Hello again and thank you for your reply. First, as to the issue of when you received your final wages. You are correct that under Colorado law an employer must pay an employee that they terminate immediately (within 6 hours of the start of the next workday if the payroll unit is closed on the day of termination or within 24 hours if the payroll unit is offsite). They do, however, have until the next regular payday if it is a case where the employee quit. I am guessing (only a guess) that your employer waited to pay you until the next payday because usually a "no call no show" is considered to be a "quit" by the employee. That though is not always how the courts see it, but often they will since it is similar to job abandonment, which is a quit. In any event, if you want to file a complaint with the Colorado DOL for the late payment, you are free to. If they determine that the employer paid you late knowing that they were violating the law, then they can fine them $1000.
As for the termination of your insurance and COBRA information, your employer and the plan administrator actually have a total of 44 days to get that information to you after your termination date. The employer has 30 days to notify the plan administrator of the "qualifying event" and then the plan administrator has 14 days to notify you of your COBRA rights. It usually happens much sooner. But, rest assured that if you elect COBRA benefits, then coverage is backdated to the last day you were covered under your employers regular health plan. So, no coverage is lost. I can't comment on the date of your termination or loss of regular coverage because I don't have the facts from your employer's perspective. Usually, they will make the date the last day you were at work for the termination date. If you do not get your COBRA notice within the time period I mentioned, you can file a complaint with the Employee Benefits Security Division of the U.S. DOL, which enforces ERISA and COBRA issues.
Finally, as to the unfairness of your termination. Although there is no rule that says that an employer must mete out discipline evenly, there is a law that says they cannot treat one employee more adversely simply because of that persons race, national origin, age (over 40), gender, disability, religion, pregnancy or military service. So, if you believe you were treated less favorably only because of one of those reasons, you can file a complaint with the EEOC and will want to consult with a local employment law attorney about your case.
Please feel free to ask for clarification if needed. If none is needed, then if you could take a few moments to leave a positive rating in the ratings box above, I will receive credit for assisting you today. Thank you