Arkansas Employment Consents Package
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How to fill out Employment Consents Package?
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FAQ
A. Arkansas recognizes the doctrine of ?employment at will?. This means that, as a general rule, either the employer or the employee may end the employment relationship at any time for any reason or for no reason at all. There are, however, a number of exceptions to this general rule under state and federal law.
§ 11-3-204, a current or former employer may disclose the following information about an employee to a prospective employer upon receipt of written consent from the current or former employee: date and duration of employment; current pay rate and wage history; job description and duties; last performance evaluation; ...
In Arkansas, there is also a public policy exception to the at will doctrine. Under this exception, an employee may bring a claim for wrongful termination where the basis for his or her firing goes against the well-established public policy of the State of Arkansas.
In Arkansas, the employer/employee relationship is governed by the at-will employment doctrine. This means that either party may terminate the relationship at any time, with or without cause, and with or without notice.
Employees may be required to provide proof of employment to qualify for several financial commitments, such as getting mortgage approval to purchase a home, proving to a potential landlord they can pay rent when applying for an apartment or gaining approval for a car loan.
Proof of prior service is provided to state employees who transfer to a new job in a different state agency or is rehired by a state agency after 30 days of termination have transpired from employment.
In ance with the Fair Labor Standards Act, Arkansas employee rights include a right to overtime work being paid at a rate not lower than 1.5 times the regular pay rate. In most cases, overtime must be paid for any additional hours worked beyond 40 in a workweek.
At-will Employment in Arkansas Advance notice is not required. This does not, however, give an employer the right to fire an employee if it violates certain employment laws. Therefore, it is vital for employers to be cognizant of what circumstances may qualify as exceptions to the at-will employment doctrine.
