This form is a Complaint. The complaint provides that the plaintiff was an employee of defendant and that the plaintiff seeks certain special and compensatory damages under the Family Leave Act, the Americans with Disability Act, and Title VII of the Civil Rights Act of 1964.
Employment Law For 16 Year Olds In Maricopa
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State:
Multi-State
County:
Maricopa
Control #:
US-000267
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Word;
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FAQ
Ing to FLSA, anything over 40 weekly hours worked is considered overtime. Unlike some states that specify overtime with daily work hours (i.e., anything over 8 hours per workday), Arizona labor laws have no such regulations.
The rules vary depending upon the particular age of the minor and the particular job involved. As a general rule, the FLSA sets 14 years old as the minimum age for employment, and limits the number of hours worked by minors under the age of 16.
Minors aged 16 and 17 may work, but not in hazardous jobs. During the school year, minors under 16 may not work more than 3 hours a day while school is in session and 8 hours on non-school days. Minors under 16 may not work before 6 a.m. or after p.m. on school days and until 11 p.m. on non-school days.
Do youths under the age of eighteen (18) require a work permit in order to be employed in Arizona? Work permits are not required in the State of Arizona.
Do youths under the age of eighteen (18) require a work permit in order to be employed in Arizona? Work permits are not required in the State of Arizona.
The law is known as the Arizona Employment Protection Act (AEPA), and it provides that an employer violates the AEPA if an employee is terminated in retaliation for the following. The refusal by the employee to commit an act or omission that would violate the Constitution of Arizona or the statutes of this state.
Whistleblower Protection: An employee may not be discharged in retaliation for disclosing that he has information (or a reasonable belief) that the employer has violated, is violating, or will violate an Arizona statute or constitutional provision. To be protected, this disclosure must be made in a reasonable manner.
23-1501 - Severability of employment relationships; protection from retaliatory discharges; exclusivity of statutory remedies in employment.
Under Arizona law, it is mandatory for employers to secure workers' compensation insurance for their employees. Workers' compensation is a “no fault” system in which an injured employee is entitled to receive benefits for an industrial injury, no matter who caused the job-related accident.