers in states where obesity may be treated as a disability should review their disability policies and include size, and make sure managers are trained on the policies. Additionally, employers should accurately state job descriptions to reflect the essential functions and demands of the job. These steps help contribute to a more equitable and supportive work environment for all employees. This is an area to watch as more legislatures and courts consider the issue of obesity as a protected class. If you have any questions about workplace discrimination, please contact the Employers Council Member Experience Team.

Prepare Now for 2024 Increases in State and Local Minimum Wages in Colorado

By EmployersCouncil.org • August 21, 2023

The statewide minimum wage for Colorado — currently $13.65 — will increase on January 1, 2024, in line with the cost of living (COLA) to an amount not yet determined. The state is not alone in its upcoming minimum wage hike. During the 2019 legislative session, Colorado passed House Bill 19-1210 , which allowed local governments to enact a minimum wage higher than that of the state. The Legislature did so because the cost of living can vary significantly from one community to another. The law enables local governments to address the minimum needs of the workers and businesses in their jurisdictions.

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