Running a background check on a potential employee in Colorado is vital in ensuring you hire the right person for the job.
So, where do you start?
Navigating the background screening process can be confusing, and there are a few key items to remember.
This complete guide to Colorado background checks will help you feel confident about running background checks on potential employees.
It will also help you choose the best way to obtain the information you need to ensure you are hiring the best candidate for your company.
Let’s start now.
Key Takeaways
- Conducting Colorado employment background checks helps to facilitate sound hiring decisions.
- Pre-employment background checks involve investigating criminal history, employment history, education, and other relevant information about candidates.
- Employers must comply with all state and federal employment screening laws when conducting background checks to maintain legal and regulatory compliance.
What Shows up on a Background Check in Colorado?
Colorado employers typically request criminal history information and verification of past employment, education, and credentials on background checks.
However, depending on the specific job for which you are hiring, you might also request other types of pre-employment checks such as drug screens or driving records.
Criminal history information
If an applicant has a criminal record, the following types of information can be viewed on his or her pre-employment background report:
- Type of offense
- Date of offense
- File date
- Offense level – misdemeanor or felony
- Disposition of the offense
- Disposition date
- Sentence information
Employment verification
Requesting an employment verification can help you to check the information your applicants report about their employment histories.
This type of information helps to ensure that your applicants are experienced and trustworthy.
You will see the companies at which an applicant has worked, the titles he or she has held, and his or her dates of employment at each company.
Education verification
If you are hiring employees for positions that require specific degrees or certificates, education verification will help to ensure your employees are qualified for their jobs.
With iprospectcheck’s education verification services, you can verify the names of each institution attended, the dates of attendance, and any certifications or degrees that were earned.
Professional License Verification
Professional license verification reveals the following information about an applicant’s credentials:
- License validity
- License type
- License number
- Date the license was issued
- License expiration date
- Public sanctions or discipline
How Do I Get a Background Check in Colorado?
1. Create a Comprehensive Background Check Policy
If you plan to run pre-employment background checks as a part of your hiring process, you should first create a comprehensive background check policy that tracks federal and state laws.
This policy should include specific steps HR staff must follow when they conduct background checks to prevent unconscious biases from affecting hiring decisions.
Make sure to train your HR staff on your company’s background check policy to keep them from making mistakes.
2. Meet Notification and Consent Requirements
Under the FCRA, employers must notify applicants that they conduct background checks on standalone forms.
They also have to get their applicants’ signed consent before they can run background checks.
3. Select a Trusted Screening Provider
While you aren’t required to outsource your background checks to a third party, it is rarely a good idea to try to conduct them yourself.
Doing so might result in finding inaccurate and outdated information that could increase liability risks if you rely on it. Trying to conduct background checks yourself also takes time that your HR staff could better spend on other critical tasks.
When you’re searching for a background screening partner, you should choose a company like iprospectcheck, which is known for its reliability, speed, legal compliance, and accuracy.
We fully comply with all employment background check laws. Our advanced technology fully integrates with applicant tracking systems to ensure your hiring process is smooth and reliable.
At iprospectcheck, we offer fast turnaround times so you can make hiring decisions as quickly as possible.
4. Conduct Background Checks Late in the Hiring Process
While Colorado’s ban-the-box law for private employers only prevents private employers from asking about criminal history on your applications and doesn’t prevent you from running criminal background checks at any point in the hiring process, it’s better to wait.
Waiting to conduct pre-employment background checks until you have a final pool of otherwise-qualified candidates or after you have extended a conditional employment offer conserves time and resources.
5. Be Selective With Your Requested Searches
A good background screening provider should offer a menu of searches from which you can choose.
This allows you to receive tailored reports that only include the information you need to make good hiring decisions without having to pay for unnecessary data.
At iprospectcheck, we offer several packages for employers along with a menu of numerous searches from which you can select.
6. Assess Convictions as They Relate to the Job
If a background check reveals an applicant has a criminal record, individually assess the conviction as it relates to the job before turning them down for employment based on the information.
7. Inform Your Applicant
Once you have reviewed a background check report, inform your applicant about the results.
8. Follow the Adverse Action Process When You Want to Deny Employment
If you want to deny employment based on a background check, you must follow the adverse action process under the FCRA.
Take the following steps:
- Send a pre-adverse action letter with a copy of the problematic information.
- Give the candidate around five days to contest the information or provide mitigating evidence.
- Send a final adverse action letter with a copy of the candidate’s legal rights if you make a final decision not to hire them.
What Disqualifies Applicants from a Colorado Background Check?
Here are the most common reasons employers might deny employment based on the results of pre-employment background checks:
1. Failing a Pre-Employment Drug Test
Some employers require applicants to pass a pre-employment drug test as a condition of employment.
If an applicant fails the drug screen, the employer will withdraw the conditional employment offer.
2. Being Dishonest About Past Jobs
If an applicant is dishonest about their work history, it will not go undiscovered if the employer requests employment verification.
Employers will likely turn down applicants who’ve been dishonest about their work history.
3. Lying About Education
Some applicants will try to make themselves more attractive by claiming to have degrees they never earned.
Education verification shows the applicant’s educational history, and employers might deny employment to applicants who have been dishonest.
4. Having Certain Criminal Convictions
Having a criminal record doesn’t mean that an applicant will be turned down for a job.
However, if a criminal conviction is closely related to the responsibilities of the job or indicates the applicant might be unsafe, the employer might turn them down.
5. Having a Poor Driving Record
Employers hiring for driving positions will likely conduct motor vehicle records (MVR) checks.
Candidates with multiple traffic violations or major traffic offenses will likely be denied employment because of potential liability concerns.
Colorado Background Check Laws for Employment
State Laws
Ban-the-Box Law for Public Employers
Under C.R.S. § 24-5-401, local and state public employers can’t ask about criminal history information on their applications.
They must wait to complete criminal background checks until after they have determined the applicant is a finalist for the job or has made a conditional employment offer.
Public employers must individually assess convictions as they directly relate to the duties of the position.
Ban-the-Box Law for Private Employers
Colorado also has a ban-the-box law for private employers known as the Chance to Compete Act.
This law is found at C.R.S. § 8-2-130 and prohibits employers from advertising that they will not hire applicants with criminal records or inquiring about criminal history information on their print or electronic applications.
However, the law also states employers may access their applicants’ publicly available criminal background reports at any point in the hiring process.
Credit History Check Law
Once you start pulling background check information to ensure a potential employee is right for the job, you may be interested in the candidate’s credit history as well as their criminal history.
However, there are specific regulations around who can pull a candidate’s credit report and for what reason.
In Colorado, there are only three instances in which an employer can require a candidate to consent to having their credit checked during the pre-employment background screening process.
This occurs when
- the report is being requested by an employer of a bank or financial institution;
- the report is required by law;
- the report is directly related to the job position in which the candidate is applying.
If you are a bank or financial institution, running a credit report is required and the information can and should be used to ensure a candidate is a good fit for the specific job.
If you are hiring for an executive, management personnel, or federal contractor you can also request the candidate’s credit report and use the information to help decide if you want to hire the person.
In all cases, an employer must have a sincere purpose for running the report, and he or she must disclose all of this information, in writing, to the candidate before the background check is conducted.
If, as an employer, you decide to use the information found on the credit report as grounds to not hire a candidate, it is required by the Fair Credit Reporting Act that you disclose to the candidate, in writing, the exact reason they are not being hired for the job.
Colorado’s Seven-Year Rule on Reporting Conviction Records
Colorado has a seven-year rule restricting the reporting of certain criminal records that predate a background check by seven or more years.
This law is found at C.R.S. § 5-18-109(1)(e).
Under this law, CRAs can’t report arrests, indictments, or convictions that predate the background check by more than seven years from the date of disposition, parole, or release from incarceration.
Colorado’s seven-year rule doesn’t include any salary threshold, which means it applies to applicants regardless of the offered salary.
Colorado’s Clean Slate Act, which will be effective on July 1, 2024, might affect the application of Colorado’s seven-year rule as detailed below.
Colorado Clean Slate Act
Gov. Jared Polis signed the Clean Slate Act into law on May 31, 2022.
Under this law, arrest records that didn’t result in convictions are automatically sealed.
Other criminal records that must also be automatically sealed include the following:
- Civil infractions following four years since disposition
- Petty offenses and misdemeanor convictions seven years following final disposition
- Felony convictions 10 years following final disposition or the release from incarceration
Crimes of violence can’t be sealed.
Background check providers can’t report sealed conviction records on background check reports.
Colorado’s Seven-Year Rule on Reporting Conviction Records
Colorado has a seven-year rule restricting the reporting of certain criminal records that predate a background check by seven or more years.
This law is found at C.R.S. § 5-18-109(1)(e).
Under this law, CRAs can’t report arrests, indictments, or convictions that predate the background check by more than seven years from the date of disposition, parole, or release from incarceration.
Colorado’s seven-year rule doesn’t include any salary threshold, which means it applies to applicants regardless of the offered salary.
Colorado’s Clean Slate Act, which will be effective on July 1, 2024, might affect the application of Colorado’s seven-year rule as detailed below.
Equal Pay for Equal Work Act
Colorado’s Equal Pay for Equal Work Act became effective on Jan. 1, 2021, and is codified at C.R.S. § 8-5-101 et. seq.
This law makes it illegal for employers to pay employees differently based on gender or a combination of gender and another protected characteristic.
It also prohibits employers from asking about an applicant’s salary history or using any previous history of earnings the employer discovers to determine the salary to offer.
Employers are required to notify existing employees about job openings and opportunities for promotion together with details about the corresponding pay scales.
The law also requires employers to conduct analyses of existing pay inequities to correct pay differences based on gender.
Name-Based Criminal Records Checks Law
Under HB 19-1166, which is codified at C.R.S. § 12-310-107, applicants who have to be registered for professional occupations are required to submit fingerprints for fingerprint-based background checks.
If a fingerprint-based background check reveals an arrest without a disposition, this law requires the applicant to undergo a name-based search of court records to verify the disposition of the underlying case.
Social Media and the Workplace Law
Colorado’s Social Media and the Workplace Law is codified at C.R.S. § 8-2-127 and has been effective in the state since 2013.
Under this law, it is unlawful for employers to do any of the following things:
- Require, ask, or suggest that an applicant or employee disclose their password, username, or another method of access to their social media accounts
- Compel the applicant or employee to add the employer or the employer’s agent as a contact on their contact lists for their personal online accounts
- Require, ask, or suggest that the employee or applicant change their privacy settings to allow the employer or its agent the ability to view the social media accounts
Know Before You Hire
Federal Laws
Fair Credit Reporting Act (FCRA)
The FCRA restricts how consumer reporting agencies (CRAs) can gather, hold, and distribute background check information to employers and how employers can use the information they receive.
CRAs are prohibited from reporting the following information when it is older than seven years for jobs paying annual salaries of less than $75,000:
- Arrests not leading to convictions
- Bankruptcies
- Civil judgments
- Civil lawsuits
- Liens
These restrictions don’t apply to jobs offering salaries of at least $75,000 or to other relevant information about an applicant’s past employment, education, and others.
When an employer discovers that an applicant has a criminal record on a background check, they must complete the adverse action process before deciding not to hire them.
Title VII of the 1964 Civil Rights Act
Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employment discrimination based on an applicant’s or employee’s protected characteristics.
The Equal Employment Opportunity Commission (EEOC) has issued guidance for employers under Title VII about how they should treat arrest and conviction information.
If an employer learns an applicant has a criminal conviction, they must assess it as it directly relates to the position for which the applicant has applied before deciding not to hire them.
Fair Chance to Compete for Jobs Act
Congress passed the Fair Chance to Compete for Jobs Act as an amendment to the 2020 Defense Authorization Act for Fiscal Year 2020. This law became effective on Dec. 20, 2021.
Under the law, federal employers and contractors are prohibited from asking about criminal history information on job applications. They also can’t conduct criminal background checks until they have made conditional employment offers.
Helpful Resources for Colorado Employers
Here are a few resources for employers:
1. Colorado Bureau of Investigation Employment and Background Checks – Provides instructions for how employers can request criminal background check information for various purposes in Colorado.
2. Colorado Department of Early Childhood Background Checks – Gives information to preschool educators on the background check requirements for applicants and instructions for how to conduct them.
3. Colorado Department of Labor and Employment Laws, Regulations, and Guidance – Provides a linked list of laws and rules that Colorado employers must follow.
iprospectcheck: Your Colorado Background Check Partner of Choice
Running an employment background check in Colorado will help you feel confident you’re hiring the right person for the job.
From learning the candidate’s criminal and financial background to verifying that their education and employment history qualifies them for the position, you don’t want to skip this important pre-employment screening step.
Although Colorado does provide access to some records through the Colorado Bureau of Investigation Department of Public Safety, and you can find free background check services online, they won’t be as fast, comprehensive, or simple as partnering with a third-party background check provider like iprospectcheck.
At iprospectcheck, we are passionate about helping you make the right hire every time, doing the hard work and research for you.
Contact us today to find out how our client-first solutions can save you time and money when it comes to running an employment background check in Colorado.
DISCLAIMER: The resources provided here are for educational purposes only and do not constitute legal advice. Consult your counsel if you have legal questions related to your specific practices and compliance with applicable laws.
FAQs
Are Criminal Records Public in Colorado?
Because Colorado believes in the importance of background checks for employment, the Colorado Bureau of Investigation Department of Public Safety does make some records public to help employers locate important documents and records about their candidates.
While it can be a bit of a scavenger hunt to get the information you need to know about a candidate on your own, depending how in depth you’d like to go, it may be possible.
Colorado has what is called the Colorado Open Records Act, which requires most records be made available to the public.
While some records are still kept confidential, such as documents to aid in a criminal investigation or those including trade secrets or cyber-security plans, you can submit a written request for most records, available to view electronically for a fee or in the appropriate office at varied costs.
Here is where your hunt will begin.
You can obtain many records through the Secretary of State’s office, though they do not hold and process all requests for the state of Colorado.
To get the information you need, you may have to go to specific government offices and request records individually. Each office will have different request and review processes, so it is best to contact the office ahead of time to ensure you have everything you need prior to arrival.
If you are interested in doing an offender search, the Colorado Department of Corrections makes that possible through their offender search portal.
In addition, the Colorado Judicial Branch provides resources for public searches of court records, though with some you may have to visit or call the exact court in order to obtain copies of the information.
For vital records, such as birth certificates, death certificates, and marriage or divorce verifications, you would need to visit the Colorado Department of Public Health & Environment.
However, these records are not as easy to obtain because there are specific identification and eligibility requirements like proof of relationship or verified legal interest.
So, while Colorado does make some public records available, obtaining all the information you need on a potential employee may cost you extra time, energy, and money.
For this reason, it is often best to partner with a third-party background check company such as iprospectcheck.
Doing so will not only save you time and money but will ensure compliance throughout the entire background check process, getting you the information you need when you need it, legally.
How Far Back Do Background Checks Go in Colorado?
By Colorado State law, there is a seven-year statute when it comes to how far background checks can look back.
Colorado Consumer Credit Reporting Act § 5-18-109(1)(e) states that records of arrest, indictment, or conviction of a crime that, from the date of disposition, release, or parole, predate the report by more than seven years are not reportable.
But – there are a few exceptions.
The first exception is in regard to a candidate’s potential annual salary. If the individual being considered for a position will make an annual salary of $75,000 or more, according to the FCRA, the seven-year rule does not apply and information beyond seven years can be reported.
The second exception is for potential employees who are being considered for sensitive positions in the educational or medical field.
Those applying to be an educator in the public or private sector and all medical personnel, including home nurses, hospital workers, and nursing home attendants, are required to undergo background checks without a time restriction.
In these cases, all charges of child abuse, sexual offense against a child, or the like must be reported on a background check, regardless of how long ago the offense took place.
This information can and should be used to determine if a candidate is fit for the job.
How Much Does a Background Check Cost in Colorado?
If you go through the Colorado Bureau of Investigation Department of Public Safety to obtain background check information, the fees can add up and may vary depending on the specific industry in which you’re hiring.
If you decide to go on the scavenger hunt yourself and gather court information, criminal records, and other documents from various resources, you’ll likely pay fees at courthouses, county offices, and at the Secretary of State’s office.
If you want copies of these records, you’ll pay even more. While some fees can be as low as $5.00, they will add up as you begin gathering everything you need.
And if you’re hoping to hop on Google and find a free background check company, be careful. While some companies advertise themselves as free in the beginning, many have hidden fees that must be paid to receive in-depth information and copies of the report you need.
Moreover, free background check companies are rarely as comprehensive as third-party services, and they often fail to meet all the legal requirements of running background checks.
In order to get the most accurate information at the best prices, you can partner with verified background check companies, such as iprospectcheck, that are dedicated to ensuring compliance and customer satisfaction in all they do.
County Resources
Adams County
Adams County is located in the northern central region of Colorado and has a population of almost 528,000 people. Brighton is the county seat, and Thornton is the largest city.
Public Information and Available Resources in Adams County:
Alamosa County
Alamosa County is located in the south-central region of Colorado and has a population of around 16,500 people. The county seat and largest town is Alamosa.
Public Information and Available Resources in Alamosa County:
Arapahoe County
Arapahoe County is located in the central area of Colorado adjacent to Denver. The county seat is Littleton, while the most populous city is Aurora. Arapahoe County is home to more than 665,000 people.
Public Information and Available Resources in Arapahoe County:
Archuleta County
Archuleta County is in southwestern Colorado and sits on the state’s border. The county seat and only town is Pagosa Springs. The county has a population of just over 14,000 people.
Public Information and Available Resources in Archuleta County:
Baca County
Baca County sits in the far southeastern corner of Colorado and has a population of slightly more than 3,400 people. Its county seat and largest town is Springfield.
Public Information and Available Resources in Baca County:
Bent County
Bent County is located in southeastern Colorado and has a population of almost 5,400 people. The county seat and sole incorporated town is Las Animas.
Public Information and Available Resources in Bent County:
Boulder County
Boulder County is in north-central Colorado and in the foothills of the Rocky Mountains. Its county seat is Boulder, and the county boasts a population of nearly 330,000 people.
Public Information and Available Resources in Boulder County:
City and County of Broomfield
The City and County of Broomfield is in the Denver Metropolitan Statistical Area in north-central Colorado. The county seat and only city is Broomfield. The county and city boast a population of slightly more than 76,000 people.
Public Information and Available Resources in Broomfield County:
Chaffee County
Chaffee County is located in central Colorado and has a population of slightly more than 20,000 people. The county seat and largest town is Salida.
Public Information and Available Resources in Chaffee County:
Cheyenne County
Cheyenne County is located on the eastern border of Colorado and has a population of just over 1,700 people. Its county seat is Cheyenne Wells.
Public Information and Available Resources in Cheyenne County:
Clear Creek County
Clear Creek County is located in central Colorado and has a population of slightly more than 9,300 people. The county seat is Georgetown.
Public Information and Available Resources in Clear Creek County:
Conejos County
Conejos County is located in south-central Colorado along its southern border and has a population of slightly more than 7,500 people. Its county seat is Conejos.
Public Information and Available Resources in Conejos County:
Costilla County
Costilla County is located along Colorado’s southern border and has a population of just over 3,600 people. Its county seat is San Luis.
Public Information and Available Resources in Costilla County:
Crowley County
Crowley County is located in eastern Colorado and has a population of just over 5,600 people. The county seat is Ordway.
Public Information and Available Resources in Crowley County:
Custer County
Custer County is located in south-central Colorado and has a population of just over 5,300 people. The county seat is Westcliffe.
Public Information and Available Resources in Custer County:
Delta County
Delta County is located in Western Colorado and has a population of slightly more than 31,000 people. Delta is the county seat.
Public Information and Available Resources in Delta County:
City and County of Denver
The City and County of Denver has a population of more than 713,000 people. Denver is the only city and the county seat.
Public Information and Available Resources in Denver County:
Dolores County
Dolores County is in southwestern Colorado along the state’s western border. It has a population of slightly more than 2,400 people and Dove Creek is the county seat.
Public Information and Available Resources in Dolores County:
Douglas County
Douglas County borders Denver in north-central Colorado and has a population of slightly less than 376,000 people. The county seat is Castle Rock.
Public Information and Available Resources in Douglas County:
Eagle County
Eagle County is located in northwestern Colorado and has a population of just more than 55,000 people. The county seat is Eagle.
Public Information and Available Resources in Eagle County:
El Paso County
El Paso County is located in central Colorado along Interstate 25 and is home to Pike’s Peak. It has a population of more than 740,000 people. The largest city and county seat is Colorado Springs.
Public Information and Available Resources in El Paso County:
Elbert County
Elbert County is located in eastern Colorado and has a population of almost 28,000 people. The county seat is Kiowa.
Public Information and Available Resources in Elbert County:
Fremont County
Fremont County is located in south-central Colorado and has a population of slightly more than 49,000 people. Canon City is the county seat.
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Garfield County
Garfield County is located in western Colorado along the state’s western border. The county has a population of almost 63,000 people, and the county seat is Glenwood Springs.
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Gilpin County
Gilpin County is located in central Colorado and has a population of slightly more than 5,800 people. The county seat is Central City.
Public Information and Available Resources in Gilpin County:
Grand County
Grand County is located in north-central Colorado and has a population of almost 16,000 people. Hot Sulphur Springs is the county seat.
Public Information and Available Resources in Grand County:
Gunnison County
Gunnison County is located in western Colorado and has a population of just over 17,000 people. Gunnison is the county seat.
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Hinsdale County
Hinsdale County is located in southwestern Colorado and has a population of less than 800 people. The county seat is Lake City.
Public Information and Available Resources in Hinsdale County:
Huerfano County
Huerfano County is located in southern Colorado and has a population of just over 7,000 people. Walsenburg is the largest town and county seat.
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Jackson County
Jackson County is located along Colorado’s northern border and has a population of less than 1,400 people. The county seat is Walden.
Public Information and Available Resources in Jackson County:
Jefferson County
Jefferson County is located in north-central Colorado and borders Denver. It has a population of nearly 577,000 people. The county seat is Golden, while the largest city is Lakewood.
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Kiowa County
Kiowa County is located in southeastern Colorado along Colorado’s eastern border. It has a population of less than 1,500 people, and Eads is the county seat.
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Kit Carson County
Kit Carson County is located in eastern Colorado along the state’s border with Kansas. It has a population of slightly less than 7,000 people, and the county seat is Burlington.
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La Plata County
La Plata County is located along Colorado’s southern border and has a population of nearly 57,000 people. The county seat is Durango.
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Lake County
Lake County is located in west-central Colorado and has a population of just over 7,300 people. The county seat is Leadville.
Public Information and Available Resources in Lake County:
Larimer County
Larimer County is located on Colorado’s northern border and has a population of almost 367,000 people. The county seat is Fort Collins.
Public Information and Available Resources in Larimer County:
Las Animas County
Las Animas County is located on Colorado’s southern border with New Mexico along I-25. It has a population of slightly more than 14,300 people, and its largest town and county seat is Trinidad.
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Lincoln County
Lincoln County is located in eastern Colorado and has a population of just over 5,500 people. The county seat is Hugo.
Public Information and Available Resources in Lincoln County:
Logan County
Logan County is located in far northeastern Colorado along the state’s northern border with Nebraska. The county has a population of slightly less than 21,000 people, and the county seat is Sterling.
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Mesa County
Mesa County is located in western Colorado along the state’s western border. It has a population of almost 159,000 people, and the largest city and county seat is Grand Junction.
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Mineral County
Mineral County is located in southwestern Colorado and has a population of less than 1,000 people. The county seat is Creede.
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Moffat County
Moffatt County is located in the far northwestern corner of Colorado and has a population of just over 13,000 people. The county seat is Craig.
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Montezuma County
Montezuma County is located in the far southwestern corner of Colorado along its border with Arizona. The county has a population of slightly less than 27,000 people, and the county seat is Cortez.
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Montrose County
Montrose County is located along Colorado’s western border and has a population of almost 44,000 people. The county seat is Montrose.
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Morgan County
Morgan County is located in northeastern Colorado, and its county seat and largest town is Fort Morgan. The county’s population is slightly less than 30,000 people.
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Otero County
Otero County is located in southeastern Colorado and has a population of slightly more than 18,300 people. The county seat and largest town is La Junta.
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Ouray County
Ouray County is located in southwestern Colorado and has a population of around 5,100 people. The county seat is Ouray.
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Park County
Park County is located in central Colorado and has a population of just under 18,000 people. The county seat is Fairplay.
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Phillips County
Phillips County is located in far northeastern Colorado and has a population of slightly less than 4,500 people. The county seat is Holyoke.
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Pitkin County
Pitkin County is located in western Colorado and has a population of slightly more than 16,800 people. The county seat is Aspen.
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Prowers County
Prowers County is located in southeastern Colorado along the state’s eastern border. It has a population of just over 11,800 people, and the county seat and largest town is Lamar.
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Pueblo County
Pueblo County is located in southern Colorado along Interstate 25 and has a population of slightly less than 170,000 people. The county seat and largest city is Pueblo.
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Rio Blanco County
Rio Blanco County is located in western Colorado along the state’s western border. It has a population of slightly less than 5,700 people. The county seat is Meeker.
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Rio Grande County
Rio Grande County is located in southern Colorado and has a population of just over 11,200 people. The county seat is Del Norte.
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Routt County
Routt County is located in northern Colorado along the state’s northern border. It has a population of just over 25,000 people, and the county seat is Steamboat Springs.
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Saguache County
Saquache County is located in southern Colorado and has a population of slightly more than 6,600 people. The county seat is Saguache.
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San Juan County
San Juan County is located in southwestern Colorado and has a population of just over 800 people. The county seat is Silverton.
Public Information and Available Resources in San Juan County:
San Miguel County
San Miguel County is located in southwestern Colorado along the state’s western border. It has a population of just over 8,000 people, and the county seat is Telluride.
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Sedgwick County
Sedgwick County is located in the far northeastern corner of Colorado. It has a population of less than 2,300 people, and the county seat is Julesburg.
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Summit County
Summit County is located in central Colorado in the Rocky Mountains and has a population of slightly more than 30,500 people. The county seat is Breckenridge.
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Teller County
Teller County is located in central Colorado in the Rocky Mountains and has a population of just under 25,000 people. The county seat is Cripple Creek.
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Washington County
Washington County is located in northeastern Colorado and has a population of less than 5,000 people. The county seat is Akron.
Public Information and Available Resources in Washington County:
Weld County
Weld County is located along Colorado’s northern border and has a population of more than 350,000 people. The county seat and largest city is Greeley.
Public Information and Available Resources in Weld County:
Yuma County
Yuma County is located in northeastern Colorado along the state’s eastern border. It has a population of slightly less than 10,000 people. The county seat is Wray.
