The Center for Applied Linguistics is responsible for numerous language and education-related projects. By understanding the intersection between language and legal terminology, instructors can offer a fuller view of the range of language studies. In particular, one area where language proficiency is of paramount importance is in understanding the the laws surrounding employee termination in Colorado. In lieu of understanding the ramifications of improperly terminated employees, it is better to get to the heart of the matter and to avoid legal woes. By examining the Colorado employment practice, we can see just how important it is for not only linguists and language educators to have an understanding of legal language, but for those who are in leadership positions to be aware of the impact that languages can have on their communities. First and foremost, it is important to understand that the Colorado termination laws are a complex network of regulations and laws. Even though, the law is complicated and filled with legal jargon, it does not mean that there are not ways that it can be simplified. It is not uncommon for human resources professionals to be confused by the intricacies of these laws. When faced with the prospect of having to lay off an employee, the prospect can breed a level of anxiety and fear. The specificity of the employment law in Colorado may leave a human resource employee or manager frustrated and confused. This frustration can lead to poor decisions being made in the haste to protect a company – and that is the very last thing that should take place. By bridging the gap between language experts and those who are responsible for personnel in the workplace, we can provide a tremendous amount of insight into the various ways that human resources professionals and managers can develop a workable framework for understanding the law. This framework process can include: In bridging the gap between language educators and those who are responsible for personnel, we can eliminate the need for anyone to have to say, “I am not proficient in this particular language, so I was not even aware that there was a problem in the first instance.” If those who were responsible for administering the employment policies of a company were fluent in all matters of language, the ramifications of properly and legally terminating employees would be much more apparent. In addition to ensuring that human resource personnel are fluent in language, it is also vital that those who are responsible for leading a community be aware of the ramifications of their language choices. Words can convey a confident, clinically trained demeanor. On the other hand, words can also convey a lack of understanding and a general sense of confusion. As noted above, Colorado’s employee termination laws are complicated matters. However, there are also strict rules about how and when an employee can be terminated from various jobs. That is why human resource professionals and managers are often perplexed by the Colorado termination laws. While the Colorado termination laws require that employers be scrupulously aware of the ramifications of the laws, it is oftentimes the simplest of mistakes that can lead to a lengthy court battle. By utilizing a framework process, human resource professionals can establish a baseline system of propriety in dealing with employees.