Arizona Employment Law Updates – 2022
January 10, 2022
Arizona Employment Law Updates – 2022
Every new year brings excitement. It also brings new legal compliance requirements for businesses in Arizona. So while you are planning for great things that 2022 will bring, let’s go through a few employment law compliance items that you should be looking at in 2022.
1. Arizona Minimum Wage
Arizona’s minimum wage is set to increase every year. In 2022, the minimum wage in Arizona is $12.80/hour. Because an increase will happen every year, it is important to continually review your pay policies for minimum wage workers to ensure that you are increasing their pay yearly with the wage increase.
2. Unemployment Insurance Rates
Each year the state unemployment insurance rate changes. Due to the high-volume usage of unemployment insurance in the last two years, these rates have seen dramatic increases. It is important to notify your payroll provider immediately when you get the notice of a new unemployment insurance rate so that they can properly calculate any necessary withholding.
3. Rollover Paid Sick Leave
Depending on your paid sick leave and paid time off policies (usually outlined in your employee handbook), you need to be mindful of the need to roll over any accrued and unused paid sick leave in Arizona.
4. Employment Law Posters
Each year, several state and federal agencies require that you post appropriate notices in a visible area at your place of work with various notices. With so many people working remotely, there are different things that you are required to do to ensure that these notices are available to everyone.
5. Overtime Pay Policies
The Department of Labor is going to issue new potential rules this year for minimum wage and overtime. Even if they do not go into effect this year, it is important to review exempt vs. non-exempt classifications being used in your workplace to ensure that they are accurate. In addition, reviewing those workers classified as 1099 employees (not W-2 employees) is critical to limiting employment liability.
6. Anti-Harassment and Anti-Discrimination Policies
Last year, the US Supreme Court ruled that LGBTQ status is covered under anti-discrimination laws. If employment policies or handbooks have not been updated, and if training has not been provided to HR employees or managers, that should be done.
7. Non-Compete Agreements
President Biden requested the FTC to issue rules outlawing the use of non-compete agreements nationwide. This will need to go through the formal “rule making” process which takes time. It is important in the meantime to look at other ways that you can protect your valuable business interests through non-solicitation, non-circumvention, and non-disclosure terms.
8. State and Employment Law Thresholds
Many state and federal employment laws have a threshold number of employees before they apply. For example, many employers who grow beyond 15 employees forget the Americans with Disability Act.
9. Daily Advice
Laws change daily. Staying up to date with these changes is critical.
Contact Counxel Legal Firm
We are here to simplify your legal experience. If you have questions about employment law updates or other general business items, then give the Counxel Legal Firm team a call at 480-536-6122 or email us at email@example.com.
This article is intended for informational purposes only and does not constitute legal advice for your specific situation. Use of and access to this article does not create an attorney-client relationship between you and Timothy Coons or Counxel Legal Firm. Please contact firstname.lastname@example.org or 480-536-6122 to request specific information for your situation.
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