Arizona Labor Law Mandatories

For Arizona business owners, the state requires that compliance is met by posting the Arizona labor poster and federal labor law posters. The general posting requirements include the following:

• Unemployment Compensation (Those businesses who violate record keeping or posting may be subject to fines of $250 for the first violation and up to $1000 for each additional violation.
• Workers' Compensation Insurance
• Employee Safety & Health Protection
• Prohibition of Discrimination
• Work Exposure to Bodily Fluids – Employees are notified that claims may be filed for condition, infection, disease or disability involving HIV or AIDS.
• Constructive Discharge – Notice of protection of employees against companies that force an employee to quit due to unbearable working conditions (including, but not limited to: discrimination, harassment and pay decreases)
• Minimum Wage
• No Smoking Poster – The State of Arizona requires a no smoking poster at all entrances.
• E-Verify – For those employers taking part in E-Verify, this poster supports a federal program allowing the verification of employment eligibility for new hires.
• Right to Work – Guarantees that no person shall be forced to join or pay due to a labor union.
• Work Exposure to Methicillin Resistant Staphylococcus Aureus (MRSA), Spinal Meningitis, or TB – Employees are notified that claims may be files for fluid or skin exposure in the workplace.
• Emergency Contact Numbers
• Payday Notice

In addition, Arizona has specific labor laws that relate to teen workers, such as limits to the number of hours worked and limits on occupational duties. In all cases, where Federal and Arizona state law are in conflict, the stricter law applies. As labor laws change so frequently, it’s critical for businesses to stay up-to-date so that their assets and their employees are protected at all times. It’s easy to do this with labor law posters and labor law poster programs that provide updates as new compliance laws are passed. This provide peace of mind so businesses can focus on their customers and revenue earning opportunities, as opposed to being bogged down trying to stay up to date on the latest compliance laws.

In the past few years, Arizona labor laws have undergone several updates, including the following:
• Minimum wage increase from $7.25 to $7.35 an hour (effective Jan. 1, 2011)
• Added genetic discrimination as a new protective category under state-level discrimination (Dec. 2009)
• MRSA posting (Aug. 2009)

In today’s job market and economic climate, both businesses and employees must do everything they can to protect themselves by staying current on labor laws and postings.