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Paid Sick Time in Arizona

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Paid Sick Time

Arizona law requires that all employees, regardless of the size of the employer, be provided Paid Sick Time. This means that no matter where you work or how you are paid, you should accumulate Paid Sick Time immediately when you start your job. This information should be provided with your pay statements and other postings at work, meaning that your employer should be clearly communicating to you how much sick time you have available to use.

If your employer has failed to provide you Paid Sick Time or notify you that you are entitled to Paid Sick Time, there are strict statutory penalties that your employer could owe you in addition to the damages you suffered for not getting to take sick time for a qualifying reason. It is also illegal for your employer to retaliate against you for raising concerns you may have about your employer’s handling of Paid Sick Time.

Common violations of the Arizona Paid Sick Time Statute include:

  • Failure to provide Paid Sick Time: Employers may fail to provide eligible employees with the legally required amount of Paid Sick Time. The statute requires employers to provide a specific amount of Paid Sick Time based on the number of hours worked.

  • Improper calculation of accrual or usage: Employers may miscalculate the accrual or usage of Paid Sick Time, leading to discrepancies between the amount of Paid Sick Time an employee is entitled to and what they actually receive.

  • Denying requests for Paid Sick Time: Employers may unlawfully deny employees' requests to use their accrued Paid Sick Time for eligible reasons, such as for personal illness, medical care, or to care for a family member.

  • Failure to notify employees of their rights: Employers must inform employees of their rights under the Paid Sick Time statute, including how much Paid Sick Time they are entitled to, the permitted uses, and the process for requesting and using Paid Sick Time. They are also required to provide employees notice of the amount of Paid Sick Time they have accrued, used, and have available to use with their regular pay stubs.

  • Retaliation against employees using Paid Sick Time: Employers are prohibited from retaliating against employees who exercise their rights to use Paid Sick Time. Retaliation can include actions such as termination, demotion, reduction in hours, or other adverse employment actions.

  • Improper record-keeping: Employers are required to maintain accurate records related to employees' accrued and used Paid Sick Time. Failure to keep proper records or providing false information can be violations of the law.

If you believe you have been deprived of Paid Sick Time, it's time to take action.

Our skilled employment lawyers are here to help you understand your rights, assess the viability of your case, and guide you through the process of initiating legal action for unpaid wages.

Contact us today to schedule a consultation and take the first step toward reclaiming what you are owed.