PROTECTIONS FOR PUBLIC WORKERS ACT (PROPWA) RULES

1

DEPARTMENT OF LABOR AND EMPLOYMENT

Division of Labor Standards and Statistics

PROTECTIONS FOR PUBLIC WORKERS ACT (PROPWA) RULES

7 CCR 1103-17

[Editor's Notes follow the text of the rules at the end of this CCR Document.]

_________________________________________________________________________

Adopted October 10, 2024; effective December 1, 2024.

Rule 1. Statement of Purpose and Authority.

1.1

Authority and relation to other orders. The general purpose of these Protections for Public

Workers Act (“PROPWA”) Rules is to exercise the authority of the Director, through the Division,

to administer and enforce the provisions of the Protections for Public Workers Act, Colorado

Revised Statutes (C.R.S.) Title 29, Article 33 (2023), C.R.S. § 29-33-101 et seq. These Rules are

intended to be consistent with the rulemaking requirements of the State Administrative Procedure

Act, C.R.S. § 24-4-103.

1.2

The Director of the Division has authority to enforce, interpret, apply, and administer the

provisions of C.R.S. Title 29, Article 33 and these Rules.

1.3

[Expired 05/15/2025 per Senate Bill 25-125]

1.4

Separability. These Rules are intended to remain in effect to the maximum extent possible. If any

part (including any section, sentence, clause, phrase, word, or number) is held invalid, (A) the

remainder of the Rule remains valid, and (B) if the provision is held not wholly invalid, but merely

in need of narrowing, the provision should be retained in narrowed form.

Rule 2. Definitions and Clarifications.

2.1

“Authorized representative” means a person designated by a party to any unfair labor practice

complaint or other Division administrative proceeding to represent the party. A party may

designate an authorized representative by filing the Division-approved form or a signed written

notice to the Division that the authorized representative will represent the party. Authority of the

authorized representative may be revoked by the party upon written notice to the Division

y unfair labor practice

complaint or other Division administrative proceeding to represent the party. A party may

designate an authorized representative by filing the Division-approved form or a signed written

notice to the Division that the authorized representative will represent the party. Authority of the

authorized representative may be revoked by the party upon written notice to the Division.

2.2

“Director” means the Director of the Division of Labor Standards and Statistics, and includes a

designee or agent to perform any delegable functions of the Director pursuant to authority

granted by any applicable provision of law, including but not limited to C.R.S. § 8-1-103(1).

2.3

“Division” means the Division of Labor Standards and Statistics in the Colorado Department of

Labor and Employment.

Code of Colorado Regulations

Secretary of State

State of Colorado

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2.4

“Employee organization” means an organization independent of the employer in which public

employees may participate and that exists for the purpose, in whole or in part, of acting on behalf

of and for the benefit of the public employees concerning public employee grievances, labor

disputes, wages, hours, and other terms and conditions of employment. “Employee organization”

includes any agents or representatives of the employee organization designated by the employee

organization. “Employee organization” does not include an organization, including a committee,

advisory council, or other similar group, that includes public employees but is created by a public

employee’s employer.

2.5

“Order” means any decision, rule, regulation, requirement, or standard promulgated by the

Director, as defined by C.R.S. § 8-1-101(11).

2.6

“Person” refers to one or more individuals, an employee, an employee organization, partnerships,

associations, corporations, legal representatives, trustees, or receivers

group, that includes public employees but is created by a public

employee’s employer.

2.5

“Order” means any decision, rule, regulation, requirement, or standard promulgated by the

Director, as defined by C.R.S. § 8-1-101(11).

2.6

“Person” refers to one or more individuals, an employee, an employee organization, partnerships,

associations, corporations, legal representatives, trustees, or receivers.

2.7

“Public employee” means an individual employed by a public employer; except those employees

employed in the personnel system of the state established in Section 13 of Article XII of the state

Constitution, or employees employed by an employer, as defined in C.R.S. § 8-3-104(12). “Public

employee” includes two types of employees as follows:

2.7.1

“Confidential public employee” means a public employee who: (A) develops or presents

the positions of the employer with respect to employer-employee relations, contributes

significantly to the employer’s decision-making in connection with such positions, or

accesses confidential information, including the employer’s non-public planning or

strategy information, in connection with the development, presentation, or decision-

making of the employer’s positions with respect to employer-employee relations; or (B)

provides legal advice to the employer as the employer’s attorney related to this Article 33

or other labor relations matters.

2.7.2

“Managerial public employee” means an executive-level public employee with significant

decision-making authority including the authority to develop employer policies or

programs or administer an agency or other subdivision of the employer. “Managerial

employee” does not include a non-policymaking employee even if the employee

oversees, manages, or directs other employees; except that a firefighter who is a

“supervisor,” as defined in C.R.S. § 29-5-203(15) (“the chief and all officers in the rank or

position immediately below the chief who report directly to the chief”), is a “managerial

employee” for purposes of this Article 33

yer. “Managerial

employee” does not include a non-policymaking employee even if the employee

oversees, manages, or directs other employees; except that a firefighter who is a

“supervisor,” as defined in C.R.S. § 29-5-203(15) (“the chief and all officers in the rank or

position immediately below the chief who report directly to the chief”), is a “managerial

employee” for purposes of this Article 33.

2.8

“Public employer” means a county or municipality; a district, business improvement district,

special district created pursuant to Title 32, authority, or other political subdivision of the state, a

county, or a municipality; the Colorado School for the Deaf and Blind established in Article 80 of

Title 22; a state institution of higher education as defined in section 23-18-102(10)(a), and a local

district college operating pursuant to Article 71 of Title 23; the Office of State Public Defender

created in section 21-1-101; the University of Colorado Hospital Authority created in section 23-

21-503; the Denver Health and Hospital Authority created in section 25-29-103; the Joint Budget

Committee staff, the Legislative Council staff, the Office of Legislative Legal Services, the staff of

the Office of the Chief Clerk of the House of Representatives, and the Senate Services staff; the

majority and minority caucus staff of the House of Representatives and the Senate; a board of

cooperative services established pursuant to the “Boards of Cooperative Services Act of 1965,”

Article 5 of Title 22; any school district as defined in section 22-7-1003(20); a district charter

school pursuant to part 1 of Article 30.5 of Title 22; or an institute charter school which means a

charter school authorized by the State Charter School Institute pursuant to part 5 of Article 30.5 of

Title 22. Counties covered by the Collective Bargaining by County Employees Act (“COBCA”) are

not “public employers” for purposes of these rules.

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le 30.5 of Title 22; or an institute charter school which means a

charter school authorized by the State Charter School Institute pursuant to part 5 of Article 30.5 of

Title 22. Counties covered by the Collective Bargaining by County Employees Act (“COBCA”) are

not “public employers” for purposes of these rules.

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2.9

“Retaliation” and “interference” (or other forms of those words) are as defined in the Colorado

Whistleblower, Anti-Retaliation, Non-Interference, and Notice-Giving Rules, 7 CCR 1103-11.

2.10

“Unfair labor practice” means a violation of any rights or obligations in PROPWA or these Rules.

Rule 3. Filing, Service, and Deadlines.

3.1

Documents shall be filed electronically, on a Division-approved form if one is available, pursuant

to these Rules and any orders, instructions, and deadlines provided or published by the Division.

If the Division does not publish an applicable form or provide one to a party when the party

intends to file, or if a party cannot readily use such means, the party may file by any means that

provides the filing to the Division, including but not limited to email, other electronic means, or

mailing or hand-delivering copies. A document is considered “filed” when received by the

Division; a document received after 11:59 p.m. Mountain Time is considered “filed” the next

business day.

3.2

Any submission is considered “signed” or to have a “signature” if it has either an ink, scanned, or

electronically drawn or generated signature, or a typed name entered by the party or their

authorized representative in the signature area. By signing in any such manner, the individual is

deemed to have agreed and assented that the document is signed by them.

3.3

Except as otherwise provided by these Rules, or by the Director, whenever service of a document

or information is required, service is made to a person or party by hand-delivery, mail, or

transmission by facsimile, or other electronic means

resentative in the signature area. By signing in any such manner, the individual is

deemed to have agreed and assented that the document is signed by them.

3.3

Except as otherwise provided by these Rules, or by the Director, whenever service of a document

or information is required, service is made to a person or party by hand-delivery, mail, or

transmission by facsimile, or other electronic means. The email address or facsimile number on

file with the Division or furnished by the person or party shall be used for service. The current

address on file with the Division or the last known address of the person or party shall be used for

mailing.

3.4

Calculations of any prescribed or allowed time periods shall be in accordance with C.R.S. § 2-4-

108.

3.5

Deadlines and schedules under these Rules shall generally be set in light of the goals of

PROPWA, including but not limited to: effective enforcement of PROPWA rights and

responsibilities; providing all parties notice and opportunity to be heard; and timely protection of

public employees from retaliation for engaging in protected concerted activity.

3.6

Deadlines may be extended for “good cause” if the request is made three days before the

deadline, absent emergencies or exigent circumstances. In considering whether good cause

exists under these Rules or applicable statutes for extensions of deadlines, the Director will

determine whether the reason is substantial and reasonable, based on all the available

information and circumstances, and the above-listed goals of PROPWA.

Rule 4. Scope of Rights and Responsibilities under PROPWA.

4.1

Protected Activity under PROPWA.

4.1.1

Types of Activities Protected. PROPWA protects public employee rights to engage in the

following activities in C.R.S. §§ 29-33-104(1)(a)–(d) and -104(3) (“Section 104 activity”):

(A)

speech on employee representation, workplace issues, or PROPWA rights

(“Section 104(1)(a) activity”);

(B)

concerted activity for mutual aid or protection (“Section 104(1)(b) activity”);

ed Activity under PROPWA.

4.1.1

Types of Activities Protected. PROPWA protects public employee rights to engage in the

following activities in C.R.S. §§ 29-33-104(1)(a)–(d) and -104(3) (“Section 104 activity”):

(A)

speech on employee representation, workplace issues, or PROPWA rights

(“Section 104(1)(a) activity”);

(B)

concerted activity for mutual aid or protection (“Section 104(1)(b) activity”);

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(C)

political participation while off duty and not in uniform, including (i) speech with

the public employer’s governing body (or any of its members) on work terms and

conditions or matters of public concern, and (ii) political activity of other kinds in

the same manner as other Coloradans (“Section 104(1)(c) activity”);

(D)

organizing, forming, joining, or assisting an employee organization, or refraining

from doing so (“Section 104(1)(d) activity”); and

(E)

exercising any rights under PROPWA, including but not limited to complaining,

testifying or otherwise submitting evidence or information about, or opposing

(verbally or in writing) what the employee believes, reasonably and in good faith,

to be a violation of PROPWA (“Section 104(3) activity”).

Section 104(1)(a) and 104(1)(c) activities collectively are “PROPWA expressive activity”;

Section 104(1)(b) and 104(1)(d) activities collectively are “PROPWA concerted activity.”

4.1.2

When Multiple Sections Apply. If activity may or is alleged to qualify under multiple of

Sections 104(1)(a)–(d) or 104(3), or any other section of any applicable law

(constitutional, statutory, or regulatory), then it shall be analyzed separately under each

section as to scope of protection, defenses, and other matters.

4.1.3

Applicability of Other Law

tively are “PROPWA concerted activity.”

4.1.2

When Multiple Sections Apply. If activity may or is alleged to qualify under multiple of

Sections 104(1)(a)–(d) or 104(3), or any other section of any applicable law

(constitutional, statutory, or regulatory), then it shall be analyzed separately under each

section as to scope of protection, defenses, and other matters.

4.1.3

Applicability of Other Law. Any enumeration in PROPWA or in these Rules of rights,

responsibilities, or limits thereupon is not intended to deny, modify, or limit other rights or

responsibilities under any other source of law (constitutional, statutory, or regulatory) that

may apply to situations also covered by PROPWA.

4.2

PROPWA Expressive Activity: Scope and limits (Section 104(1)(a) and (c) activity).

4.2.1

Expressive activity is protected unless the employer shows that an exception in Rules 4.2

or 4.4 applies.

4.2.2

Official Duties. PROPWA expressive activity shall not be protected if it is pursuant to or

part of duties that the public employee either:

(A)

is paid by their public employer to perform; or

(B)

otherwise has a responsibility to perform under a directive from their public

employer.

4.2.3

Restrictions on the Time, Place, and Manner of Expressive Activity.

(A)

In a place that qualifies as a public forum. A place qualifies as a “public forum”

open for expressive activity by the public, including by public employees, if it has

been traditionally open to such activity, or was opened for such activity by a

public entity. In a public forum, expressive activity is unprotected if the activity is

contrary to a limitation on the time, place, or manner of such activity:

(1)

that is set and enforced on a content-neutral and viewpoint-neutral basis;

(2)

that is narrowly tailored to serve a significant governmental interest; and

s

been traditionally open to such activity, or was opened for such activity by a

public entity. In a public forum, expressive activity is unprotected if the activity is

contrary to a limitation on the time, place, or manner of such activity:

(1)

that is set and enforced on a content-neutral and viewpoint-neutral basis;

(2)

that is narrowly tailored to serve a significant governmental interest; and

(3)

that leaves open ample alternative channels for the activity that are

known and available to the public employee.

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(B)

In other places. Expressive activity in places other than a public forum is

unprotected if it is contrary to a limitation on the time, place, or manner of such

activity:

(1)

that is reasonable in light of the purposes of the forum; and

(2)

that is viewpoint-neutral.

4.3

PROPWA Concerted Activity: Scope and Limits (Section 104(1)(b) and (d) activity).

4.3.1

Scope of Concerted Activity Protected. “Concerted activity” is activity by one or more

public employees for the purpose of mutual aid or protection (irrespective of any

subjective motivations of the employee), among employees of the same or another

employer, and includes the protected rights of employees set forth in 29 U.S.C. § 157;

except that “protected, concerted activity for the purpose of mutual aid and protection”

does not include the right or obligation to recognize or negotiate a collective bargaining

agreement.

4.3.2

Limits on Protection. Concerted activity is protected unless the employer shows that an

exception in Rules 4.3 or 4.4 applies.

(A)

Protected concerted activity does not include the activities of a confidential public

employee or a managerial public employee, as defined in C.R.S. § 29-33-

103(5)(b)

ot include the right or obligation to recognize or negotiate a collective bargaining

agreement.

4.3.2

Limits on Protection. Concerted activity is protected unless the employer shows that an

exception in Rules 4.3 or 4.4 applies.

(A)

Protected concerted activity does not include the activities of a confidential public

employee or a managerial public employee, as defined in C.R.S. § 29-33-

103(5)(b).

(B)

Concerted activity of solicitation, or distribution of written materials, related to an

employee organization may be restricted during any working time (e.g.,

interacting directly with customers) if the restriction does not discriminate or

retaliate against, or interfere with, the activity (as set forth in Rules 4.4.1–4.4.2).

4.4

Management Rights: Scope and Limits.

4.4.1

Permissible Employer Actions. Even if a public employee did or may engage in PROPWA

protected activity, adverse action — termination, discipline, or other action that may deter

protected activity — is not unlawful under PROPWA if it is not imposed (or

disproportionately imposed) in whole or in part to discriminate against, interfere with, or

otherwise deter protected activity.

4.4.2

Impermissible Interference or Retaliation. A public employer rule, policy, or action shall

not:

(A)

impermissibly interfere with or retaliate against protected activity, including if it

was enacted or enforced in response to protected activity as a way to interfere

with or retaliate against such activity; or

(B)

be overly broad or vague in a way that may be reasonably understood as

impermissibly interfering with or retaliating against protected activity, when read

by a public employee dependent upon their job who acts reasonably, and in good

faith, in interpreting the potential restriction in light of factors such as past

practice, the nature of the workplace, and the field of work.

4.4.3

Employer Expressive Activity

oad or vague in a way that may be reasonably understood as

impermissibly interfering with or retaliating against protected activity, when read

by a public employee dependent upon their job who acts reasonably, and in good

faith, in interpreting the potential restriction in light of factors such as past

practice, the nature of the workplace, and the field of work.

4.4.3

Employer Expressive Activity. Public employers may express views, including engaging

in conversations, with public employees about the advantages and disadvantages of

employee organizations and collective bargaining. In doing so, such expression:

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(A)

may include general views on employee organizations, or predictions of the

effects of unionization on the employer, to the extent such predictions have a

basis in objective fact as demonstrably probable consequences beyond employer

control; but

(B)

may not include or be accompanied by actions reasonably tending to

discriminate against, interfere with, or otherwise deter protected activity, such as

an economic (or other) threat of the employer’s own volition, a promise of a

benefit for foregoing or causing others to forego protected activity, or creating an

impression of surveillance — whether or not protected activity is actually

interfered with, deterred, or surveilled.

4.4.4

Activity that results in material disruption of a public employee’s duties, a public

employer’s operations, or the delivery of public services is not protected activity; except

that an employer’s or other individual’s disagreement with the content or viewpoint

expressed through an employee’s activity or a strike by employees does not constitute

material disruption.

4.4.5

A public employer may limit the rights of a public employee to the extent necessary to

maintain the nonpartisan role of the employer’s nonpartisan legislative, judicial, or

election-related staff.

Rule 5. Unfair Labor Practice Filings and Proceedings

eement with the content or viewpoint

expressed through an employee’s activity or a strike by employees does not constitute

material disruption.

4.4.5

A public employer may limit the rights of a public employee to the extent necessary to

maintain the nonpartisan role of the employer’s nonpartisan legislative, judicial, or

election-related staff.

Rule 5. Unfair Labor Practice Filings and Proceedings.

5.1

Unfair Labor Practice Complaints.

5.1.1

Unfair labor practice complaints (“complaints” as used in this Rule 5) shall be filed on the

designated form provided by the Division, and shall comply with any other Division

instructions as to the information and/or documentation required by the Division.

(A)

An aggrieved party filing a complaint is designated a “charging party.” A party

against whom a complaint is filed is designated a “respondent.”

(B)

Either party may designate an authorized representative to act on their behalf in

the Division’s complaint and/or appeal process in accordance with these Rules.

(C)

A complaint must be received by the Division within six months after the date on

which the charging party knew or reasonably should have known of the alleged

unfair labor practice.

(D)

The charging party shall set forth a clear and concise statement of the facts

constituting the unfair labor practice and (to the extent that the party is able) the

statutes allegedly violated.

(E)

Failure to respond in a timely manner to Division requests for additional

supporting information and/or documentation may result in dismissal of the

complaint.

(F)

The Director may initiate, file, and investigate any such complaint on their own

initiative, or at the request of any interested party. The name or interest of any

such party shall not be disclosed if not necessary to resolution of the complaint.

Decisions under this Rule are within the discretion of the Director’s authority to

enforce and administer PROPWA, these Rules, and other applicable statutes

and rules.

ay initiate, file, and investigate any such complaint on their own

initiative, or at the request of any interested party. The name or interest of any

such party shall not be disclosed if not necessary to resolution of the complaint.

Decisions under this Rule are within the discretion of the Director’s authority to

enforce and administer PROPWA, these Rules, and other applicable statutes

and rules.

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5.1.2

The Division will evaluate complaints to determine if the Division has jurisdiction over the

alleged conduct, if sufficient allegations and evidence have been shown from which an

unfair labor practice may be reasonably inferred, and if, in the Director’s good faith

discretion and judgment, the complaint warrants investigation.

(A)

In exercising its discretion, the Division may decline to investigate, or may defer

action on, a complaint if evidence shows the dispute is within the scope of a

dispute resolution process, established by a collective bargaining agreement

applicable to both parties, with a neutral third-party arbiter authorized to issue a

binding decision.

5.1.3

If a complaint provides insufficient evidence, the Division will notify the charging party and

may request additional information and/or documentation.

5.1.4

A charging party may withdraw a complaint at any time prior to issuance of a

determination.

5.2

Notice of Unfair Labor Practice Complaints to Respondents.

5.2.1

After determining that a complaint offers sufficient allegations and evidence that, if proven

true, would state a claim of an unfair labor practice, the Division shall give notice of the

allegations, and request that an answer be filed by each respondent.

5.2.2

The respondent shall file an answer responding to each allegation in the complaint, and

attach any documentation or evidence the respondent wishes the Division to consider in

reviewing the complaint, within 21 days of the date the Division sends a copy of the

complaint to the respondent

the Division shall give notice of the

allegations, and request that an answer be filed by each respondent.

5.2.2

The respondent shall file an answer responding to each allegation in the complaint, and

attach any documentation or evidence the respondent wishes the Division to consider in

reviewing the complaint, within 21 days of the date the Division sends a copy of the

complaint to the respondent. The Division may exercise discretion to shorten the

response deadline.

5.2.3

Upon receiving a written request for an extension that states the reason an extension is

required, and that otherwise complies with Rule 3.6, the Division may, at its discretion,

extend the period for the respondent to file an answer for good cause in accord with

these Rules.

5.2.4

Upon written request, at the Division’s discretion, other parties or entities may be joined

as charging parties or respondents.

5.3

Investigation and Determination of Unfair Labor Practice Complaints.

5.3.1

Upon receipt of a complaint, the answer, and any supplemental information or

documentation, the Division shall determine whether additional investigation is required,

which may include, but is not limited to:

(A)

interviews of the employer(s), employee(s), and/or other parties;

(B)

information gathering, fact-finding, and reviews of written submissions; and

(C)

any other methods that may help assess whether an unfair labor practice

occurred.

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itional investigation is required,

which may include, but is not limited to:

(A)

interviews of the employer(s), employee(s), and/or other parties;

(B)

information gathering, fact-finding, and reviews of written submissions; and

(C)

any other methods that may help assess whether an unfair labor practice

occurred.

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5.3.2

During the investigation, if information is provided to the Division by a source requesting

or otherwise warranting confidentiality, and that information is used as a basis for

procuring other evidence but not offered as evidence itself, or as evidence of liability, but

not to establish individual relief for the source of the information, or in other

circumstances in which confidentiality is necessary and appropriate, then the source shall

remain confidential.

5.3.3

The Director may exercise discretion to adjourn hearings; to permit additional time for

submissions; to extend ordered deadlines for good cause or by consent; and to issue

orders disposing of a complaint without a hearing.

5.3.4

Where a complaint or investigation for violation of these Rules or the statutes they

enforce has been filed or commenced, all parties shall preserve all relevant documents

until final disposition and until the expiration of the statutory period within which a person

aggrieved may bring a civil action.

5.3.5

The Division may exercise its discretion to have an investigation sequenced and/or

divided into two or more stages on discrete questions of liability or relief (e.g.,

bifurcation), yielding two or more determinations and/or phases of the investigation.

5.3.6

The Division may exercise its discretion to terminate an investigation at any time.

5.3.7

The burden of proof to establish an unfair labor practice is on the charging party, who

must establish by a preponderance of the evidence that an unfair labor practice occurred

e questions of liability or relief (e.g.,

bifurcation), yielding two or more determinations and/or phases of the investigation.

5.3.6

The Division may exercise its discretion to terminate an investigation at any time.

5.3.7

The burden of proof to establish an unfair labor practice is on the charging party, who

must establish by a preponderance of the evidence that an unfair labor practice occurred.

5.3.8

The Division shall make a determination as to whether an unfair labor practice occurred,

and issue written findings and orders to all parties. Absent a timely request for a hearing

pursuant to Rule 5.3.9, the determination shall constitute final agency action, and the final

decision of the Director, subject to judicial review pursuant to C.R.S. §§ 24-4-106 and 29-

33-105(4),(5).

5.3.9

A hearing may be requested within 35 days after the Division’s determination of a

complaint, and conducted in accord with Rule 6.4 of the Labor Peace and Industrial

Relations Rules, 7 CCR 1101-1, which is incorporated herein by reference. Absent timely

modification, the decision rendered after the hearing shall constitute final agency action

and the final decision of the Director subject to judicial review pursuant to C.R.S. §§ 24-4-

106 and 29-33-105(4)–(5).

5.4

Remedies for Unfair Labor Practices.

5.4.1

The Division shall consider the unique circumstances of rural counties as defined in

C.R.S. § 29-33-103(1)(b) in assigning remedies.

5.4.2

Remedies for unfair labor practices may include any of the following, pursuant to

investigative and enforcement authority under applicable statutes the Division enforces or

administers.

(A)

Damages to compensate losses caused by an unfair labor practice, including but

not limited to, where applicable: back pay with benefits; lost dues for an

employee organization; and other direct or foreseeable pecuniary harm.

(B)

Reinstatement or instatement with the same seniority status the employee would

have without the violation, or (if (re)instatement is not feasible) front pay with

benefits.

Damages to compensate losses caused by an unfair labor practice, including but

not limited to, where applicable: back pay with benefits; lost dues for an

employee organization; and other direct or foreseeable pecuniary harm.

(B)

Reinstatement or instatement with the same seniority status the employee would

have without the violation, or (if (re)instatement is not feasible) front pay with

benefits.

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(C)

Orders to cease and remedy violations and effects thereof; effectuate compliance

by modifying or rescinding policies, practices, or agreements; otherwise redress

direct or indirect consequences of violations; and provide notice of any such

changes.

(D)

Any other relief authorized by applicable statutes the Division enforces or

administers.