How does paid sick leave work in Arizona?

How does paid sick leave work in Arizona?

You earn 1 hour of paid sick time for every 30 hours worked. If your workplace has 15 or more workers, you can earn up to 40 hours of paid sick time per year. If your workplace has fewer than 15 workers, you can earn up to 24 hours of paid sick time per year.

Does PTO have to be paid out in Arizona?

Arizona courts generally allow parties the freedom to contract. Employers are not required by law to pay PTO. Instead, PTO is a benefit that some employers choose to pay. They should therefore be able to offer PTO on any terms or conditions they wish.

Does AZ sick time reset every year?

Accrued Sick Time Off: Once the employee has reached a total of 40 hours earned for the year, they will stop accruing. At the end of the year, any unused time will be carried over.

When does the sick leave law take effect in Arizona?

This law requires all Arizona employers to provide paid sick leave, effective July 1, 2017. The law also raised the minimum wage as of January 1, 2017, with additional scheduled increases in the coming years. For more information on the minimum wage laws, see the Industrial Commission of Arizona website.

How is paid sick time calculated in Arizona?

The wages that the employee would have been paid, if known, for the time in which earned paid sick time is used, divided by the number of hours of earned paid sick time used.

Is there a law for paid sick leave?

Not for paid sick leave. The sick leave law was passed as part of Prop 206, which also included the minimum wage increase. There are a few exemptions in the minimum wage law, but those do not apply to the paid sick leave law. For more information about the minimum wage law, go here .

How does the new sick time law work?

The new law requires employers to keep employees up-to-date on the amount of earned paid sick time available, the amount of earned paid sick time taken to date in the year and the amount of pay received as earned paid sick time. These figures must be part of, or attached to, the employees’ regular paychecks.