Arizona Employee Handbooks laws & HR compliance analysis

Arizona Employee Handbooks: What you need to know

Employee handbooks should be drafted according to the particular needs of each individual workplace and in accordance with the requirements of state and federal law. Employers should try to develop policies and procedures that reflect the company's size, employee needs, and company philosophy. Employers should have an attorney familiar with state labor and employment laws review their handbooks for legal accuracy and timeliness. Outdated or erroneous policies can be as dangerous as no policies at all.
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Employers should exercise caution when developing handbooks and related policy statements. To avoid implied contract claims, employers should issue only general statements of policy in employee handbooks and should always include an explicit statement reserving the right to alter, amend, or change any handbook policy at any time and for any reason.
There is additional information.
Arizona is an “employment-at-will” state. Therefore, an employer may generally terminate an employment relationship at any time and for any reason unless a collective bargaining agreement, employment contract, existing law, or recognized public policy provides otherwise.
Specifically, under the Arizona Employment Protection Act, it is the public policy of the state that the employment relationship may be terminated at the will of either the employee or the employer unless the parties have signed a written contract to the contrary. Both the employer and the employee must sign such a written contract or it must be set forth in an employment handbook, manual, or similar document that is distributed to the employee. (AZ Rev. Stat. Sec. 23-1501).
The Act applies to both private and public ...

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