Employment Law For Human Resource Practice In Maricopa
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FAQ
Arizona is an “at-will” employment state, which means that an employer or an employee can end an employment relationship for any reason or for no reason – but not the wrong reason – unless an employment contract is in place. Most employees do not have a contract and are considered at-will.
23-1501 - Severability of employment relationships; protection from retaliatory discharges; exclusivity of statutory remedies in employment.
In many cases, if you were fired or terminated from employment, the company can say so. They can also give a reason. For example, if someone was fired for stealing or falsifying a timesheet, the company can explain why the employee was terminated.
Under Title VII of the Civil Rights Act of 1964 and Arizona civil rights laws, it is illegal to terminate employment based on factors such as race, gender, sexual orientation, age, disability, religion, national origin, pregnancy, or genetic information. Employment contract breaches.
The law is known as the Arizona Employment Protection Act (AEPA), and it provides that an employer violates the AEPA if an employee is terminated in retaliation for the following. The refusal by the employee to commit an act or omission that would violate the Constitution of Arizona or the statutes of this state.
The law is known as the Arizona Employment Protection Act (AEPA), and it provides that an employer violates the AEPA if an employee is terminated in retaliation for the following. The refusal by the employee to commit an act or omission that would violate the Constitution of Arizona or the statutes of this state.
Arizona Labor Law Updates in 2024 As previously mentioned, Arizona's minimum wage was increased to $14.35 on January 1st, 2024. The current $14.35 minimum wage in 2024 is up by $0.5, or 3.6% from the 2023 minimum wage of $13.85. This increase was based on inflation, as with many other changes in previous years.
Statute of Limitations Under A.R.S. § 12-541(4), a claim for damages for wrongful termination must be brought within one year after the cause of action accrues.
Under Title VII of the Civil Rights Act of 1964 and Arizona civil rights laws, it is illegal to terminate employment based on factors such as race, gender, sexual orientation, age, disability, religion, national origin, pregnancy, or genetic information. Employment contract breaches.