This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Definition Of Employment In Law In Phoenix
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State:
Multi-State
City:
Phoenix
Control #:
US-002HB
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FAQ
"Employee" means any individual who performs services for an employing unit and who is subject to the direction, rule or control of the employing unit as to both the method of performing or executing the services and the result to be effected or accomplished.
What are Terms of Employment? Terms of employment are the specific conditions and arrangements that govern an employee's relationship with their employer. They may include the employee's start date, hours of work, wage, benefits, and termination arrangements.
In Arizona, employment is “at-will.” A.R.S. § 23-1501. At-will employment means that the employer can fire the employee at any time or the employee can quit at any time. There are some exceptions to this general rule.
The public-policy exception is the most widely accepted ex- ception, recognized in 43 of the 50 States.
Arizona has some of the most restrictive sentencing laws in the country, with every person who is incarcerated required to serve a minimum 85 percent of his or her sentence— regardless of good behavior.
It is unlawful to terminate an employee because of his or her race, gender, age, disabilities, national origin, color of their skin, or pregnancy. It is also unlawful to terminate an employee because they complained about such discrimination.
Yes, possessing a ID is illegal in Arizona. Under Arizona law, it's not just the use of a ID that's prohibited, but also the possession, manufacture, or distribution of fraudulent identification documents.
23-1501 - Severability of employment relationships; protection from retaliatory discharges; exclusivity of statutory remedies in employment.