Arizona has developed labor laws to run concurrent with federal labor laws in order to protect its state employees from discrimination or exploitation. While all states have to comply with federal employment regulations, the residents of Arizona have specific state labor laws to which they must also adhere.
Does Arizona Differentiate between Part-Time and Full-Time Employment?
Like federal law, Arizona state law does not have set definitions as to what constitutes part-time and full-time employment. As a result many of the employment benefits mandated by state law, such as paid sick leave, apply to both full-time and part-time employees.
What Is the Minimum Wage in Arizona?
The minimum wage in Arizona went up to $10.00 an hour in 2017. This exceeds the federal minimum wage.
Under Arizona law, small businesses are not subject to the minimum wage law. Arizona labor law defines small businesses as organizations that have less than $500,00 of gross annual revenue. However, a federal law that supercedes this law states that any business that engages in “commerce” must pay employees a minimum wage, regardless of the size of the business.
Commerce is so broadly defined that very few businesses are exempt from paying minimum wage. Janitors or barbers that buy all supplies locally are examples of small businesses that may be exempt from paying minimum wage.
Arizona follows federal regulations regarding overtime hours and does not have its own overtime law. Time is defined as the employee’s hourly rate. Time and a half is 1.5 times the employee’s hourly rate. Any hours worked in a 7 day consecutive period that exceed 40 hours must be paid at time and a half. Contract workers are paid by the job rather than the hour.
The state government of Arizona does not require employers to offer benefits to employees. However, the Affordable Care Act (ACA) does require all US citizens to have health insurance or else they will have to pay a federal tax penalty annually. Most employers do offer health benefits, as the ACA requires all employers with 50 or more full-time employees must offer health insurance to 95% of their full-time employees and the dependents of said employees under the age of 27. Employees who are not offered health insurance by their employers, as well as contract workers, can obtain health insurance through the state marketplace.
Arizona state law does specify that health insurance providers cannot discriminate against hemopheliacs or autistic individuals.
Arizona’s Civil Rights Act mirrors federal anti-discrimination laws in that it is illegal to discriminate against employees for personal characteristics such as race, religion, ethnicity, disability, or national origin.
Arizona complies with the Family Medical Leave Act (FMLA) in regards to paid time off for medical and family issues. Additionally, Arizona has its own paid sick leave law under the Fair Wages and Healthy Families Act that will go into effecton July 1, 2017. This new law rwill require employers to give employees an hour of sick leave for every period of 30 hours that they work. An employee can only accrue 24 hours of paid sick leave annually if they work for a company with 15 or fewer employees. If an employer has more than 15 employees, then their employees can accrue up to 40 hours of paid sick leave per year. Employers always have the option to grant more paid sick leave than 24 or 40 hours if they so choose.
Where Can I Find a Local Employment Lawyer to Help Me?
Trying to resolve an employment law problem on your own can be a Herculean task. LegalMatch can help you find a Arizona employment lawyer to help you with all of your issues related to employment law in Arizona.