At the end of 2019, we urged employers to keep an eye on a new recreational marijuana legalization voter initiative in Arizona: the Smart and Safe Arizona Act. Although many employers have been focused on the COVID-19 pandemic in 2020, they may want to be aware that the Arizona Secretary
Articles Discussing Human Resources Issues In Arizona.
Arizona Governor Doug Ducey has announced additional, statewide actions to contain the spread of COVID-19, including new Executive Order (EO) 2020-47 requiring restaurants with indoor seating to operate at less than 50% capacity.
Only one day before Arizona’s “Stay Home, Stay Healthy, Stay Connected” order was set to expire, Arizona Governor Doug Ducey issued Executive Order (EO) 2020-33. Governor Ducey announced the modified extension of the stay-at-home order at a press conference on the afternoon of April 29, 2020. Consistent with the previous
Following the Arizona Department of Health Services’ (ADHS) release of additional data showing continued progress in mitigating and limiting the spread of COVID-19, Arizona Governor Doug Ducey has issued Executive Order (EO) 2020-34, allowing certain businesses to begin reopening for business.
Arizona Governor Doug Ducey has issued Executive Order (EO) 2020-33, extending the state’s Stay Home, Stay Healthy, Stay Connected Order, until May 15, 2020.
Arizona has enacted new law to expand access to unemployment benefits during the coronavirus (COVID-19) pandemic. In addition, the Governor has issued “Emergency Order to Stay at Home Except for Essential Business and Services.” The state also is encouraging employers to participate in its Workshare Program.
The Industrial Commission of Arizona, which enforces and implements Arizona’s Paid Sick Leave law (also known as the Fair Wages and Healthy Families Act), has issued guidance to employers and employees on the effect of the coronavirus (COVID-19) pandemic on the use of paid sick leave in Arizona. The Commission’s guidance also addresses how the new federal Families First Coronavirus Response Act (FFCRA) will affect Arizona businesses and workers.
Arizona Governor Doug Ducey has issued Executive Order 2020-11, making changes to the Unemployment Insurance (UI) program in order to help employees affected by the coronavirus (COVID-19) pandemic obtain unemployment benefits.
Arizona Governor Doug Ducey recently signed HB 2154 and HB 2311 into law, both taking effect on August 3, 2018. HB 2154 provides employers with additional guidance and updated notice procedures in the event of a data security system breach, and HB 2311 bolsters limited liability protections for employers when hiring employees or contracting with independent contractors previously convicted of criminal offenses.
Last month, South Dakota and Alabama became the final two states to enact a data breach notification law. In addition, many other states, in response to trends, heightened public awareness, and a string of large-scale data breaches, have continued amending their existing laws. Arizona is the latest state to update its data breach notification law to reflect recent trends.
On July 1, 2017, all Arizona employees became eligible to begin accruing “Paid Sick Time” benefits under the Fair Wages and Healthy Families Act (“the Act”).1 For several months following the law’s enactment on November 8, 2016, the Industrial Commission of Arizona (“ICA”), the agency charged with enforcing the Act, provided little guidance on how employers must comply with the new paid sick time (“PST”) portions of the law.
On Election Day, voters in Arizona and Washington approved measures requiring employers in their respective states to provide paid sick leave and requiring employers to raise the minimum wage. They join the PSL states of California, Connecticut, Massachusetts, Oregon, and Vermont and an ever growing patchwork of cities and counties.
Effective on August 6, 2016, Arizona law on employment relationships will allow employers contracting with an independent contractor to prove the existence of such a relationship by having the independent contractor sign a declaration. Under the new law, the execution of a declaration creates a rebuttable presumption that an independent contractor relationship exists.
On November 19, 2014, the Arizona Supreme Court ruled in Orca Communications Unlimited, LLC v. Noder that the Arizona Uniform Trade Secrets Act (AUTSA) does not preempt common law tort claims for misappropriation of confidential information that does not rise to the level of trade secret information.
On October 17, 2013, in Orca Communications Unlimited v. Noder, Pitch Public Relations, the Arizona Court of Appeals held the confidentiality, non-solicitation, and non-competition provisions of an employment agreement between an employer and its former president were overly broad and unenforceable. Arizona employers should review their employment agreements to ensure language is narrowly tailored to only protect the legitimate business interests of the employer.