Arizona Records laws & HR compliance analysis

Arizona Records: What you need to know

The information provided here highlights some of the more important recordkeeping requirements that apply to most employers in Arizona, regardless of industry. There may be other state recordkeeping requirements that are specific to certain businesses or industries. In addition, there are many federal statutes that require employers to keep certain records related to employment. There is additional information on federal recordkeeping requirements.
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Employers should keep in mind that the time period for retaining records set forth in the various statutes is minimum. Since these records are critical to the employer if its compliance with federal or state law is questioned or if it must defend itself against employment-related litigation, employers may want to retain employment-related records for longer periods. Moreover, the penalties for not keeping required records may be severe.
Covered employers. All employers of minors under the age of 18 are subject to the recordkeeping requirements.
Required. Employers must keep a written statement of wages paid to all minor employees.
To be retained. Employers must furnish written statements of wages paid to all minors to the industrial commission on request (AZ Rev. Stat. Sec. 23-312).
Covered employers. Employers with 15 or more employees are subject to the recordkeeping requirements.
Required. Employers must make and keep records relevant to the determination of whether discriminatory/unlawful employment practices have been committed. Compliance with Equal Employment Opportunity Commission (EEOC) reporting and recordkeeping requirements is sufficient under Arizona law (AZ Rev. Stat. Sec. 41-1482; AZ Admin. Code R10-3-209

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