Employment Law Essay Example
Arizona Employment Laws
Clapton Commercial Construction is planning on expanding their current business to a new state. They currently do business in Michigan and are planning on expanding to Arizona. There are ten employment laws in Arizona that Clapton Commercial Construction should be made aware of in order to get their HR department up to speed before expanding to the state of Arizona. These are laws regarding required postings, minimum wage, overtime, meals and breaks, vacation leave, sick leave, holiday leave, voting leave, severance pay, and record keeping. These laws will be provided along with possible penalties for non-compliance and recommendations on how to approach these laws as they apply to Clapton Commercial Construction.
Both the federal government and Arizona state government require you to post certain posters in viewable locations (Lunt Group Legal LLC., n.d.). In Arizona you are required to have Arizona’s minimum wage poster, notice to employee’s workers compensation, work exposure to bodily fluids, work exposure to MRSA, spinal meningitis or tuberculosis, and employee safety and health protection posters ("Posters Employers Must Display", n.d). If these posters are not posted for your employees to read you could be fined ("Posters Employers Must Display", n.d.). It is our recommendation that you make these posters available to you employees in a central area like a break room in order for all employees to view. Arizona has a minimum wage requirement that is higher than the federal minimum wage requirement. Arizona requires employees to be paid at least $7.80 per hour ("FAQ's Labor Law Posters Compliance Assistance", n.d.). The federal requirement is $7.25 per hour. If minimum wage is not met you could receive penalties from both federal and state agencies depending on what is being paid to the employee. It is our recommendation that all employees maintain a wage of at least $7.80 per hour for your Arizona employees.
Arizona does not have
Clapton Commercial Construction is planning on expanding their current business to a new state. They currently do business in Michigan and are planning on expanding to Arizona. There are ten employment laws in Arizona that Clapton Commercial Construction should be made aware of in order to get their HR department up to speed before expanding to the state of Arizona. These are laws regarding required postings, minimum wage, overtime, meals and breaks, vacation leave, sick leave, holiday leave, voting leave, severance pay, and record keeping. These laws will be provided along with possible penalties for non-compliance and recommendations on how to approach these laws as they apply to Clapton Commercial Construction.
Both the federal government and Arizona state government require you to post certain posters in viewable locations (Lunt Group Legal LLC., n.d.). In Arizona you are required to have Arizona’s minimum wage poster, notice to employee’s workers compensation, work exposure to bodily fluids, work exposure to MRSA, spinal meningitis or tuberculosis, and employee safety and health protection posters ("Posters Employers Must Display", n.d). If these posters are not posted for your employees to read you could be fined ("Posters Employers Must Display", n.d.). It is our recommendation that you make these posters available to you employees in a central area like a break room in order for all employees to view. Arizona has a minimum wage requirement that is higher than the federal minimum wage requirement. Arizona requires employees to be paid at least $7.80 per hour ("FAQ's Labor Law Posters Compliance Assistance", n.d.). The federal requirement is $7.25 per hour. If minimum wage is not met you could receive penalties from both federal and state agencies depending on what is being paid to the employee. It is our recommendation that all employees maintain a wage of at least $7.80 per hour for your Arizona employees.
Arizona does not have