Arizona
Updated to reflect laws that provide for a declaration establishing a rebuttable presumption of an independent contractor relationship and establish independent contractor criteria for certain sharing economy workers, effective August 5, 2016.
The Arizona Declaration of Independent Business Status can be used to establish a rebuttable presumption of the existence of an independent contractor relationship under the state's labor code.
In-depth review of the spectrum of Arizona employment law requirements HR must follow in respect to unemployment insurance tax (FUTA/SUTA).
In-depth review of the spectrum of Arizona employment law requirements HR must follow with respect to taxation of employee benefits.
As mandated by the Arizona Department of Economic Security, all employers should provide the Arizona Unemployment Benefits Pamphlet to employees upon termination.
In-depth review of the spectrum of Arizona employment law requirements HR must follow with respect to health care benefits.
In-depth review of the spectrum of Arizona employment law requirements HR must follow with respect to insurance and disability benefits.
Arizona employers are required to use the Electronic Verification System (E-Verify) to confirm that an employee is authorized to work in the United States. Such employers should consider including this statement in their handbook to communicate to employees, including supervisors, that they use E-Verify and what the potential ramifications are if employment eligibility cannot be verified, and to show their compliance with the Legal Arizona Workers Act (LAWA).
Arizona employers should consider including this statement in their handbook to communicate to employees their rights under the Employment Protection Act, Arizona's constructive discharge law.