Arizona Employers: It’s Time for Your Annual Employment Law Checkup
The beginning of the new year is a great time for an annual checkup with your employment law attorney. Specifically, it’s a good time to evaluate what changes you may need to make on your employee handbook and to evaluate what policies or agreements you may need to adopt or update. A lot happened in 2020, and you may not have kept up.
For example, the U.S. Supreme Court declared that it is unlawful for employers to discriminate against employees based on their sexual orientation or transgender status. Have you updated your discrimination policies?
Now that remote work is the new normal for many employees, it is more important than ever to have a company device and acceptable use policy, as well as agreements regarding remote work. It is especially important to have agreements in place with non-exempt employees that clearly define when they are authorized to work and how they track their hours worked. Do you have these policies and agreements in place?
Recreational marijuana is now legal. Do you understand your rights and obligations, and has your handbook been updated?
To help employers keep up with all of these changes as well as federal and Arizona employment law generally, we have created a short questionnaire for employers. The questionnaire consists of sixteen “yes” or “no” questions and should take less than three minutes to complete.
Once complete, you will receive a free assessment identifying any employment policies and agreements that you may need to adopt or update, including a detailed explanation as to why you may need them.
Although your answers will be entirely confidential, we are not agreeing to perform any legal services unless separately retained. If you are interested in getting a free assessment, click here to complete the questionnaire. You will not receive any ads or solicitations, and again, this assessment is free of charge.
About the Author: Jeff Silence is a partner at Jaburg Wilk. He represents both employers and employees. This puts him in a unique position to analyze what policies and agreements may work to best protect employers from lawsuits while protecting their business interests.