Human Resources
AZHCC Job Bank
Need a job? A new job? A better job? Is your company looking for talented, qualified employees? You’ve come to the right place. Latinos are greater percentage of the states future workforce. Visit our Job Bank opportunities
Workforce Diversity
Arizona’s fast-growing and increasingly diverse workforce is being dramatically shaped by the state’s Hispanic population boom.
The changes in Arizona workforce require employers and corporate leaders to consider the effects of its evermore diverse human resources. As the premier advocate for Arizona’s business community, the AZHCC conducts regular research on business growth, trends, employer relations and diverse procurement practices. (Visit AZHCC Reports to view related publications.)
Know the Law
Whether you are a large or small business someone in your organization is responsible for the day-to-day activities regarding human resources. All employers must have a basic understanding of employment law
Here are 5 key employment law areas that supervisors need to know:
Title VII and Other Laws Prohibiting Discrimination
Various state, federal, and local laws prohibit employers from discriminating or harassing individuals on the basis of age, race, sex, color, national origin, disability, genetics, religion, sexual orientation/gender identity, pregnancy, veteran/military status, or marital status.
Fair Labor Standards Act (FLSA) and State Minimum Wage and Overtime Laws
The FLSA establishes minimum wage and overtime standards. Additionally, many states have their own minimum wage and overtime laws. It’s important for supervisors/managers to understand that the employer is legally obligated to pay employees for all hours worked, including overtime, and maintain accurate records reflecting the actual hours worked by the employee for each week.
Family & Medical Leave Act (FMLA)
Employers with 50 or more employees are obligated to provide leaves of absence in certain circumstances to eligible employees. Eligible employees are entitled to up to 12 weeks of unpaid leave. Additionally, the employee is entitled to up to 26 weeks of job-protected leave to care for a family member who is a member of a branch of the U.S. military with a serious injury or illness.
Safety & Health
The Occupational Safety & Health Act (OSHA Act) requires employers to provide a safe environment that is free from recognized hazards that could cause an employee’s death or serious physical harm.
National Labor Relations Act (NLRA)
Whether or not your organization is unionized, the NLRA provides employees with right to engage in “protected concerted activities”. Not only do employees have the right to organize, they also have the right to discuss their working conditions (i.e. pay, benefits, how their supervisors treat them, etc.) with each other and even in public forums such as various social media platforms. Supervisors/managers have the right to share factual information with their employees, but must refrain from interrogating, threatening, making promises or spying on employees that they suspect of exercising their NLRA rights.
The information above was published by the Employers Association Forum, Inc. EAF is a non-profit corporate membership-based association dedicated to serving the business and HR communities with world-class HR tools, hotlines & legal compliance, news & trends, surveys & economic data, benefits & insurance, risk management, training & consulting, and leadership & organizational development.