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• Share Colorado's judicial system is completely corrupt on Facebook Share Colorado's judicial system is completely corrupt on Twitter Share Colorado's judicial system is completely corrupt on Linkedin Email Colorado's judicial system is completely corrupt link

  Colorado's judicial system is completely corrupt

  by P., about 1 month ago
  I am soon appealing to the Tenth Circuit Court for disability discrimination, 14th am due process and equal protection, first amendment threat of arrest impeding right to petition government for redress of grievances.

  Colorado judges have repeatedly refused to enforce a judge order to provide my personnel file, which included data showing proximate cause, and also that my employer broke the law. Miller v. ICAO, 49 P.3d 334 (Colo.App. 2001). I was determined disabled by the brain injury at work by Denver District Judge Ann Mansfield in 3/17/2006 legal separation decree and granted appointed attorney, but three other judges negated... Continue reading

  I am soon appealing to the Tenth Circuit Court for disability discrimination, 14th am due process and equal protection, first amendment threat of arrest impeding right to petition government for redress of grievances.

  Colorado judges have repeatedly refused to enforce a judge order to provide my personnel file, which included data showing proximate cause, and also that my employer broke the law. Miller v. ICAO, 49 P.3d 334 (Colo.App. 2001). I was determined disabled by the brain injury at work by Denver District Judge Ann Mansfield in 3/17/2006 legal separation decree and granted appointed attorney, but three other judges negated it: Diane Dupree, William Robbins and Karen Hubler. Someone altered the court document 18 USC Code 1512(c)(1&2).

  Your deadline of 300 days is impossible for a person with a brain injury that causes memory loss. It disregards the law in CRS 13-81-103 and Tenney v. Flaxer. And James v. Brookhart Lumber Co. ALJ Michael Harr lied in his findings of fact, plugging in the wrong date for my filing of the claim, but also dismissing for statutes of limitations despite entering my letter reporting to the employer my doctor had diagnosed a concussion, which is an injury. CRS 8-43-103(2). All Colorado judges are liars, as far as I can tell. And Colorado's disability services have also discriminated against me. CCDC did. Disability Law Colorado did. Colorado Legal Services did. The reason the Austin Sparkman prison study found Colorado using solitary confinement at a rate 7 times the national average was because they put brain injured people into prison by stimulating their lack of impulse control disorder, which is a brain injury symptom. They did this to me also. I had a triple tessla mri brainscan proving physical injury to my brain. The AG and DA both refused to provide equal proteciton of the laws to prosecute my employer's fraud. CRS 8-43-314.

  
  

  LexisNexis report on my case involving James v. Brookhart Lumber Co includes the wrong date. I filed my case in August or December of 2002, which was less than 3 years post injury. My excuse for filing then was I informed my employer in writing about the doctor's diagnosis of a concussion.

  
  

  Colorado judges take bribes and bonuses for denying legitimate cases. Brain injured people are least capable of overcoming the many obstacles to justice. Colorado judges are selected and promoted by Pinnacol Assurance through the AG, thus stacking the courts. Pinnacol is not legal. It was created in 1990 in a hostile takeover by the legislature, which reserved right to vote to repeal, but took away the public's right to vote to repeal. When did the legislature have that right to take away the public's vote? Never.

  
  

  Pinnacol is not a political subdivision of the state, which is defined in Reynolds v. Sims, one of the cases quoted in the Hellebust v. Sam Brownback, 42 F.3rd 1331 (Tenth Circuit, Kan) 1994 case, which I reported on while still in Kansas. Pinnacol usurps the AG and exercises police power without any consent of the governed, as in the first page of the Declaration of Independence. Its board is entirely appointed but has no representation at all for disabled or unemployed or retired people. The public never votes on pinnacol or any of the hired ALJs who are just a den of thieves and liars. Pinnacol's $600 reserves were stolen from the public and disabled people. The cost to incarcerate one person for a year in Colorado was quoted about 2 years ago at $55,000 but solitary was $75,000. Dr. Kim Gorgens screened the inmates in solitary and concluded 96% were brain injured, after which about 1,350 were released to general population.

  
  

  Allowing psychologists to prescribe compounds the problem. They have no medical credentials to identify or treat a brain injury, but are concerned with treating symptoms like depression. I was put on Paxil, a SSRI upper, which cured the depression but magnified the impulse control disorder.

  
  

  ALJ Harr is the brother of Jim Harr, who I worked for briefly, who was insured by Pinnacol. This was a familial bias and conflict of interest.

  
  

  Dr. Robert E. Kleinman fabricated about 35 lies in his report and testimony, but the most critical one is his false allegation I had a decreased need for sleep, and was awake four days straight. He nearly admitted it was a lie on page 173 of the Third Transcript. I have never been awake four days. I have had a fatigue and sleep disorder since the brain injury, and described it in an interrogatory months before I met Kleinman.

  
  

  The fraudulently concealed job performance data shows proximate cause, and that my employer broke the law. All Colorado judges have ruled contrary to law, have blocked me getting legal representation, and have discriminated. Thousands of other brain injured people have also been impacted similarly. Brain injured people constitute a majority of the incarcerated in Colorado and also a majority of the homeless. The public pays for both of these, not employers.

  
  

  Pinnacol cannot rise to meet the standards in Hellebust v. Sam Brownback. It never was legal.

  
  

  The "reasonable person" standard is anything but. It allows that lying "factfinder" to insert fiction and blame the victim. I had a moderate cous contracoup orbital frontal lobe brain injury for which nobody on that jobsite provided any medical care. They let me drive home from Douglas County. My brains were still bleeding in 2011 when I had that TRIPLE TESSLA MRI BRAINSCAN. The brain is the organ of the body that does the "knowing," but if it has been damaged, then that stupid idiotic "reasonable person" standard is divorced from reality and used to discriminate. The 14 day deadlines in court are also ludicrously impossible.

  
  

  No charitable legal organization provides any help to a person with a brain injury. None.

  
  

  Further, attorneys representing plaintiffs in worker's comp cut off applicants at two years post injury, which disrespects CRS 8-43-103(2).

  Judge Mansfield determined me disabled in her decree 3/17/2006, which was about six months before that lying ALJ Michael Harr's bogus findings of fact filed in August of 2006. He also abused discretion flagrantly to block and exclude much of my material factual evidence.

  
  

  Colorado's judges are mostly corrupt. This is a suspect class. I cannot write clearly enough to overcome the Rule 8 barrier in U.S. District Court in spite of being an award winning newspaper reporter of 15 years, after a bachelor's in English with honors and post grad work 2 years in journalism. U.S. District Judge Gordon Gallagher railed against my writing as a "morass" and other insults, which indicates he definitely saw that communication disability caused by the damaged brains. He dismissed without prejudice just as the pandemic began, but Lewis T. Babcock rendered it a final judgment the same day, indicating he probably got a huge bribe from my multibilliondollar employer. You cannot allow bribes to judges because that is public corruption.

  
  

  Colorado's courts are disgustingly corrupt, and people with brain injuries are suffering greatly. Colorado intentionally destroyed my marriage and family. People cheated in courts often resort to other means. Courts were invented to provide a peaceful method of resolving disputes, but Colorado's corrupt courts are so disgusting they cheat the disabled. So does Julie Reiskin. You cheated me.

  
  

  Nobody with a moderate cous contracoup orbital frontal lobe brain injury could possibly have made your stupid deadline. Your procedure ignores the numerous places in statute suspending the statutes of limitations. You are also discriminating against brain injured people. Brain injury causes the most disability, and more than all other causes of disability combined. Colorado intentionally gangrapes these people for fun and profit.

  
  

  Pinnacol is not legal. I will kill Pinnacol soon.
• Share Bona fide seniority system on Facebook Share Bona fide seniority system on Twitter Share Bona fide seniority system on Linkedin Email Bona fide seniority system link

  Bona fide seniority system

  by AA, about 1 month ago
  The Bona fide system messes with people with disabilities especially applying for a job and getting through the first 90 days of it, when we apply with a disability most these companies do discriminate in way the Bona fide puts a barrier for the company.

  The Bona fide system messes with people with disabilities especially applying for a job and getting through the first 90 days of it, when we apply with a disability most these companies do discriminate in way the Bona fide puts a barrier for the company.
• Share Being discriminated because I’m a single mother on Facebook Share Being discriminated because I’m a single mother on Twitter Share Being discriminated because I’m a single mother on Linkedin Email Being discriminated because I’m a single mother link

  Being discriminated because I’m a single mother

  by Doris, 3 months ago

  I can’t find work due to being a single mother, I had someone I know recommend me and after the interview the owner told her straight up that he didn’t like I came with my own schedule and I told him I didn’t have a baby sitter. Not true he asked what my availability was and all I responded was I had to drop off my children Friday 4:00pm and pick up Sunday 5:00pm every other weekend and I had a class on Thursday night at 5:00pm so I told him he could schedule me whatever worked best for him... Continue reading

  I can’t find work due to being a single mother, I had someone I know recommend me and after the interview the owner told her straight up that he didn’t like I came with my own schedule and I told him I didn’t have a baby sitter. Not true he asked what my availability was and all I responded was I had to drop off my children Friday 4:00pm and pick up Sunday 5:00pm every other weekend and I had a class on Thursday night at 5:00pm so I told him he could schedule me whatever worked best for him, never did I ever mention not having a babysitter.

  than I went to a new job where there was a lot of people I used to work with and I thought I had a good relationship with the manager, he told me they were full staff and not hiring. Later that week my friend also went by & asked for work for herself and also mentioned me since she has a good relationship with the manager as well. He responded he will hire her but not me because he doesn’t want any problemas ( meaning to me and my ex not being together and him being toxic ).
  
  I’m still not working, with no child support because the court did not a sign him any child support. With 2 under 3 babies and jobs are not making any easier.

  
  

  
  

  
  
• Share Fully Participate in Public Life on Facebook Share Fully Participate in Public Life on Twitter Share Fully Participate in Public Life on Linkedin Email Fully Participate in Public Life link

  Fully Participate in Public Life

  by K. Dallison, 5 months ago

  I am the primary caretaker in a Neurodiverse family. All members of my family are members of the disability community. Navigating the systems meant to support us has opened my eyes to how fragile and inconsistent those supports truly are, particularly in rural and small-town Colorado.

  For years, I have been deeply involved in my community; serving seven years as Mayor Pro Tem, and later working as the Deputy Town Clerk. I have always believed that when people with lived experience are involved in decision-making, better outcomes follow. I have also learned that families impacted by disabilities face unique barriers... Continue reading

  I am the primary caretaker in a Neurodiverse family. All members of my family are members of the disability community. Navigating the systems meant to support us has opened my eyes to how fragile and inconsistent those supports truly are, particularly in rural and small-town Colorado.

  For years, I have been deeply involved in my community; serving seven years as Mayor Pro Tem, and later working as the Deputy Town Clerk. I have always believed that when people with lived experience are involved in decision-making, better outcomes follow. I have also learned that families impacted by disabilities face unique barriers that the system is currently not built to address. The biggest barrier to people with disabilities is society.

  Barriers in Schools and Public Participation

  When I advocate for my children’s needs in school settings, from securing accommodations for ADHD and ASD to simply ensuring inclusive access to meetings, I encounter resistance, inconsistent policies, and processes that place the burden of proof entirely on the caregiver. Requesting remote access to participate in a school board meeting due to disability and caretaking needs should not require revealing private medical details to multiple uninformed personnel. Yet it often does or access is denied altogether.

  Parents of children with disabilities already face significant emotional, financial, and time burdens. When systems require excessive advocacy just to access basic rights, it results in exclusion. Many families simply give up not because the needs disappear, but because the process is too dehumanizing.

  Barriers for People with Disabilities and Caregivers Working in Government

  As someone who served as an appointed municipal officer while caring for disabled children, I found that disability-related caretaking responsibilities were not recognized as requiring accommodation by many and in fact seemed to make me more vulnerable. My position was eliminated mid-term without due process, directly contradicting municipal code and state statute. There are no clear protections in Colorado law for appointed municipal officers or public servants who need accommodations tied to disability or caregiving.

  We need to ensure that disabled people and caretakers can not only access public meetings, but can also serve their communities without fear of retaliation, demotion, or elimination for asserting their rights. Universal Design best practices should be the standard

  Compounding Impacts of Government Service Failures

  Within my municipal role, I discovered serious issues in billing systems that disproportionately harmed families with lower incomes; including many impacted by disability-related financial strain. Despite documenting errors and proposing policy fixes, these concerns were minimized as “de minimis.” Yet for many households, a single miscalculated bill can mean the choice between water and medication. The emotional burden on employees was extremely high. Administrative errors are not harmless when they affect the most vulnerable.

  Recommendations Based on My Lived Experience

  I hope the Task Force will consider the following:

  1. Explicit protections for employees, officers, volunteers, and elected representatives with disabilities and caregivers in public service roles — including due-process requirements before removal or role modification.

  2. Uniform and transparent ADA accommodation procedures for access to public meetings — remote participation should be recognized as a standard accommodation, not an exception.

  3. Recognize caregiver status under disability-related employment protections — especially for parents of autistic and neurodivergent children, whose care needs are ongoing and unpredictable.

  4. Statewide guidance and accountability measures for municipal service systems (utilities, notices, billing) to ensure errors do not disproportionately harm people with disabilities or low-income families.

  5. Training for local government officials and staff — to reduce stigma toward invisible disabilities, neurodiversity, and mental-health related needs.

  Why This Matters

  The disability community is not small and it is growing. Yet families like mine are routinely told to sit down, stay quiet, or navigate systems alone. When the structures meant to protect civil rights are inconsistently applied or ignored, the result is exclusion from education, from civic life, and from the right to work and contribute.

  I want my children not only to grow up in Colorado, but to stay here, thrive here, and believe that our state values them. Strengthening disability rights in every corner of government is how we make that future possible.

  Thank you for taking the time to listen and for working toward a Colorado where people with disabilities and their caregivers can fully participate in public life. Not in theory, but in practice.
• Share Tenant on Facebook Share Tenant on Twitter Share Tenant on Linkedin Email Tenant link

  Tenant

  by Chandler , 5 months ago

  Hello my name is Chandler I have lived at this apartment for twenty years maintenance comes in the apartment when I leave and they don't put nothing on the door saying that maintenance was in the apartment I tried speaking to management and the lady's at the desk said she can't speak because she is sick and she's in a meeting and something else I requested to have the manager call me and I didn't receive a call and this was today the 18th of November between 3:00 pm. And 5:00 pm and I wanted to know why someone was... Continue reading

  Hello my name is Chandler I have lived at this apartment for twenty years maintenance comes in the apartment when I leave and they don't put nothing on the door saying that maintenance was in the apartment I tried speaking to management and the lady's at the desk said she can't speak because she is sick and she's in a meeting and something else I requested to have the manager call me and I didn't receive a call and this was today the 18th of November between 3:00 pm. And 5:00 pm and I wanted to know why someone was in my apartment and they said inspection first a battery for the fire detector or a light bulb and then they said they put a paper on the door for a air filter and then I asked why didn't they put a tag on the door stating maintenance was in the apartment witch they didn't and this has happened more than once this is the 4th time they have come in the apartment without leaving something stating that they entered the apartment I wish I could get some help because it doesn't seem lawful for them to just enter the apartment without leaving a tag saying that they entered the apartment and I did request to speak to the manager and they said she was sick she was in a meeting and they said she couldn't talk to me when I had a real concern one of the maintenance told management that I threatened him and then when I spoke to the manager she said that I am making her feel threatened and this is when I didn't have hot water or heat for over a year I know I am being discriminated against and I don't know were to turn I got wrote up and put in my file that I threatened the maintenance man and this happened July the 27th 2023.on a Friday and then Monday the 30th of July he told management I threatened him for him coming into this apartment without stating that he was maintenance and I confronted him today in the office telling him how did I threaten him and he said because I took pictures of his license plate and then he said I got in his face again I asked him what did I say to threaten you and he couldn't give me a answer and I said if I threatened you and you felt so threatened by me how come he didn't call the police instead of waiting until Monday to lie to the manager and said I threatened him and I tried talking to management that Friday July the 27th and the lady at the desk said the manager left early so I had to wait until Monday to tell the truth about what happened maintenance just coming in my apartment without stating he was maintenance so Monday the 30th of July I had a conviction notice on my door saying I threatened the maintenance man so I went down to the office to speak to the manager because I know I never threatened the maintenance man and I said Samantha I know your not going to believe me because I am black and then Samantha the manager said that I called her a racist and that I am making her feel threatened when all I said is I know your not going to believe me because I am black I never called her a racist but I continued to request for the hot water to be fixed and Samantha said it's not her problem and I went over a year from September 15th 2022 until November the 3rd 2023 and I am still having problems with them following there own rules by letting me a tenant know that they entered the apartment they lied today the 18th of November saying they put a paper on the apartment door saying they would be changing filters and there was never a note stating they would be entering the apartment and then they said they did leave a tag on the apartment door saying maintenance entered the apartment they just sit up there and lie in my face and I tried speaking to the manager and that's when I am told she's sick she's in a meeting and she can't talk to me a I said I am a tenant and I can't talk to the manager and they said I couldn't I'm just confused because I feel they will lie on me and say I said something I have never said like maintenance saying I threatened him to the manager Samantha Lucero and then she said I am making her feel threatened and now there is a new manager and I tried speaking with her and they said she is sick and then they said she is in a meeting and she can't talk to me I know I have lived here going on 21 years in March of 2026 and I obey all the rules but they don't have to I know why they are treating me like this and I don't know what to do I really need help because I have been lied to and lied about and I know why it's the color of my skin and I know it has to do with race I am hurt scared and I don't know what to do because all some one has to do is say another lie and say that I threatened someone I have nothing to lie about but I really feel like I am being discriminated against I even just asked if management could call me and I have yet to get a response from the manager I have a good idea why they treat me this way and sit up and lie right in my face I have never had a problem all the years I have been here and suddenly I didn't have hot water or heat from September 15th 2022 until

  November 3rd 2023 and just like right now the ceiling is leaking for almost a year and they said they fixed it but it's not fixed it still leaks when it rains and when the snow melts I just don't know what to do and I really need help I have so much to say hopefully I get help and I am believed I am hurt angry and sad but I truly believe it is because of my color and something else I hope this message is read and taking seriously because I don't feel like I am being treated like a tenant for them to say I can't talk to management because she's sick or in a meeting or I just can't talk to the manager I really have more to say thank who reads this message I have know reason to make this up I really need help with maintenance and management doing there jobs and not discriminate and I know this is what is happening but thanks
• Share I have a disability and I can’t find work in my field on Facebook Share I have a disability and I can’t find work in my field on Twitter Share I have a disability and I can’t find work in my field on Linkedin Email I have a disability and I can’t find work in my field link

  I have a disability and I can’t find work in my field

  by Geo, 5 months ago

  I have 15 years of software developer experience and I can’t find work.
  I don’t want to imagine that I am being discriminated but I am starting to wonder could that be the case.
  I am afraid I’m going to lose everything because I can’t find work.
  
  could someone please help.
  
  And I am also being harassed in my community on a daily basis. I am starting to learn that Colorado Law Enforcement is freaking joke!!!
  
  Law Enforcement pretty much told me to just ignore it. What a joke!!

  
  

  
  

  
  

  
  

  
  

  I have 15 years of software developer experience and I can’t find work.
  I don’t want to imagine that I am being discriminated but I am starting to wonder could that be the case.
  I am afraid I’m going to lose everything because I can’t find work.
  
  could someone please help.
  
  And I am also being harassed in my community on a daily basis. I am starting to learn that Colorado Law Enforcement is freaking joke!!!
  
  Law Enforcement pretty much told me to just ignore it. What a joke!!

  
  

  
  

  
  

  
  

  
  
• Share employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals on Facebook Share employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals on Twitter Share employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals on Linkedin Email employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals link

  employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals

  by TR, 5 months ago

  I am a pro se litigant in an employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals (Case No. 25-1420). I am writing to respectfully request legal representation for this appeal. The case involves claims of disability discrimination, retaliation, and breach of the duty of fair representation under the Americans with Disabilities Act (ADA), the National Labor Relations Act (NLRA), and a collective bargaining agreement. I previously worked for Pueblo County Department of Human Services and was a member of AFSCME Local 1335. After resigning due to a hostile work environment and episodic... Continue reading

  I am a pro se litigant in an employment discrimination and labor rights case currently on appeal before the Tenth Circuit Court of Appeals (Case No. 25-1420). I am writing to respectfully request legal representation for this appeal. The case involves claims of disability discrimination, retaliation, and breach of the duty of fair representation under the Americans with Disabilities Act (ADA), the National Labor Relations Act (NLRA), and a collective bargaining agreement. I previously worked for Pueblo County Department of Human Services and was a member of AFSCME Local 1335. After resigning due to a hostile work environment and episodic anxiety, I sought reinstatement and later applied for rehire. My requests were denied, and I believe the record contains substantial evidence of discriminatory and retaliatory conduct.The District Court granted summary judgment to all defendants, but I have preserved multiple issues for appeal, including:·

  Improper weighing of witness credibility at summary judgment (Tolan v. Cotton, 572 U.S. 650)·

  Imputed knowledge of disability and protected activity through HR records (EEOC v. BCI Coca-Cola, 450 F.3d 476)·

  Objective evidence contradicting defendants’ denials, including transcripts, declarations, and audio recordings·

  Disparate treatment by the union in violation of its duty of fair representation (Vaca v. Sipes, 386 U.S. 171)

  I have been granted leave to proceed in forma pauperis and have not filed my Entry of Appearance with the Tenth Circuit. I am seeking an attorney who can help me prepare and file the opening brief and represent me through the appellate process.If your office is able to consider my case, I would be grateful for the opportunity to speak further. I can provide all relevant filings, exhibits, and procedural history upon request.

  Thank you for your time and consideration.
• Share Just ignore that letter. on Facebook Share Just ignore that letter. on Twitter Share Just ignore that letter. on Linkedin Email Just ignore that letter. link

  Just ignore that letter.

  by Lanita, 6 months ago

  My family and I are covered under Colorado's Medicaid program. Every year we have to renew. This past May, 2025, we filled out the form and submitted it on time, to the correct department. Since that time, we have received 19 letters regarding our case, most of them are contradicting the previous letter, some of them contradict themselves within the same letter. When I call for a clarification, I am told that either they are behind or that someone made a data entry error; and that I should ignore the last letter.

  
  

  On the PEAK website, I discovered that as... Continue reading

  My family and I are covered under Colorado's Medicaid program. Every year we have to renew. This past May, 2025, we filled out the form and submitted it on time, to the correct department. Since that time, we have received 19 letters regarding our case, most of them are contradicting the previous letter, some of them contradict themselves within the same letter. When I call for a clarification, I am told that either they are behind or that someone made a data entry error; and that I should ignore the last letter.

  
  

  On the PEAK website, I discovered that as of November 1, 2025, I no longer have medical benefits. So, again I called the County and spoke to Tiffany, who stated that someone made a mistake and did not add my name back into the case, so it says that I did not wish to renew. She assures me that it will get corrected, but she didn't know by whom.
• Share The Arts Complex and Argus Event Staffing Firing Scheme on Facebook Share The Arts Complex and Argus Event Staffing Firing Scheme on Twitter Share The Arts Complex and Argus Event Staffing Firing Scheme on Linkedin Email The Arts Complex and Argus Event Staffing Firing Scheme link

  The Arts Complex and Argus Event Staffing Firing Scheme

  by Worried Coworker, 6 months ago
  The Arts Complex (Buell, Boettcher, and Ellie Caulkins) management along with their client Argus Event Staffing are in the process of requesting accommodations updates from long time staff (18 or 19 years even), then hitting them with a letter that says their reasonable accommodation (use of cane, wheelchair, or the ability to sit when patrons are not present) cannot be met, and firing them.

  
  

  It's a disgrace to arts venues, the City of Denver, and the good work of our usher and security team who adore these venues and work tirelessly to provide accessible service to patrons to be treated... Continue reading

  The Arts Complex (Buell, Boettcher, and Ellie Caulkins) management along with their client Argus Event Staffing are in the process of requesting accommodations updates from long time staff (18 or 19 years even), then hitting them with a letter that says their reasonable accommodation (use of cane, wheelchair, or the ability to sit when patrons are not present) cannot be met, and firing them.

  
  

  It's a disgrace to arts venues, the City of Denver, and the good work of our usher and security team who adore these venues and work tirelessly to provide accessible service to patrons to be treated in this manor.

  
  

  They do this in the name of "safety" but it begs the question -- if these public venues are unsafe for workers, are they safe for patrons with similar needs?

  
  

  I don't know what the task force can do to support oversight of city venues, but I simply needed to blow the whistle here.

  
  
• Share Employment Discrimination and Disability Rights in Practice on Facebook Share Employment Discrimination and Disability Rights in Practice on Twitter Share Employment Discrimination and Disability Rights in Practice on Linkedin Email Employment Discrimination and Disability Rights in Practice link

  Employment Discrimination and Disability Rights in Practice

  by ResilientInColorado, 6 months ago

  As a Colorado resident and veteran, I’ve experienced firsthand the gaps that exist between written disability rights and how those rights are applied in the workplace.

  In 2025, I worked for a large natural foods retailer in Colorado. After disclosing diagnoses of anxiety and depression and beginning the process of evaluation for autism, I submitted a formal ADA accommodation request. My request was simple: written communication of expectations and feedback, predictable scheduling, and time to process before responding in stressful interactions. Rather than engaging in the interactive process required by law, my employer’s response included increased micromanagement, exclusion from meetings... Continue reading

  As a Colorado resident and veteran, I’ve experienced firsthand the gaps that exist between written disability rights and how those rights are applied in the workplace.

  In 2025, I worked for a large natural foods retailer in Colorado. After disclosing diagnoses of anxiety and depression and beginning the process of evaluation for autism, I submitted a formal ADA accommodation request. My request was simple: written communication of expectations and feedback, predictable scheduling, and time to process before responding in stressful interactions. Rather than engaging in the interactive process required by law, my employer’s response included increased micromanagement, exclusion from meetings, and a corrective action that predated my request but was later used to justify denying it. The resulting environment became hostile and psychologically damaging.

  When I transferred stores in an effort to continue working, the mistreatment continued until I ultimately felt forced to resign. Months later, the same company influenced a vendor (my subsequent employer) to terminate me from my position, further compounding the harm.

  My experience reveals that many employees with non-visible disabilities—especially neurodivergent workers—face retaliation or dismissal instead of understanding. Existing policies may protect us on paper, but enforcement is inconsistent, and accountability for corporate actors is weak.

  Recommendations:

  1. Strengthen state-level enforcement mechanisms for ADA compliance, including independent oversight when internal HR departments fail to act.

  2. Require mandatory manager training on neurodiversity, mental health, and accommodation procedures.

  3. Expand legal support and advocacy for individuals pursuing discrimination claims, particularly where employment loss or retaliation is involved.

  4. Establish clearer protections for workers whose disabilities are still under evaluation but who demonstrate a legitimate need for interim accommodations.

  Coloradans with disabilities deserve more than acknowledgment—they deserve systems that ensure their rights are respected in practice.