Small employers (less than 15 employees) are required to provide up to 24 hours of sick leave a year. Copies of tax reports filed with all federal and state agencies. Any predictable and reliable pay schedule is permitted as long as employees get paid at least … Federal Law: 01-2015 B. If your main location is outside of Arizona and your payroll system is centralized outside of Arizona, then you may pay FLSA-exempt employees monthly. Arizona does not have any laws about whether you can require employees to pay for pre-hire medical, physical, or drug tests. Paydays may not be more than 16 days apart or more than 5 days after the end of the pay period in which the wages were earned. But states have their own employment laws, either strengthening federal laws or adding new protections altogether. The Arizona Administrative Code defines an employee's personnel file as an " official record and documentation of the employee's employment ". Arizona Revised Statutes: 01-2015 >> 2. breakage, damage, or loss of the employer’s property. Other accounting records as … An employer is required to designate at least two days per month as fixed paydays. AZ Statute 23-361.02(G). Receiving compensation for your work is one of the essential arrangements between an employee and employer. In Arizona, regardless of whether you are an hourly or salaried employee, your employer must pay you semi-monthly. 1) … Arizona does not have any laws addressing when or how an employer may reduce an employee’s wages or whether an employer must provide employees notice prior to instituting a wage reduction. Arizona Rev. For regular time worked, you must pay employees within five (5) days of the end of each pay period. General journal and general ledger. Arizona does not have any laws requiring employers to provide employees, whether at hire or at any other time, of notice of wage rates, dates of pay, employment policies, fringe benefits, or other terms and conditions of employment. Legal Holidays and Employment One of the main concerns with legal holidays is how it affects our employment.Arizona employees are covered by strict wage and hour laws that determine minimum wage and overtime, but many employers are not required to pay employees extra for working legal holidays, or to even give them the day off. Administrative, executive, and professional employees, outside salespeople, and … 23-351 (C) (2) An employer must pay all wages due to employees at the end of the pay period subject to the following conditions. Arizona Rev. Employees earn sick leave at the rate of 1 hour for every 30 hours worked. Of course, you’ll have federal taxes deducted from each paycheck along with your state taxes. 23-351(A), (B), (C)(2). When an employee is laid off, Arizona law makes it clear that they should receive all wages owed to them within seven working days of their last day, or by the end of the employer’s next regular pay period (whichever happens first). When it comes to taxes in the state of Arizona, it’s a mixed bag. The Arizona Attorney General will impose and collect these civil penalties and shall deposit them, pursuant to sections AZ Statute 35-146 and 35-147, in the state general fund. If you earn more then the Arizona minimum wage rate, you are entitled to at least 1.5 times your regular hourly wage for all overtime worked. 23-351(A), (B), (C)(2). Stat. Stat. AZ Statute 23-361.02(D), Arizona’s law regarding deductions for political purposes does not preempt any federal law. In the case of a person being fired, they will also have to receive a termination payment either within a few days or by the next pay day (the sooner of the two will apply). Employers must pay wages at least twice a month. Arizona employment laws state that the termination payment should occur on the next regular payday. Stat. There are legal requirements that can trip you up, at both the state and Federal levels. Paystubs. Pay Periods Are Imposed in Arizona Labor Laws In Arizona, employees must be paid at least twice a month. An employer may not deduct any payment from an employee’s paycheck for political purposes unless the employee provides written or electronic authorization each year for the deduction. Later than five ( 5 ) business days after the end of employee. A payday falls on a holiday, the employee quit or was terminated paid sick time balance immediately if discover. Not deduct any payment beyond that specified for nonpolitical purposes without the written. Employees, you have a lot more to worry about time worked, you pay. To hours already worked as an `` official record and documentation of the employee can request the wages be at. 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