Colorado Department of Labor and Employment
Unemployment Insurance Operations
P.O. Box 8789, Denver, CO 80201-8789
303-318-9100 (Denver-metro area) or 1-800-480-8299 (outside Denver-metro area)

UNEMPLOYMENT INSURANCE

HANDBOOK

FOR

EMPLOYERS

This handbook provides general information and does not constitute legal advice. For questions involving legal interpretations or when litigation is involved, always refer to the Colorado Revised Statutes (CRS), which are published and enacted according to Article 5 of Title 2, CRS. The statutes dealing directly with unemployment insurance law (Articles 70 to 82 of Title 8, CRS) are known as the Colorado Employment Security Act (CESA). To view CESA online, visit www.coworkforce.com and click on Unemployment Law.

The current version of this publication is available online. Go to www.coworkforce.com, and click on Employer Handbook.

To request a hard copy of the current version of this publication:

• Write to the Colorado Department of Labor and Employment, Unemployment Insurance Operations, P.O. Box 8789, Denver, CO 80201-8789.
• Call the Customer Contact Center at 303-318-9100 (Denver-metro area) or 1-800-480-8299 (outside Denver-metro area).
• Send an e-mail to unemp.tax@state.co.us.

TABLE OF CONTENTS

Introduction

Unemployment Insurance Integrity, Tax Audits Office Locations And Contact Information

Unemployment Insurance Program Contact Information

Web-Site Addresses

Do Employees Pay Into The Unemployment Insurance Program?

Who Must Pay Unemployment Insurance Taxes?

Which Workers Are Covered For Unemployment Insurance Purposes?

Which Workers Are Not Covered For Unemployment Insurance Purposes?

Which Employees Are Legally Authorized To Work?

Partial Listing Of Payments That Are Considered Wages For Unemployment Insurance Tax Purposes

Partial Listing Of Payments That Are Not Considered Wages For Unemployment Insurance Tax Purposes

To Which State Must A Multistate Worker Be Reported?

Who Is Employing The Worker?

What Is An Employee-Leasing Company, A Temporary-Help Contracting Firm, A Work-Site

Employer, And An Agricultural Crew Leader?

Who Is An Employee And Not An Independent Contractor?

What Is The Registration Process For An Unemployment Insurance Tax Account?

What Happens When You Acquire Another Employer’s Business?

How Are The Quarterly Tax-And-Wage Reports Completed?

How Are The Quarterly Tax-And-Wage Reports Filed?

How Are Tax Payments Submitted?

How Can More Employee Wage Information Than The Paper Wage Report Accommodates Be
Reported?

When Are Quarterly Tax-And-Wage Reports And Taxes Due?

When Must A Final Report Be Filed?

Can Previously Reported Quarterly Tax-And-Wage Reports Be Corrected?

What Are The Important Dates To Remember?

How Is An Address Changed?

What Are The Penalty And Interest Assessments For Late Reports And Delinquent Taxes?

How Are Payments Applied To Penalties, Interest, And Delinquent Taxes?

How Can Costs Be Reduced Or Avoided?

When Are Records Audited?

What Records Must Be Maintained?

What Is A Tax Rate, And How Is It Determined?

When Is A Solvency Tax Surcharge Assessed?

Calculating Your Solvency Tax Surcharge Rate

Solvency Tax Surcharge Tax-Rate Schedule

Tax Rate Schedule—Positive Excess Employers

Tax Rate Schedule—Negative Excess Employers

Why Should A Voluntary Tax Payment Be Made?

Can The Payment Of Unemployment Insurance Benefits Impact Your Tax Rate?

When Will You Receive Your Tax Rate?

Will A Tax-Rate Notice Be Sent If You Have Been Designated As A Reimbursable Employer?

Qualifying For Seasonal Status

Unemployment Insurance Tax Forms

State Unemployment Tax Act Dumping

How Are New Hires Reported?

What Are The Obligations For Federal Unemployment Tax?

What Is Your Role In The Payment Of Unemployment Insurance Benefits?

How Is A Decision Made On Whether To Pay Unemployment Insurance Benefits?

What Earnings Are Considered Wages For An Unemployment Insurance Claim?

How Are Unemployment Insurance Benefits Calculated?

What Is A Combined-Wage Claim?

What Is An Interstate Claim?

How Does Other Remuneration Affect Unemployment Insurance Benefits?

What Are The Decisions That A Claimant May Receive?

Job Attachment

Seasonal Employment’s Affect On Unemployment Insurance Benefits

What If You Have A Job For The Claimant?

What If A Claimant Refuses Work?

What Are The Requirements For A Claimant To Receive Unemployment Insurance Benefits?

How Does Regular Part-Time Employment Affect Unemployment Insurance Benefits?

Can A Worker Receive Unemployment Insurance Benefits And Work Part-Time?

Notifying Workers About Unemployment Insurance Benefits

When Processing An Unemployment Insurance Claim, How Is The Information You Provide Used?

What If You Suspect Fraud?

What If You Provide False Information Or Do Not Provide Requested Information?

What Is Phishing?

What If You Disagree With A Decision?

What Happens If You Disagree With The Hearing-Officer’s Decision?

Appealing The Industrial Claim Appeals Office’s Decision

What Is Benefit Payment Control’s Function?

What Is Your Role In Overpayment Matters?

What Is The Benefit Accuracy Measurement Program?

What Does A Benefit Accuracy Measurement Review Include?

Who Conducts The Review?

How Is The Review Conducted?

How Are Cases Selected For Review?

How Can You Help?

How Can You Contact The Benefit Accuracy Measurement Program?

What Is The Workforce Development Program?

What Is Labor Market Information?

How Does Colorado Use Data From Labor Market Information?

Do You Need To Complete The BLS-3020 Report?

Must You Provide Workers’ Compensation For Your Employees?

INTRODUCTION

This handbook provides information about your rights and responsibilities as a Colorado employer in regard to the Unemployment Insurance (UI) Program. The information contained in this handbook is intended to help you understand the requirements of the Colorado Employment Security Act (CESA) and how the UI Program functions to ensure CESA requirements are met.

Reading this handbook may save you time, effort, and money. For example, if you:

• File quarterly tax-and-wage reports and pay taxes on time, you will avoid interest and penalties (for more information, refer to “When Are Quarterly Tax-and-Wage Reports and Taxes Due?”.)
• Submit a voluntary tax payment by March 14, you may be entitled to a lower tax rate (for more information, refer to “Why Should a Voluntary Tax Payment Be Made?” .)
• Exercise your legal right to appeal the payment of UI benefits to a former employee, you may conserve the balance in your experience-rating account that is used to compute your yearly tax rate (for more information, refer to “What Are the Decisions That a Claimant May Receive?”.)

UI is not a welfare program. It is temporary income to help workers who are unemployed through no fault of their own. When a UI claim is filed, the claimant’s social security number (SSN) and alien permit number, if applicable, are verified. Only U.S. citizens and certain aliens are eligible to receive UI benefits. UI benefits are paid only to unemployed workers who meet the entitlement and eligibility requirements defined in CESA.

The following are a few important facts about the value of the UI Program to our economy.

• No other insurance program, public or private, so effectively safeguards the income of the worker and the economic stability of the community.
• Since World War II, the United States has endured major recessions. Each time, providing UI benefits was an important factor in recovery. UI benefits help prevent a sharp drop in consumer spending, thus averting a possible full-scale depression.
• UI benefits help maintain purchasing power in a community where workers have been laid off and help prevent the secondary unemployment of people who provide goods and services that workers purchase.
• UI benefits help maintain skill levels of the labor force. Unemployed workers who receive weekly UI benefit payments can afford to take a reasonable amount of time to find a job in their customary occupation instead of accepting work at a lower skill level to meet living expenses.

If you have questions about the UI Program or issues with your UI tax account that do not appear to be covered in this handbook, call or e-mail the Customer Contact Center.

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UNEMPLOYMENT INSURANCE INTEGRITY, TAX AUDITS OFFICE LOCATIONS AND CONTACT INFORMATION

Offices of the UI Integrity, Tax Audits branch are located throughout the state. UI tax auditors are assigned to each office to inform you about UI tax reporting requirements and processes for Colorado employers.

Before visiting a Tax Audits office in your area, call to verify the location has not changed.

UNEMPLOYMENT INSURANCE PROGRAM CONTACT INFORMATION

WEB-SITE ADDRESSES

www.coworkforce.com

This Web site provides information about the UI Program.

www.servicelocator.org

This Web site provides information about One-Stop Career Centers, child-care providers, and transportation services.

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DO EMPLOYEES PAY INTO THE UNEMPLOYMENT INSURANCE PROGRAM?

It is unlawful for any employer to require an employee to release or waive any rights to UI benefits or to require payment or repayment into a UI benefits fund. You can be prosecuted for pursuing such activities.

WHO MUST PAY UNEMPLOYMENT INSURANCE TAXES?

You are liable to pay UI taxes starting with the first payroll issued during the calendar year.

This liability requirement also applies if your account is reinstated.

According to CESA, you may be required to pay UI taxes if, as of January 1, 1999, you meet one or more of the following requirements:

• Paid wages of $1,500 or more in a calendar quarter during the current or preceding calendar year.
  -or-
• Employed at least one person for some portion of a day in each of 20 different weeks during the current or preceding calendar year.
• Employed domestic help in a private home and paid cash wages of $1,000 or more to one or more workers in any calendar quarter. This provision applies also to local college clubs and/or local chapters of a college fraternity or sorority.
• Either paid cash wages of $20,000 or more to one or more agricultural workers in a calendar quarter or employed ten or more agricultural workers for some portion of a day in each of 20 different weeks during a calendar year.
• Are an agricultural crew leader. You are considered an agricultural crew leader if you:
  • Furnish workers to perform farm labor for another person.
  • Pay, either on your behalf or on behalf of another person, the workers you furnish for farm labor.
  • Have not made a written agreement with another person under which the farm workers are designated as employees of that person.
• Are a religious, educational, or charitable nonprofit organization who meets the description in the federal Internal Revenue Code (IRC) 501 (c)(3) and employed four or more employees for some portion of a day in each of 20 different weeks during a calendar year. You are required to pay UI taxes even if you are exempt from federal unemployment taxes under the Federal Unemployment Tax Act (FUTA) 3306 (c)(8).
• Are subject to FUTA.
• Acquired all of a Colorado trade, business, organization, or a substantial portion of the assets from a predecessor employer who is liable to pay UI taxes.
• Acquired a part of a trade, business, or organization of an employer that, if considered separately, would be an employer as defined by CESA.
• Are a state agency, state-operated hospital or school of higher education, or a political subdivision of the state.
• Voluntarily elected to participate in the UI Program and your voluntary election is approved.

WHICH WORKERS ARE COVERED FOR UNEMPLOYMENT INSURANCE PURPOSES?

Generally, an individual who is paid wages and performs a service for you is considered to be in covered employment, and you are required to pay UI taxes. However, there are specific exemptions under CESA. (For more information, please refer to “Partial Listing of Payments That Are Considered Wages for Unemployment Insurance Tax Purposes” .) In addition, FUTA 3306 (I) requires the following workers to be in covered employment:

• A driver who is an agent of the business or who is paid on a commission and delivers meat, vegetables, fruit or bakery products, beverages other than milk, laundry, or dry cleaning.
• A full-time outside salesperson who turns in orders from wholesalers, retailers, contractors or operators of hotels, restaurants, or other similar establishments. The goods sold must be merchandise for resale or supplies for use in the buyer’s business operation. The work performed must be the salesperson’s principal business activity.
• A corporate officer.
• An assistant hired and paid by one of your workers as long as the assistant’s services are being performed for you and as long as you have actual or constructive knowledge of the work.

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WHICH WORKERS ARE NOT COVERED FOR UNEMPLOYMENT INSURANCE PURPOSES?

Workers are not employees covered for UI tax purposes if they are:

• Agricultural workers performing services for you if you did not pay cash wages of $20,000 or more to one or more workers in a calendar quarter or did not employ ten or more workers for some portion of a day in each of 20 different weeks during a calendar year.
• Foreign agricultural workers who are holding type H2-A visas.
• Nonresident alien individuals holding various nonimmigrant visas, including student, exchange-visitor, foreign-vocational-student, and cultural-exchange-visitor visas. Exceptions would include student and exchange-visitor visas allowing work in no more than 20 hours per week during an academic year or 40 hours during summer breaks.
• Domestic servants performing services for you if you did not pay cash wages of $1,000 or more to one or more workers in any calendar quarter.
• Licensed real-estate salespersons, direct sellers in the trade or business of selling consumer products in a home or in other than a permanent retail establishment, or individuals who deliver or distribute newspapers or shopping news if:
  • All fees, whether paid in cash or not, are paid for sales or for the performance of services, instead of for the number of hours worked.
  • The services are performed according to a written contract that stipulates the person will not be treated as an employee for federal-tax purposes.
• Insurance agents who are paid by commission only.
• Students or spouses of students employed by a school, college, or university to which the students attend and are employed through a financial-aid program.
• Students participating in work-study or cooperative-education programs.
• Patients performing services for a hospital.
• Spouses employed by a sole-proprietor spouse or the spouse of a member in a partnership.
• Persons under 21 years of age employed by their parent operating a sole-proprietorship business or a parent in a partnership.
• Employees of an organization exempt from income tax as described in 501 (a) of the federal IRC and who earn less than $50 a calendar quarter. This exemption does not apply to organizations described in the federal IRC 401 (a).
• Elected officials of a state or political subdivision.
• Members of a legislative body or of the judiciary of a state or political subdivision.
• Election officials.
• Members of the state National Guard or Air National Guard.
• Temporary workers for a government agency performing services during a fire, a storm, snow, an earthquake, a flood, or a similar emergency.
• Persons employed in a major, nontenured policy-making or advisory position or in a policy-making or advisory position on behalf of a government entity, which requires working less than 8 hours per week.
• Railroad workers insured by the Railroad Retirement Tax Act.
• Employed by a church, religious place of worship, or religious school.
• Workers employed by an elementary or secondary school that is operated primarily for religious purposes.
• Drivers of taxis or limousines.
• Land professionals. A land professional is an individual who is employed primarily to:
  • Negotiate for the acquisition or dispossession of mineral rights.
  • Negotiate business agreements that provide for the exploration for or development of minerals.
  • Determine ownership of minerals through research of public and private records.
  • Review the status of titles, act to resolve title defects, and act to reduce title risks associated with ownership of minerals.
  • Determine and manage the rights or obligations derived from ownership of interests in minerals, as well as consolidate or pool the interest in minerals.

WHICH EMPLOYEES ARE LEGALLY AUTHORIZED TO WORK?

The Bureau of Citizenship and Naturalization Service authorizes alien registration cards in various types and formats. To verify the validity of alien documentation provided to you prior to hiring a perspective employee, contact the UI Operations alien desk at 303-318-9060.

A legal alien, who becomes separated from a job through no fault of his or her own, has the right to file for and collect UI benefits as long as all eligibility requirements are met.

The Systematic Alien Verification for Entitlements (SAVE) Program is a service for verifying an employee’s immigration status that is available through the Department of Homeland Security Immigration and Customs Enforcement. To register with the SAVE Program, go to https://www.vis-dhs.com/EmployerRegistration.

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PARTIAL LISTING OF PAYMENTS THAT ARE CONSIDERED WAGES FOR UNEMPLOYMENT INSURANCE TAX PURPOSES

Following is a partial listing of payments included in the definition of wages for UI tax purposes.

For a complete listing please refer to CESA online at www.coworkforce.com/UIT.

• Payments defined as wages under FUTA.
• Payments for personal services, including anything other than cash that has cash value. However, payments to an agricultural worker or domestic worker must be in cash to be considered wages.
• Tips made known through a written statement furnished to you.
• An employee-matching contribution under a qualified cash or deferred plan, as described in the federal IRC 401 (k).
• Payments because of sickness or accident disability paid to an employee in the first 6 calendar months following the last calendar month in which the employee worked for you.
• Employee-matching contributions to a simplified employee pension plan as described in the federal IRC 219 (b)(2).
• Payments made by a public school or a nonprofit organization, as described in the federal IRC 501 (c)(3), into an annuity
• contract, as described in the federal IRC 403
• (b), if the procurement of the contract is made because of a salary-reduction agreement.
• Payments made by a governmental entity into a deferred compensation plan, as described in the federal IRC 414 (h)(2), if the procurement of the contract is made because of a salary-reduction agreement.

PARTIAL LISTING OF PAYMENTS THAT ARE NOT CONSIDERED WAGES FOR UNEMPLOYMENT INSURANCE TAX PURPOSES

Following is a partial listing of payments that are not included in the definition of wages for UI tax purposes. For a complete listing, please refer to CESA online at www.coworkforce.com/UIT.

• Matching contributions as described in the federal IRC 401 (k).
• Contributions made on behalf of an employee or any dependents into a plan that arranges for payments because of sickness, accident, disability, medical or hospitalization expense, or death.
• Matching contributions to a simplified employee pension plan as described in the federal IRC 219 (b)(2).
• Matching amounts to Savings Incentive Match Plans (SIMPLE) for employee retirement as described in the federal IRC 408 (p).
• Contributions to an employee’s medical savings account.
• Payments made into a deferred compensation plan described in the federal IRC 3121 (v) if you are a governmental entity.
• Payments made under a cafeteria plan as described in the federal IRC 125.
• Payments for moving expenses made to or on behalf of an employee if a deduction is allowed as described in the federal IRC 217.
• Amounts paid or incurred for a dependent-care plan provided to an employee as described in the federal IRC 129.
• Amounts paid or incurred for educational-assistance programs provided to an employee as described in the federal IRC 127.
• Value of meals or lodging furnished by you for your convenience if such items are excluded from income as described in the federal IRC 119.

TO WHICH STATE MUST A MULTISTATE WORKER BE REPORTED?

When an employee works in Colorado and in another state or states, the following criteria, in priority sequence, are used to determine whether his or her services are Colorado employment.

Location

An employee’s services are considered Colorado employment if all or most of the work is in Colorado, with incidental services performed out-of-state. Service is considered incidental if it is temporary, transitory, or consists of isolated transactions.

Base of Operations

A base of operations is the place from which the employee starts work and to which he or she usually returns to perform the terms of the contract with you. An individual is considered a Colorado employee if some of an employee’s services are performed in Colorado and the base of operations is in Colorado.

Place of Direction and Control

When part of an employee’s services are performed in Colorado and the place from which you exercise general direction and control over the employee is Colorado, he or she is considered a Colorado employee.

Primary Residency

If an employee performs some services in Colorado and resides in Colorado, he or she is considered a Colorado employee.

Reciprocal Agreement

If, after applying all of the above criteria, the employee’s service is found not to be subject to any one state law, you may elect to cover all of the employee’s service in one state, under a reciprocal agreement.

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WHO IS EMPLOYING THE WORKER?

Ordinarily, as the employer of a worker, you represent the organization for which the employee performs services. However, there are situations where you, as the recipient of the benefit of the worker’s services, are not considered to be the employer for Colorado UI tax purposes. Such situations include when an employee performs services through a temporary-help contracting firm or an employee-leasing company or provides services for an agricultural crew leader. There could also be situations where it is unclear who is employing a worker.

WHAT IS AN EMPLOYEE-LEASING COMPANY, A TEMPORARY-HELP CONTRACTING FIRM, A WORK-SITE EMPLOYER, AND AN AGRICULTURAL CREW LEADER?

A worker can have two employers for the same services when the worker is paid by a temporary-help contracting firm or an employee-leasing company but performs services for a work-site employer. The temporary-help contracting firm or employee-leasing company and the work-site employer are called coemployers.

Employee-Leasing Company

If your business or a portion of your business meets the following two conditions, you are considered to be an employee-leasing company.

• You provide services to a work-site employer under a written contract that stipulates that you will procure specified employees for the work-site employer with the intent to employ the specified employees on a long-term basis and not assign them to a series of limited-term assignments.
• You designate yourself as the employer of such employees and retain the right of direction and control of such employees with regard to the responsibilities listed below.

The responsibilities of an employee-leasing company include:

• Assigning employees to employers’ work-site locations.
• Setting employees’ rates of pay.
• Paying employees from the company’s accounts.
• Discharging, reassigning, or hiring employees for the work site and yourself.
• Reporting, withholding, and paying any applicable taxes with respect to employees’ wages.
• Aggregating all employees for the purpose of sponsoring and administering workers’ compensation plans and any employee benefit plan.
• Maintaining employees’ records.
• Providing programs for employees, such as professional guidance, which includes employment training, safety, and compliance matters.
• Addressing complaints, claims, or requests related to the employees.
• Sponsoring health-coverage plans for employees.
• Providing annual certification to UI Operations that you meet all the criteria to be considered an employing unit or coemployer under CESA.

Employees of your employee-leasing company must know of and consent to the staffing contract.

UI Operations is authorized to require certification and documentation from an employee-leasing company and to conduct any necessary reviews to verify compliance.

Temporary-Help Contracting Firm

Short-term assignments, like those given to employees of temporary-help contracting firms, do not meet the definition of employee leasing. A portion of your temporary-help contracting firm’s business can be considered an employee-leasing activity if that portion of your business meets the two conditions under “Employee-Leasing Company” .

Work-Site Employer

If you are a work-site employer who contracts with a business that engages in employee-leasing activity without filing the reports or paying the taxes required by UI Operations, you become liable for the reports and taxes due for the employees who perform services for you. As a work-site employer, you are not liable when contracting for temporary help. Therefore, it is important for you to be aware of your potential liability for UI taxes when contracting for leased employees.

Agricultural Crew Leader

If a crew leader furnishes and pays workers to perform agricultural labor and if no one has been designated in writing as the employer, these workers are considered employees of the crew leader.

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WHO IS AN EMPLOYEE AND NOT AN INDEPENDENT CONTRACTOR?

In an employer-employee relationship, how you refer to your employee does not matter. You may refer to the employee as a partner, coadventurer, subcontractor, agent, contract laborer, or independent contractor. How you measure payments to the employee, what you call the payments, or whether the individual is a full-time, part-time, or a temporary employee also make no difference in determining an employer-employee relationship and whether wages are being paid.

Employers are sometimes confused about whether an individual is an employee or an independent contractor. Two major concepts used to determine who is an independent contractor are:

• An independent contractor is free from control and direction by you in the performance of the service under the contract agreed upon by you and the worker.
• An independent contractor is customarily engaged in an independent trade, occupation, profession, or business for others related to the service performed for you.

Factors That May Determine if You Have an Employer-Employee Relationship

Several factors may be considered in determining the employer-employee relationship. The weight given to the factors is not always constant. The degree of importance may vary depending on the occupation being considered. All factors do not apply to every situation and the order in which the factors appear is not significant.

A complete list of determining factors is impossible. The facts in each case determine who are employees and who are independent contractors. In order to make an accurate determination, Form UITA-9, Worker/Contractor Status Questionnaire (Firm), and Form UITA-9a, Worker/Contractor Status Questionnaire (Worker), must be submitted to UI Operations.

Based on these forms and information obtained from the workers and the business, an official ruling is made as to whether an individual is an employee or an independent contractor.

Following are some of the factors that are considered in determining an employer-employee relationship:

Instructions

A person who is required to comply with instructions about when, where, and how to work is ordinarily an employee. Some employees may work without receiving instructions because they are highly proficient in their line of work and can be trusted to work to the best of their abilities.

However, the control factor is present if you have the right to instruct. The instructions may be verbal or written procedures that show how the desired result is to be accomplished.

Training

A person who is trained by an experienced employee, by correspondence, by required attendance at meetings, or other methods is not free from control because the training is an indication that you want the services performed in a particular method or manner. This is especially true if the training is given periodically or at frequent intervals. An independent contractor ordinarily uses his or her own methods and receives no training from the purchaser of services.

Integration of Services

Integration of another person’s services into the business operations generally shows that the person is subject to direction and control. In determining whether integration exists, the scope and function of the business are identified and then a determination is made as to whether the services of the individual are merged into the business operations. When the success or continuation of a business depends upon the performance of certain kinds of services, the workers who perform those services may be subject to a certain amount of control by the owner of the business.

Personal Services

If you require that a worker personally render a service, you are interested in the methods and the results. You are interested not only in getting a desired result but also in who does the job.

Lack of control may be indicated when an individual has the right to hire a substitute without your knowledge or permission.

Assistants

If you hire, supervise, and pay assistants, you generally have control over all persons on the job.

Sometimes one worker may hire, supervise, and pay other individuals. This worker may hire others as the result of a contract in which the worker agrees to provide materials and labor and accepts the responsibility only for the attainment of a result. In this case, the hiring worker may be an independent contractor. On the other hand, if that person hires, supervises, and pays assistants at your direction, the hiring worker may be acting as your employee in the capacity of a supervisor or representative.

Continuing Services

The existence of a continuing relationship between an individual and the person for whom the services are performed is a factor indicating the existence of an employer-employee relationship.

Continuing services may include work performed at frequent, recurring intervals, either on call or whenever the work is available. If the arrangement requires continuing or recurring work, the relationship is considered permanent. It makes no difference if the services are rendered on a part-time basis, are seasonal in nature, or are only for a short period of time.

Set Hours

The establishment of set hours of work by you is a factor indicative of control. When you set the hours of work, you prevent the worker from controlling his or her own time, which is a right of an independent contractor. Even when fixed hours are not practical because of the nature of the occupation, a requirement that the individual work at certain times is an indication of control.

Full-Time Services

If a worker must devote full-time services to your business, you have control over how much time is spent working. An independent contractor, on the other hand, is free to work when and for whom he or she chooses. Full-time employment does not necessarily mean an 8-hour day or a 5-day week. The meaning may vary with the intent of the parties or the nature of the occupation. These conditions should be considered in defining “full time." Full-time services may be required even if a full-time schedule is not specified verbally or in writing. For example, workers may be required to produce a minimum volume of business, which compels them to devote all of their working time to that business.

Location of Services

Work that is completed on your premises does not, by itself, demonstrate control. However, it does imply that you have control, especially if the work could be done elsewhere. A person working in your place of business is physically within your direction and supervision. The use of desk space, a telephone, and clerical services provided by you places the worker within your direction and supervision. The fact that work is done off the premises does indicate some freedom from control.

However, it does not, by itself, mean that the worker is not an employee. In some occupations, it is necessary for services to be away from your premises. This is true for employees of construction contractors.

Set Order of Services

If a worker must perform services in an order or sequence set by you, it shows that the worker may be subject to your control. This person is not free to follow his or her own patterns of work but must follow your established routines and schedules. Often, because of the nature of an occupation, you may not set the order of the services. However, if you retain the right to do so, control is demonstrated.

Reports

Control is demonstrated if the worker is compelled to account for his or her actions by verbal or written reports submitted to you.

Payment for Services

An employee is usually paid by the hour, week, or month. Independent contractors are paid a lump sum agreed upon for the total job. The guarantee of a minimum salary or the granting of a drawing account at stated intervals with no requirement for repayment of the excess over earnings tends to indicate the existence of an employer-employee relationship.

Expenses

Your payments for the worker’s business or traveling expense are a factor indicating control over the worker. Conversely, a lack of control is demonstrated when the worker is paid for an entire job and must take care of all incidental expenses.

Tools and Materials

If you furnish tools and materials, this is indicative of control over the worker. If the worker furnishes the tools and materials, it indicates a lack of control. However, consideration must be given to the fact that in some occupational fields it is customary for employees to use their own hand tools.

Investment

A person who invests a significant amount of money into the facilities used to perform services for another tends to show an independent status. On the other hand, if you furnish all of the necessary facilities, this indicates the absence of a worker’s independent status. Facilities include equipment necessary for the work, but not the tools, instruments, clothing, etc., that are provided by employees as a common practice in their particular trade.

Profit or Loss

A person who can realize a profit or suffer a loss because of his or her services is generally an independent contractor; one who cannot realize a profit or suffer a loss is, in general, an employee. One or more of a variety of circumstances may establish opportunity for profit or loss. For example, the individual is subject to profit and loss if he or she:

• Hires, directs, and pays assistants.
• Has a personal office, equipment, materials, or other facilities for doing the work.
• Has continuing and recurring liabilities or obligations, and the success or failure depends on the relation of receipts to expenditures.
• Agrees to perform specific jobs for prices agreed upon in advance and pays expenses incurred in connection with the work.

Multiple Independent Services

A person who works for a number of persons or firms at the same time can have an independent status if the worker is free from control by any of the firms. However, it is possible that a person may work for a number of people or firms and still be an employee of one or more of them.

Offer of Services to General Public

The fact that a person makes services available to the general public is usually an indication that he or she is an independent contractor. An individual may offer services to the public in a number of ways. The individual may have his or her own office and assistant; hang out a shingle in front of the home or office; hold business licenses; be listed in business directories or maintain business listings in telephone directories; or advertise in newspapers, trade journals, or magazines.

Discharge Without Liability

The right to discharge is an important factor in indicating that you are a worker’s employer. An independent contractor cannot be fired as long as he or she produces a result that measures up to the contract specifications. On the other hand, your right to discharge can be restricted because of a contract with a labor union. Such a restriction does not detract from the existence of an employer-employee relationship.

Quit Without Liability

An employee has the right to end the relationship with you at any time without incurring liability for breach of contract. An independent contractor usually agrees to complete a specific job, is responsible for its satisfactory completion, or is legally obligated to make good for failure to complete the job.

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WHAT IS THE REGISTRATION PROCESS FOR AN UNEMPLOYMENT INSURANCE TAX ACCOUNT?

Whether you use the online-registration process or the paper-registration process (completing and submitting Form CR 0100, Colorado Business Registration) to register your business for a UI tax account, please provide your federal employer identification number (FEIN) in the appropriate space. UI Operations uses your FEIN to provide UI tax information to the Internal Revenue Service, which in turn will facilitate your filing of Form 940, Employer’s Annual Federal Unemployment Tax Return, each year. (For more information, please refer to “What Are The Obligations For Federal Unemployment Tax?”.)

Online Registration

At the Colorado Department of Labor and Employment (CDLE) Web site, www.coworkforce.com, click on the E-Services link. Then select New Business Registration. You may then complete the Colorado Business Registration online if:

• You have not previously registered for an unemployment identification number.
• You are paying wages to at least one employee in Colorado.
• Your first payroll date is in the prior calendar year or the current calendar year.
• You are not involved in a change of ownership.
• Your business is not classified as one of the following:
  • Agricultural
  • Household or domestic
  • Nonprofit organization as described in the federal IRC 501 (c)(3)
  • Other nonprofit organization
  • Reimbursable or government

Paper Registration

If you are not eligible for online registration, you can access the Colorado Business Registration by visiting the CDLE Web site, www.coworkforce.com, and clicking on UI Business Forms listed under “Unemployment Insurance Tax.” Here you may download and print the form. Once you have completed the Colorado Business Registration, mail it to UI Operations at P.O. Box 8789, Denver, CO 80201-8789.

You may also request that the Colorado Business Registration be mailed to you by calling or e-mailing the Customer Contact Center.

WHAT HAPPENS WHEN YOU ACQUIRE ANOTHER EMPLOYER’S BUSINESS?

Under most circumstances, you (the successor) become liable for the previous employer’s (the predecessor’s) UI tax debt. In addition, you receive the benefit claim forms for services performed for the predecessor.

You must complete Form UITL-67, Business-Acquisition Questionnaire, and the Colorado Business Registration, to register your business.

The following information describes the various types of acquisitions and their impacts to you as the successor.

Total Acquisition

When you acquire 100 percent (1.00) of an existing business, the experience-rating record of the predecessor, including the actual taxes, benefits, and payroll experience, passes to you. You, as the successor, must complete and submit the Business-Acquisition Questionnaire. The predecessor is responsible for notifying UI Operations of your acquisition of the business by completing Form UITL-2, Employer Change Request.

Partial Acquisition

When you acquire a portion of an existing business or a segregable unit (90 percent [0.90] or more of the total number of employees in covered employment for each of the four pay periods immediately preceding the transfer to you), the experience rating record of the predecessor, including the actual taxes, experience, and payroll experience passes to you. A segregable unit is “a unit of a business which has operated as a separate entity for 12 calendar quarters immediately preceding the computation date (June 30) and has kept continuous, separate records of workers’ wages, taxes paid, and benefits charged.”

When you acquire a clearly segregated unit, you and the previous owner of the segregated unit may jointly request a transfer of experience by filing Form UITR-14, Application for Partial Transfer of Experience, within 60 days of the mailing date on the notice of employer liability that is mailed to you. A transfer of experience is “the proportional share of the experience-rating record of the predecessor, including the actual taxes, benefits, and payroll experience that is transferred to you as the successor.”

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HOW ARE THE QUARTERLY TAX-AND-WAGE REPORTS COMPLETED?

You must complete all items on Form UITR-1, Unemployment Insurance Tax Report (UI Tax Report), and Form UITR-1a, Unemployment Insurance Report of Workers Wages (UI Report of Workers Wages). The UI Tax Report and the UI Report of Workers Wages must include:

• Your UI account number.
• The quarter and year being reported.
• Your business name.

The original tax-and-wage reports sent to you by UI Operations must be returned to ensure that reports are processed timely and accurately. Do not return photocopies or unauthorized replications of the tax-and-wage reports to UI Operations for processing. The data on the documents are scanned by an optical character reader; photocopies or unauthorized, replicated forms may not scan accurately.

An incomplete or incorrect report may be considered a delinquent report and subject to the same penalties that are incurred if you fail to submit a report. When reporting monetary amounts, enter cents (including zeros) in the appropriate columns. Do not use punctuation, including dollar signs, periods, or commas.

Other account numbers, such as the Department of Revenue number, are not used for UI reporting purposes.

When a credit or debit amount exists on your account, the credit or debit amount is printed on the UI Tax Report. A credit showing on your UI Tax Report must be subtracted from your current balance; a debit must be added to your balance. You pay the new amount due.

NOTE: Refunds are issued to inactive employers. Inactive employers are provided with refund information via Form UITR-66, Request for Refund of Credit Balance.

Unemployment Insurance Tax Report

The monthly employment data reported is a count of all full-time and part-time workers in covered employment (as defined in CESA) who worked during the payroll period that includes the 12th of the month. If there is no employment in the payroll period, enter “0” (zero) into the boxes that designate the number of employees for each month in the payroll period. Also enter zeros into the dollars and cents fields that designate wage information for the payroll period.

The following are explanations of items you must understand to correctly compute your taxes on the UI Tax Report:

• Gross wages are “all wages.”
• Gross taxable wages are “the total Colorado wages paid this quarter (subject to the State Unemployment Tax Act [SUTA] tax) (before deductions), whether paid in cash or other type of remuneration.”
• Excess wages are “the total wages paid in excess of $10,000 per employee per calendar year.” Only the first $10,000 in total Colorado gross taxable wages paid this quarter that each employee earns for the calendar year is taxable for UI tax purposes. The wages that an employee earns in a calendar year beyond the first $10,000 are considered excess wages. Do not include excess wages from prior quarters. (For more information, please refer to the example provided in the next section, “Computing Excess Wages.”)
• Total taxable wages are “the total gross taxable wages minus the excess wages.” If you fail to enter the correct amount on the UI Tax Report, you may be required to pay a higher tax or you may have paid too high a tax to the Colorado UI Program as well as to the federal government.

Computing Excess Wages

UI taxes must be paid on the first $10,000 in total Colorado gross taxable wages paid to each employee during each calendar year. Wages that an employee earns in a calendar year beyond the first $10,000 are excess wages and are not taxed.

The following example shows how to compute wages in excess of $10,000. The computation of excess wages is for an individual earning $7,500 per quarter for the calendar year.

Unemployment Insurance Wage Report

In addition to providing your business name, unemployment identification number, and the quarter and year being reported, the UI Report of Workers Wages must contain the following information for each employee you are reporting:

• An accurate SSN.
• A first name, middle initial, and last name.
• The total Colorado gross taxable wages (before deductions) paid this quarter.

The last line item on the UI Report of Workers Wages requires the sum of all the total Colorado gross taxable wages paid this quarter. The total of all employees’ wages must match the total amount entered in Item 9 on the UI Tax Report. List total gross taxable wages (not total taxable wages).

NOTE: If you are submitting more than one page of the UI Report of Workers Wages, enter the total of all pages in Item 9 of the UI Tax Report. (For more information, please refer to “How Can More Employee Wage Information Than the Paper Wage Report Accommodates Be Reported?”.)

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HOW ARE THE QUARTERLY TAX-AND-WAGE REPORTS FILED?

Online Filing

CDLE’s Web site at www.coworkforce.com offers an alternative to paper filing; click on File Your UI Tax/Wage Report in the left column. The Web site provides detailed instructions for filing tax-and-wage reports online. The online application offers the following advantages to filing by paper:

• Your account is quickly updated with the tax-and-wage information you provide in the online reports.
• Reports are more likely to be accurate because most of the calculations are performed by the system.
• You can file wage information for up to 100 employees.
• If your wage report for the previous quarter was filed online, the system automatically populates the name and SSN for each employee, which allows faster and more accurate input of employee information each quarter. You can edit the employee information provided by the system.
• If you owe less than $5, you are given a message that you do not owe any taxes.
• You do not need to enter cents. The application automatically populates the cents field with zeros.

File Transfer Protocol

File transfer protocol (FTP) is another convenient method for the electronic transfer of UI wage information. FTP allows the electronic transmission of wage information via a secured link between your computer and the UI computer system. For more information and assistance with filing wage reports via FTP, call or e-mail the Customer Contact Center.

Paper Filing

Use the Tax-and-Wage Reports Mailed to You

You receive the UI Tax Report and the UI Report of Workers Wages during the third month of each quarter.

The tax-and-wage reports generated for you by UI Operations contain accounting information associated with your specific account for the quarter and year for which it is generated. Your tax-and-wage reports also contain data that is scanned and is unique to that document. The scanning process relies on this data being maintained with consistency and integrity.

Do Not Replicate Tax and/or Wage Reports

You may not duplicate or recreate the tax and/or wage reports in any manner without obtaining approval from UI Operations. The approval process involves extensive testing of your replicated forms to ensure that they can be scanned and processed by the UI Operations’ computer system. To get more information about replication of tax and/or wage reports, visit the CDLE Web site at www.coworkforce.com and click on File Your UI Tax/Wage Report.

HOW ARE TAX PAYMENTS SUBMITTED?

Online Filing

When you submit your tax report online, a printable payment form is generated. Mail your payment with the payment form.

Paper Filing

A return envelope is provided with the UI tax-and-wage reports that are mailed to you. Mail your payment with your tax-and-wage reports.

HOW CAN MORE EMPLOYEE WAGE INFORMATION THAN THE PAPER WAGE REPORT ACCOMMODATES BE REPORTED?

The UI Report of Workers Wages allows you to list up to 14 employees. If you need to report more employees than the form accommodates, you have three options:

• File online by visiting www.coworkforce.com and clicking on File Your UI Tax/Wage Report in the left column. If you file your reports online, do not mail them. You can file wage information for up to 100 employees.
• File via FTP by calling or e-mailing the Customer Contact Center.
• Request additional paper wage reports by calling or e-mailing the Customer Contact Center.

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WHEN ARE QUARTERLY TAX-AND-WAGE REPORTS AND TAXES DUE?

Each quarter you are required to file the UI Tax Report and the UI Report of Workers Wages. UI Operations mails these forms during the third month of each quarter to all active employers.

Reports are to be filed and payments are to be made according to the following schedule.

If the due date falls on a Saturday, Sunday, or legal holiday, the report and its payment must be postmarked on or by the next working day to be considered on time.

You must file the UI Tax Report and the UI Report of Workers Wages on time each quarter even if taxes are not owed, wages have not been paid during the quarter (no UI Report of Workers Wages is required), or you are a reimbursable employer.

WHEN MUST A FINAL REPORT BE FILED?

If you no longer employ covered workers, are no longer in business, or have sold your business, you are required to file final reports and make final payments by the end of the reporting quarter during in which the change occurred. You must also complete and submit the Employer Change Request.

CAN PREVIOUSLY REPORTED QUARTERLY TAX-AND-WAGE REPORTS BE CORRECTED?

Form UITR-3, Unemployment Insurance Tax Report Adjustment (UI Tax Report Adjustment), Form UITR-6a, Adjustment of Workers Wages for Multiple Quarters (Multiple Quarter Adjustment), and Form UITR-6c, Social Security Number (SSN) Corrections, are used to adjust information that was previously submitted on the UI Tax Report and/or the UI Report of Workers Wages.

The UI Tax Report Adjustment, Multiple Quarter Adjustment, and SSN Corrections can be obtained by visiting www.coworkforce.com and clicking on UI Business Forms in the left column; by contacting UI Operations at P.O. Box 8789, Denver, CO 80201-8789; or by calling or e-mailing the Customer Contact Center.

Corrections to wage information submitted via FTP can be made by resubmitting the information. The newly uploaded file overwrites the previously uploaded file.

WHAT ARE THE IMPORTANT DATES TO REMEMBER?

January 31 is the last day you can voluntarily elect to have your employees covered under CESA for the preceding year.

March 14 is the deadline to submit a voluntary-tax payment to lower the tax rate for that particular year.

On June 30 of each year, employers with delinquent taxes have a penalty computed equal to the taxes due or 1 percent (0.010) of the taxable wages in the previous calendar year, whichever is less. In compliance with CESA 8-79-104 (1)(c), this penalty is payable in four quarterly payments during the current calendar year.

You have 15 calendar days after the mailing date of Form UITR-7, Notice of Employer’s Tax Rate, to request a redetermination of the tax rate for the current year.

You have 20 calendar days after the mailing date of Form UIB-6, Notice of Decision, to appeal a determination regarding the payment of UI benefits. UI Appeals must receive your written appeal within 20 calendar days after the date the UI Program mailed the decision.

You have 12 calendar days after the mailing date of the Request for Job-Separation Information to complete and return this form. The UI Program must receive the completed Request for Job-Separation Information within 12 calendar days after the date the UI Program mailed the form to you. (For more information, please refer to “Timely Return of Form UIB-290, Request for Job-Separation Information” and “UIB-290, Request for Job-Separation Information”.)

You have 60 calendar days after the mailing date of Form UIA-20, Statement of Benefit Charges, to submit a protest regarding any charges/credits issued to your account.

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HOW IS AN ADDRESS CHANGED?

Prompt notification of address changes helps to ensure you receive important forms and information regarding UI taxes and benefits in a timely manner.

Online Address Change

Go to www.coworkforce.com, and click on Employer-Change-of-Business-Address in the left column. The online address-change application allows you to change one or more of the addresses you use for UI tax and benefits purposes.

Paper Address Change

Paper address changes must be made by completing and submitting the Employer Change Request. You can download or request a paper copy of this form at www.coworkforce.com; click on UI Business Forms in the left column.

You can also request a paper copy of this form by calling or e-mailing the Customer Contact Center.

WHAT ARE THE PENALTY AND INTEREST ASSESSMENTS FOR LATE REPORTS AND DELINQUENT TAXES?

To avoid penalty and interest charges, the UI Tax Report, the UI Report of Workers Wages, and proper payment must be submitted or postmarked on or before the due date. (For more information on due dates, please refer to “When Are Quarterly Tax-and-Wage Reports and Taxes Due?” .) If the due date falls on a Saturday, Sunday, or legal holiday, your reports and payment must be postmarked on or before the next working day. Electronic filing must be completed on or before the due date; no grace period is granted for electronic filing.

Penalty Assessments

Delinquent Reports

You are assessed a $50 penalty for each quarter that your UI Tax Report and UI Report of Workers Wages are delinquent. If you are a newly subject employer, the penalty is $10 for each occurrence during the first four quarters of coverage. If you are late in filing the UI Tax Report and the UI Report of Workers Wages, enter the appropriate penalty amount, including dollars and cents, in Item 14 of the UI Tax Report. Use zeros to designate no dollars and/or no cents.

Delinquent Taxes

If you owe delinquent taxes as of the computation date (June 30), you are assessed a delinquent-tax penalty equal to the amount of delinquent taxes or 1 percent (0.01) of the taxable payroll, whichever is less. This penalty is billed and payable in four quarterly installments during the following calendar year. To avoid assessment of the delinquent-tax penalty, you must pay all delinquent taxes by June 30 each year.

Form UITR-2, Unemployment Insurance Tax Statement (Tax Statement), serves as the only notice and demand for payment regarding delinquent benefit charges or tax, interest, and/or penalties. The “Reporting Time Table” on the reverse side of the Tax Statement provides specific details about paying your taxes timely.

If you are assessed a delinquent-tax penalty, you will receive Form UITR-37, Unemployment Insurance Delinquent Tax Penalty Statement, which provides you with the information used to calculate your delinquent-tax penalty. You must submit the entire amount due or the first of your four quarterly installment payments along with a signed copy of the statement. Interest accrues on this penalty at the rate of 1.5 percent (0.015) per month.

Interest Assessments

Interest is charged at a rate of 1.5 percent (0.015) per month or any portion of a month on delinquent taxes and penalties. To avoid an interest charge for the next month, full payment must be received by the 28^th day of the current month. If you are delinquent in the payment of taxes, you must enter the appropriate interest amount, including dollars and cents, in Item 13 on the UI Tax Report. Use zeros to designate no dollars and/or no cents.

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HOW ARE PAYMENTS APPLIED TO PENALTIES, INTEREST, AND DELINQUENT TAXES?

If payment is received with a tax report, payment is applied to any penalty, then interest, and then tax due for the accompanying tax report. Any monies remaining are applied in the sequence described below.

Payments are first applied to the oldest quarter of delinquency and then to the following quarters until all penalties, interest, and taxes are paid or the payment is depleted. For each quarter, payment is applied as follows:

• Penalties owed
• Interest accrued on penalties
• Interest accrued on unpaid taxes
• Unpaid taxes

HOW CAN COSTS BE REDUCED OR AVOIDED?

To reduce or avoid costs:

• Keep good records.
• Complete reports accurately.
• File all reports on time to avoid interest and penalty charges.
• Consider the potential savings from a voluntary-tax payment.
• Respond to the Request for Job-Separation Information within the 12 calendar days allowed by statute to ensure that your job-separation information is considered.
• File appeals on time and attend appeal hearings.
• Help UI Operations detect and prevent fraud.
• Complete UI transactions online when possible.

WHEN ARE RECORDS AUDITED?

Tax auditors from the UI Program routinely examine employer books and records pertaining to the business. These audits, which occur at your work site, entail a detailed examination of all your records. A complete payroll audit involves an examination of subsidiary records, including the examination of cash-disbursement records of money paid to workers for services performed that you did not classify as employment or wages. CESA requires that all of your records the UI Program determines to be necessary in its administration of CESA must be open for inspection at any reasonable time and as often as necessary.

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WHAT RECORDS MUST BE MAINTAINED?

You are required to keep business records for at least 5 years.

For each payroll period, your records must show:

• Beginning and ending dates.
• Total wages paid during the period, and the date when wages were paid.
• The date in each calendar week on which the largest number of workers were employed and the total number of workers.
• Evidence of a reporting pay period not to exceed 31 days.

Your records must show the name, state of residence, and SSN for each worker. You must require all new workers to provide:

• A social security card on the date of hire.
  -or-
• A receipt of application for a SSN within 7 days of the date of hire.
• For each employee, your records must show:
• The date of hire, rehire, or return to work after a temporary layoff.
• The date of separation and reason for separation from employment.
• The state or states in which the worker’s services are performed.
• The worker’s base of operations if services are performed outside Colorado. If there is no base of operations, the place from which the services are directed or controlled is reported.
• The worker’s pay rate. If a worker is paid:
  • A salary, you must keep a record of the rate and period covered.
  • A fixed hourly or daily rate, you must keep a record of the rate and the usual scheduled days per week used by your company for the occupation.
  • A piece rate or other variable pay basis, you must keep a record of the method by which the wages are computed.
  • o Tips, gratuities, or service charges that are reported to you, you must keep a record of these items.
• Wages paid during each payroll period and the date of payment. Your records must contain separate entries for:
• Cash wages.
• Reasonable cash value of wages paid in any medium other than cash.
• Monies paid to the worker that exceed travel and other business expenses that are accounted for or were actually incurred.
• Tips reported to you.

If an employee who normally works full-time works less than full-time hours during any payroll period, your records must show:

• The amount of time lost.
• The reason for the time lost, including not being available for work. If there is more than one reason, the amount of time lost is recorded for each reason.

WHAT IS A TAX RATE, AND HOW IS IT DETERMINED?

Each year, UI Operations is required to notify you of your UI tax rate. Following are the types of rates that may be assigned to you depending on the status of your business. (For more information, please refer to the various rate codes in the “Glossary” .)

Standard Rate

Effective July 1, 1997, if you are an employer newly subject to pay UI taxes, you are assigned a standard rate of 1.7 percent (0.017) or a computed rate, whichever is higher.

Standard Industry Rate

Effective January 1, 2002, if you are an employer in the construction industry who is newly subject to UI tax, you are assigned an industrial tax rate based on the 3-digit industry code (236, 237, 238) found in the North American Industry Classification Code manual. Businesses in the construction industry are subject to a higher initial tax rate because the industry is subject to more periods of unemployment due to factors such as inclement weather.

Experience Rating

When you become an experience-rated employer, your tax rate is affected by your account history and you are assigned a computed rate. If you pay more taxes into your account than you have benefits charged, the result is a low tax rate. However, if you have more benefits charged to your account than you paid in taxes, the result is a high tax rate.

Computed Rate

A computed rate is based on a formula using the activity on the employer’s account, which includes length of time as a taxable employer; taxable payroll reported; taxes paid into the UI Trust Fund; and benefits charged to the employer and paid out of the UI Trust Fund. An employer does not receive a computed rate until the employer has been benefit chargeable for four quarters (the last four of five previously completed quarters) prior to the June 30 computation date for UI tax rates. Employers in the construction industry must file tax-and-wage reports for 36 months prior to the July 1 computation date before qualifying for a computed tax rate. Once an employer meets the requirements to receive a computed rate, a computed rate is assigned. The computed rate replaces the previously assigned standard rate as the employer’s base rate.

A percentage of excess is used to determine an employer’s computed tax rate. Employers who have paid in more UI taxes to the UI Trust Fund and have paid out less in UI benefits are assigned a positive percent of excess. Employers who have paid in fewer taxes to the UI Trust Fund and have paid out more in UI benefits are assigned a negative percent of excess. Employers with a positive percent of excess are assigned a lower computed tax rate, while employers with a negative percent of excess are assigned a higher computed tax rate.

NOTE: The percent of excess is computed by subtracting the benefits charged to an employer account from the taxes paid to that account and dividing the result by the average annual taxable payroll. The percentage is computed to the nearest one percent.

Tax Surcharge

A tax surcharge is added to all standard tax rates and some computed tax rates. The tax surcharge supports administrative costs. In addition, the tax surcharge supports a general pool fund used to pay UI benefits not directly charged to an employer. For example, when a full award is granted to pay UI benefits on a job separation that meets the criteria under CESA for domestic abuse, the employer account is not charged for UI benefits paid on the claim. Instead, paid UI benefits are charged to the general pool fund.

A tax surcharge is not assessed on employers who have had less than a total of $100 charged to their accounts from UI benefits paid out in the last three state fiscal years prior to the July 1 tax-rate computation date.

Per CESA 8-76-102 (4)(d), the tax surcharge rate is 0.22 percent (0.0022).

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WHEN IS A SOLVENCY TAX SURCHARGE ASSESSED?

In accordance with the Colorado Employment Security Act 8-76-102 (5)(a), a solvency tax surcharge (STS) is assessed when the UI Trust Fund balance, as of June 30 of any year, is equal to or less than nine-tenths of one percent (0.009) of the total wages reported by ratable employers for the calendar year or the most recent available four consecutive quarters prior to the last computation date (June 30). An STS ensures the ability of the UI Program to pay UI benefits. This STS is added to all ratable employers’ standard, standard industry, or computed tax rates, beginning with the next calendar year. This surcharge can never exceed the limit on solvency tax defined in the “Solvency Tax Surcharge Tax-Rate Schedule” . The surcharge is not assessed if you are a state agency, political subdivision, or nonprofit organization, as described in IRC 401 (a), 501 (a), and 501 (c)(3) and you have elected the reimbursement method of payment.

The STS is increased by the established yearly increments shown in the “Solvency Tax Surcharge Tax-Rate Schedule” . The yearly increments continue until the limit on the solvency tax is reached or until the UI Trust Fund balance is greater than nine-tenths of one percent (0.009) of the total wages reported by ratable employers for the calendar year or the most recent available four consecutive quarters prior to the last computation date (June 30).

When an STS is assessed for the current rate year, information is available on the UI Tax Web site at http://www.coworkforce.com/UIT/STS/default.asp.

CALCULATING YOUR SOLVENCY TAX SURCHARGE RATE

To calculate your STS rate for a given year, add the STS yearly increment for that year, which is based on your percent of excess, to your STS rate for the previous year.

NOTE: In accordance with House Bill 05-1208, the STS adjustment was in effect for calendar year 2006 only. In the example above, the 2006 yearly increment of .006 was credited back to the employer.

*The maximum STS for percent of excess +1 is .020.

In the scenario above, this account’s STS for 2007 of .019 plus the 2008 STS increment of .004 equals .023. This is in excess of the maximum limit for the percent of excess +1 (see the Solvency Tax Surcharge Tax-Rate Schedule ). Therefore, this employer’s STS for 2008 is the maximum STS limit of .020.

Examples of Solvency Tax Surcharge Calculations

For a standard new employer with liability date of 02/01/2006:

This account requires 12 months of chargeability as of 06/30/2007 for a computed rate in rate year 2008.

*Employers whose initial increment is in 2006 are not eligible for the STS Incremental Adjustment. House Bill 05-1208 specifies that only those employers who see an incremental increase to the previous year’s STS rate are eligible.

**The maximum STS for percent of excess +3 is .013.

For a standard new employer with liability date of 01/01/2007:

This account needs 12 months of chargeability to achieve a computed STS. The account will achieve this requirement as of the 06/30/2008 computation date for the 2009 rate year. In this scenario, rate year 2007 and rate year 2008 will receive the standard STS.

For a construction-industry new employer with a liability date of 03/31/2005:

This account requires 36 months of benefit chargeability to achieve a computed STS. The account will achieve this requirement as of the 06/30/2008 computation date for the 2009 rate year.

For a construction-industry new employer with a liability date of 01/31/2004:

This account requires 36 months of benefit chargeability to achieve a computed STS. The account will achieve this requirement as of the 06/30/2007 computation date for the 2008 rate year.

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SOLVENCY TAX SURCHARGE TAX-RATE SCHEDULE

TAX RATE SCHEDULE—POSITIVE EXCESS EMPLOYERS

TAX RATE SCHEDULE—NEGATIVE EXCESS EMPLOYERS

WHY SHOULD A VOLUNTARY TAX PAYMENT BE MADE?

You may lower your base tax rate for a particular calendar year by making a voluntary tax payment.

However, you are eligible to make a voluntary tax payment only if you have been assigned a computed rate (rate code 1). This payment must be postmarked on or before March 14 to qualify for a rate reduction for that year. Voluntary tax payments are first applied to any penalty, then to interest, and then to delinquent taxes on your account. A Notice of Employer’s Tax Rate is mailed to you at the end of the calendar year. Form UITR-7a, Voluntary-Tax-Payment Instructions, is enclosed if you have been assigned a computed rate (rate code 1). For additional information or help in computing the amount of a voluntary tax payment, call the Customer Contact Center.

CAN THE PAYMENT OF UNEMPLOYMENT INSURANCE BENEFITS IMPACT YOUR TAX RATE?

The payment of UI benefits can impact your tax rate. UI Operations notifies you of the potential charge to your account on Form UIF-290, Notice of Unemployment Insurance Claim, Wages Reported, and Potential Charges. The potential charge is approximately one-third of the wages the claimant earned during the base period of the claim. The base period is the first four of the last five completed calendar quarters preceding the date the claim is filed. The wages earned by the claimant during the base period are used to determine the weekly benefit amount (WBA) and the maximum benefit amount (MBA) payable.

You can estimate the potential effect on your tax rate by adding the potential charge to any benefits previously charged to your account and then recalculating the rate. However, the fund balance may change on the next computation date (June 30). The potential rate computed is based on the last available fund balance.

NOTE: The rate computation formula is: base rate + tax surcharge (when applicable) + solvency tax surcharge (when applicable) = combined rate.

WHEN WILL YOU RECEIVE YOUR TAX RATE?

Active employers are notified annually of their UI tax rate on the Notice of Employer’s Tax Rate. The Notice of Employer’s Tax Rate shows your account number, accumulated taxes paid, accumulated benefits charged, average annual taxable payroll, percent of excess, and the combined tax rate. If you find errors on the Notice of Employer’s Tax Rate, you must notify UI Operations in writing within 15 calendar days of the date on the notice.

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WILL A TAX-RATE NOTICE BE SENT IF YOU HAVE BEEN DESIGNATED AS A REIMBURSABLE EMPLOYER?

If you are a nonprofit organization, as described in federal IRC 501 (c)(3), or you are a political subdivision and you are designated as a reimbursable employer, you will not receive a Notice of Employer’s Tax Rate.

NOTE: If you are not a tax-paying employer, Item 12 of the UI Tax Report, shows 0.0000 as your tax rate.

QUALIFYING FOR SEASONAL STATUS

To qualify for seasonal status, your business must operate for less than 181 days during a calendar year or must have seasonal occupations for which you employ workers for less than 181 days during a calendar year.

Once UI Operations grants you seasonal status, your employees cannot draw UI benefits based on wage credits earned during the determined season unless they are unemployed during the season.

To request seasonal status, you must complete and submit Form UITL-5, Request for Seasonal Determination. You can download this form at www.coworkforce.com; click on UI Business Forms in the left column. You can also request a paper copy of this form by calling or e-mailing the Customer Contact Center.

Employers with seasonal status must report wages earned during the applicable season and pay UI taxes accordingly.

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UNEMPLOYMENT INSURANCE TAX FORMS

You can download or request copies of most of the forms described below by going to www.coworkforce.com and clicking on UI Business Forms in the left column. You can request copies of any of the forms by calling or e-mailing the Customer Contact Center.

Forms All Employers Must Complete and Submit

Form CR 0100, Colorado Business Registration

You must complete and submit the Colorado Business Registration or register your business online if you have one or more employees in Colorado. You are required to register your business with the Colorado Department of Revenue and CDLE immediately after starting a business that has employees who work in Colorado. (For more information, please refer to “What Is the Registration Process for an Unemployment Insurance Tax Account?” .)

Form UITR-1, Unemployment Insurance Tax Report (UI Tax Report), and Form UITR-1a, Unemployment Insurance Report of Workers Wages (UI Report of Workers Wages)

The UI Tax Report and the UI Report of Workers Wages are mailed to you on a quarterly basis if you were an active employer during the reporting quarter. You must complete and submit these forms or file your tax-and-wage reports online each quarter. Filing these reports serves two purposes. On the UI Tax Report, you provide total Colorado gross taxable wages paid this quarter, taxable wages, and excess wages used to calculate the total tax amount due for the quarter. On the UI Report of Workers Wages, you provide detailed employee information (for example, SSN, name, and total Colorado gross taxable wages paid this quarter) that is used in the event a claim for UI benefits is filed. (For more information, refer to “How Are the Quarterly Tax-and-Wage Reports Completed?” and “How Are the Quarterly Tax-and-Wage Reports Filed?” .)

Other Forms

Form UITR-7, Notice of Employer’s Tax Rate

The Notice of Employer’s Tax Rate is mailed annually to all active, tax-paying employers. It informs you of your tax rate for the following calendar year. If changes are made to your tax rate after the annual mailing, a corrected Notice of Employer’s Tax Rate is generated and mailed to you.

Form UITR-3, Unemployment Insurance Tax Report Adjustment, Form UITR-6a, Adjustment of Workers Wages for Multiple Quarters, and Form UITR-6c, Social Security Number (SSN) Corrections

The Unemployment Insurance Tax Report Adjustment, the Adjustment of Workers Wages for Multiple Quarters, and the SSN Corrections are used to correct errors in one or more previously submitted UI Tax Report, correct errors in one or more previously submitted UI Report of Workers Wages, and correct a name or SSN previously reported on one or more UI Tax Report and/or UI Report of Workers Wages.

Form UITA-9, Worker/Contractor Status Questionnaire (Firm), and Form UITA-9a, Worker/Contractor Status Questionnaire (Worker)

The Worker/Contrac