Arizona
As mandated by the Arizona Department of Economic Security, all employers should provide the Arizona Unemployment Benefits Pamphlet to employees upon termination.
In-depth review of the spectrum of Arizona employment law requirements HR must follow with respect to health care benefits.
In-depth review of the spectrum of Arizona employment law requirements HR must follow with respect to insurance and disability benefits.
Arizona employers seeking to educate employees, including supervisors, about the availability of jury duty leave and to demonstrate compliance with Arizona's jury duty leave law should consider including this model policy statement in their handbook.
Arizona employers should consider including this statement in their handbook to educate employees, including supervisors, about the availability of time off for voting and to show their compliance with Arizona's voting leave law.
Arizona employers (and their agents) with 50 or more employees for each day during 20 or more calendar weeks in the current or preceding year should consider including this statement in their handbook to educate employees, including supervisors, about the availability of leave for this purpose and to show their compliance with Arizona's crime victim leave law.
Most Arizona employers are required by the Smoke-Free Arizona Act to prohibit smoking in all public places and places of employment and should consider including this statement in their handbook to inform employees, including supervisors, that smoking is prohibited in the workplace and to demonstrate compliance with the Smoke-Free Arizona Act.
Arizona employers seeking to inform employees that weapons in the workplace will not be tolerated, to prevent workplace violence and to show their compliance with Arizona law should consider including this model policy statement in their handbook.
Arizona employers are required to use the Electronic Verification System (E-Verify) to confirm that an employee is authorized to work in the United States. Such employers should consider including this statement in their handbook to communicate to employees, including supervisors, that they use E-Verify and what the potential ramifications are if employment eligibility cannot be verified, and to show their compliance with the Legal Arizona Workers Act (LAWA).