The Employment Protection Act sets forth certain exceptions to the at-will doctrine by outlining the circumstances under which an employee has a claim for wrongful termination, including when:
• The employment relationship is terminated in breach of an employment contract;
• The employment relationship is terminated in violation of the state constitution or a state statute, such as the civil rights law, occupational safety and health law, or whistleblowing laws; or
• The employer violates the continued employment rights of a public employee.
All definitions and restrictions contained in a statute also apply to any civil action based on a violation of the public policy arising out of the statute. If the statute provides a remedy to an employee for violation of the statute, these remedies are the exclusive remedies for the employee.
Child support. An employer may not discharge or otherwise discriminate against or discipline an employee who discloses an obligation to pay child support (AZ Rev. ...