Labor Laws in Arizona
If you live and work in Arizona, it is important to understand your rights as an employee. Arizona’s labor laws provide a set of rules which protect workers from unfair treatment and unsafe work environments. Knowing the basics of your state’s labor laws can help ensure that you receive fair wages, work in safe conditions, and are treated with respect on the job. In this post, we will look at some of the essential labor laws in Arizona so that you can be informed about your rights as an employee.
Arizona Labor Law Breaks
Regarding breaks for all employees, Arizona abides by federal law by default. Only if it lasts less than 20 minutes must a meal break be paid if an employer wishes to offer one. As long as the employee is entirely relieved of all obligations, breaks longer than 30 minutes are considered meal intervals and do not require payment.
Arizona Child Labor Laws
The Fair Labor Standards Act federal law prohibits any child under twelve from working to any degree. Arizona states that this law includes working in agriculture since many children have currently been working with their parents in fieldwork. Parents may allow their children to work on family farms but may not “hire out” young children. The state of Arizona has one of the highest child labor issues in all of the United States. Federal law states that working in fields is the same as working in factories.
Children are often used to harvest crops and for picking small kinds of produce. Children working in fields not only violate the Fair Labor Standards Act but also expose children to herbicides and pesticides that can result in health issues. Child labor laws also state that allowing children to work will limit their education, and their opportunity to attend school, and inhibit their freedom to develop social skills with others their age.
Paid and Unpaid Leave
Arizona does not have its own paternity leave law, but federal law allows fathers to have unpaid leave through the Family and Medical Leave Act. The Family and Medical Leave Act gives employees the opportunity to take twelve weeks or a few every twelve months. This kind of unpaid leave is designed to allow for the care of an elderly parent, a newborn child, an ill child, or other personal medical reasons.
Arizona Maternity Laws
Maternity leave and paternity leave can also be used to allow parents to bond with a newly adopted child. This kind of leaves protects the individual from losing his or her job and states that it is illegal to be terminated due to the leave. A female employee also cannot be terminated because she is expecting.
The Family and Medical Leave Act also allows expectant mothers to take time for pregnancy complications and allows expectant fathers to attend prenatal care appointments. All leave, however, must be taken continuously and cannot be broken up over several months. The Family and Medical Leave Act can only apply when a company or institution has more than fifty workers in a seventy-five-mile radius.
Only employees who have been with the company for twelve months or more will qualify. Employees must also have worked twelve hundred fifty hours prior to a leave request. Maternity or paternity leave in Arizona also states that an individual is entitled to his or her same job or one of equal payment when he or she returns to work.
Arizona Holiday Pay Laws
Regarding holiday pay for Arizona workers, the law isn’t always on the employee’s side. The Fair Labor Standards Act (FLSA) does not require employers to provide holiday pay for time not worked, such as vacations and holidays. This means it is ultimately up to each employer to decide whether they will offer holiday pay.
Fortunately, there are exceptions to this rule. Salaried employees in executive, administrative, professional, and computer-related positions may be eligible for holiday pay if they are paid at least $455 per week on a salaried basis. They must meet all federal requirements for their specific duties and salary to be exempt from overtime rules.
The Industrial Commission of Arizona (ICA) was created in 1925 to oversee issues related to the protection of employees in the state. This includes ensuring that employers comply with any applicable laws regarding holiday pay. Funded by an annual tax on workers’ compensation premiums, the ICA is responsible for enforcing these policies and offering dispute resolution if necessary.
In short, while Arizona has no one-size-fits-all answer to holiday pay, all workers have the right to understand their rights and seek guidance in times of confusion or disagreement. Employers should also ensure they remain compliant with the respective laws and regulations set forth by the ICA.
By law, Arizona employers are required to accommodate religious practices if they are reasonable and do not inhibit work. These are called reasonable accommodations and include scheduling, dress code, hours to be worked, uniforms, and others. Employers who do not accommodate religious necessities will be tried in court. However, these religious acts must be permanent. For instance, an employee cannot change his or her religious sect for special privileges. The 1964 Civil Rights Act also disallows discrimination for any reason towards religion, race, age, gender, or country of origin.