AZ Labor Law Training
AZ labor law covers many of the same topics as the federal employment law does, but in some cases goes a little further. Understand that although the Good Leadership Skills website is not a legal authority our hope is to give you some insight to some of the employment laws that are enforced in Arizona.
The Arizona law does not force an employer to hire or promote the most qualified employee. There are often other reasons we may consider other than the one most qualified such as for their ability to be a team player. But in most cases it is to the business owner’s advantage to offer this to the most qualified individual.
However, it is against the law to not hire or promote an individual based on personal characteristics that are not job related. This includes but is not limited to; Age, Race, Sex, Religion, National Origin, or Disability. The only possible exceptions to these would be if it was directly related to the job. As an example a religious organization could limit hiring of their pastor to their specific religious beliefs. It is important that you review the current AZ labor law practices often to make sure there haven’t been any changes.
Are you planning on getting married?
During an employment interview according to AZ labor law you are not permitted to ask certain questions that are not job related. To list just a few of these questions; Are you married? Are you planning on getting married? How many children do you have? Are you planning on having any children? Where were you born? Have you ever been arrested? Are you gay or what is your sexual orientation?
However, there are some questions that are permitted under Arizona law that could effective their job performance such as; Have you ever been convicted of a crime? Are you able to physically perform the position with or without reasonable accommodations? Are you able to prove you’re eligible to work in the United States?
Keep in mind that AZ labor law does not require any business to have an employee handbooks; however, it may be a good idea. A handbook helps to make sure that your employees have received and know your employment policies and serves as proof of both. One of the cautions in Arizona is that in certain circumstance if you change policies within your employee handbooks you may be required to insure your employees accept the changes and potentially compensate them for those modifications. As stated earlier the Good Leadership Skills website strongly recommends you get legal advice from a licensed professional before making a final decision on producing an employee handbooks.
If an employer makes sexual advances or statements that are…
The AZ labor law also covers sexual harassment. The Arizona sexual harassment law provides for a business to be held liable to an employee for violations. If an employer makes sexual advances or statements that are true and held up they could be held accountable. Of course for what is referred to as “Quid pro quo” which is short means that if an employer offers job related benefits for sexual favors or conduct. One of the other violations would be if an employer maintains a very sexual work environment. Of course all situations are different so a licensed attorney should be consulted to evaluate the circumstances.
All labor law training must include information on discrimination and although it should go without stating AZ labor law is no different in that it prohibits discrimination in regards to age, sex, race, national origin, disability, religion, pregnancy. It is consider illegal for an employer to discriminate any individual who fits into any of the above categories with regard to promotions, job assignments, wages or termination. In addition, an employer can’t terminate any employee for refusing to break a law, for filing a discrimination claim, a safety claim, and for taking Family Medical Leave.
I hope that this gives you a good taste of what Labor Law Training you may need if you live in Arizona and how it can affect a business owner.
Thank you and may God bless you!
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