AR Laws

September 8th, 2006 Posted by Heather

AR laws pertaining to employment cover quite a few aspects such as safety, discrimination, payment of wages, and more. Both Arizona employers and employees are required to know this information. 

AR laws require employers to follow standard safety procedures on the job. For example, regulations that monitor elevators, wheelchair lifts, and escalators must be checked periodically. In addition, CPR classes must be taught to a maximum of six people per instructor. 

According to AR laws women cannot be fired because she is pregnant or because she had an abortion. Likewise Arizona employers must not discriminate against anyone on the basis of skin color, religion, sex, national origin, disability, age, or other personal identifier. In other cases employees can be terminated with or without cause. 

AR laws state that OSHA consultation services are available at no charge to small businesses. Parts of these services include surveying of a small employer’s work site and pointing out any safety concerns. Larger corporations also take these safety concerns into consideration. 

Other employment issues that AR laws cover are the payment of wages. For example, employees who have been terminated must be paid within seven days if that employee has demanded payment. In other cases payment must be made on the regularly scheduled payday. 

If a state is in a discrepancy about which of the above AR laws to follow they are advised to follow the ones that are the strictest. The laws that businesses must abide by are also determined by the size of a business. 

Therefore, Arkansas employers who make more than $500,000 a year are subject to federal law. Those who make less than that but have four or more employees is subject to state wage and hour laws. 

It is important for both employees and employers to state update. New information is provided about AR laws periodically. 

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Posted in Arkansas, Arkansas, Compliance Issues, Employer Requirements, Labor Law Regulations

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