Arizona Employment Laws
Clapton Commercial Construction is planning on expanding their current business to a new state. They currently do business in Michigan and are planning on expanding to Arizona. There are ten employment laws in Arizona that Clapton Commercial Construction should be made aware of in order to get their HR department up to speed before expanding to the state of Arizona. These are laws regarding required postings, minimum wage, overtime, meals and breaks, vacation leave, sick leave, holiday leave, voting leave, severance pay, and record keeping. These laws will be provided along with possible penalties for non-compliance and recommendations on how to approach these laws as they apply to Clapton Commercial Construction.
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If this is not met federal penalties can be assessed by regulators. It is our recommendation that all non – exempt employees be paid one and a half times their pay when they work over 40 hours in a one week time period (Lunt Group Legal LLC., n.d.).
Meals and breaks are regulated by federal laws and Arizona does not have any specific state laws that apply here. Federal laws does not require an employer to provide meals or breaks to their employees. If an employer gives breaks to their employees breaks are usually less than 20 min in length and paid while meals are 30 min or more and unpaid. Since there is no specific law in providing meals and breaks there are no penalties to be assessed and it is our recommendation that you provide your employees with two 15 min paid breaks and at least a 30 min unpaid lunch each eight hour work day (Lunt Group Legal LLC., n.d.).
The state of Arizona does not require its employers to provide any paid or unpaid vacation leave. If the employer decides to provide vacation leave it must be clearly documented in an employment contract or policy handbook as to how vacation time is accrued, used and lost. The employer must follow this document or legal action can be taken against the employer by the employee. It is our recommendation to use your current vacation leave program established in your Michigan office
New Hampshire also falls under the federal Family and Medical Leave Act (FMLA), which states that once the employee meets certain criteria that employee is allowed to take up to 12 weeks of leave every 12 months to recuperate from serious health conditions,
1. Give an example of a case that would fall under diversity jurisdiction. Explain all of the key elements of such a case.
3. For a crime to be committed, the prosecutor must be able to prove a criminal intent and an overt act to carry out that intent. Jack and Mary agreed to rob a series of banks. Prior to beginning their bank robbery spree, they were arrested and charged with criminal conspiracy. What act did Jack and Mary do that justifies a finding that they committed the crime? Explain.
A vacation of two weeks after 12 months of service and within the following 10 months or, if the employee has been employed with the same employer longer than 8 years, a vacation of at least three weeks
The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)
Employment at will is a law that is present in all fifty states in the US; although, in Montana there requires a stated cause for termination. Employment at will creates dissent among employees when they have been terminated for a cause that is thought to be unsubstantial or when no cause is given. There are pros and cons to the presumption, and employees and employers have different views. Employment at will means that the employer can terminate an employee at any time, for any cause without warning. However, even an at-will employee cannot be terminated because of discriminatory reasons. Employment at will also means that an employee can leave a job at any time without the fear of facing any legal consequences. An employer can also
When we are dealing with the employment relationship between employers and employees, ethical issues are most likely to emerge. Especially, if a manager fires a worker without a proper reason, critics will follow this employer’s behavior. In Patricia Werhane’s paper, “Employment at Will and Due Process”, discusses two doctrines which are Employment at Will (EAW) and Due Process. It also addresses some justifications and objections for EAW, and shows Werhane’s supportive view to Due Process. In contrast, EAW is defended by Richard Epstein in his article “In Defense of the Contract at Will”. In my paper, I will attempt to develop my argument in favor of Employment at Will that could improve flexibility and efficiency of
"Employment tribunals were established under the Industrial Training Act 1964. They were previously referred to as Industrial Tribunals, but their name was changed by s1 of the Employment Rights (Dispute Resolution) Act 1998, which took effect on 1 August 1998"(J.Nairns,2011,p.6). Now, HM Courts & Tribunals Service which is an executive agency of the Ministry of Justice, supervise employment tribunals. Employment tribunals are constituted on the basis of region. In England and Wales, there are 11 regional offices of the Employment Tribunals(ROETs). There is Regional Office in each region
The article states about the economic factor in America. It sensitizes on the justice the workers in America should be given. The article talks about how the workers in America are treated with injustice. This is shown well when the article starts by, "If the laws of economics were enforced as strictly as the laws of physics, America would be a workers' paradise." Visit the article in this link: http://www.barbaraehrenreich.com/workersrights.htm.
The standard one-hour lunch break is sacred to the workforce of today and spending half of it waiting in line for a soup or salad is simply out of the question. In 2010, Panera Bread Co. executives noticed that the daily lunch rush was in desperate
Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?
Throughout the years the United States has faced many challenges with equal employment opportunities for everyone. The United States has developed The Equal Employment Opportunity Commission, also known as the EEOC, to enforce laws that help prevent everyone from being treated unfairly when it comes to employment options. The EEOC has established stipulations and overlooks all of the federal equal employment opportunity regulations, practices and policies (“Federal Laws Prohibiting Job Discrimination Questions and Answers”). Some laws that have been passed are the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964 and Age Discrimination in Employment Act of 1967. Although some discrimination is still a problem, all of these
The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organization conforms to them. Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees
Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.
The most popular form of time off is vacation time, this is typically a time that has to be scheduled off in advance and the time allotted is determined based on employee seniority. The amount of vacation an employee may receive is determined by many factors in the company such as the industry, organization size and locale. Companies tend to offer one to two weeks for employees after they have had a position for one year, and once the position has been held for five or more years the employee will receive an additional allotment of scheduled time off. Paid holidays are nationally observed holidays such as New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas; an employee would normally get this day off with pay or if asked to work would receive additional compensation for working on the holiday. Sick time is for the unexpected time of illness and is generally something that an employee would have to "call out" for, thus notifying their manager that they will not make it to work for that day. Sick time consists of one week or forty hours and can be scattered through out the year. (Bohlander 479) FMLA or Family Medical Leave of Absence is considered an excused absence in the event there is an illness in the family or a health condition with ones self, and the birth of a child. FMLA is something that is doctor approved and an employee obtains a certain amount of hours to use per year. FMLA can be an option that you are not