A bit more on the background of labor law in the state of Arizona and in the country as a whole. Remember, we explained before how in the 1990s—1996 to be exact—Congress passed a law to try to help government officials catch people breaking labor laws regarding unemployment benefits as well as people breaking the law on child support payments.
That congressional law was called the Personal Responsibility and Work Opportunity Reconciliation Act. The idea behind the labor law was that an efficient way for human resource departments to report new hires would make it easier to keep track of child support payments, to make it easier to get payments from adults who change jobs frequently, and to locate those parents who are trying to avoid the payments.
For these ends, the labor law as the Arizona state developed it makes it the responsibility of all employers and all labor organizations operating in the state to report new employees, old employees who are rehired, and all temporary employees.
As defined, new employees can even include folks who you hire and then fire within the first day (and I’ve seen some of those, trust me). All that matters is that the employees live and or work in Arizona, and that you had intended to pay them wages.
Any worker who you have fired, laid off, furloughed, given a leave of absence to, or in any way shape or form let go, but then hired back, counts as a re-hire. This can count even if the employee stayed on your books while they were gone, so teachers, seasonal workers, and even sub teachers count in this category.
Temporary workers kind of fall in the middle ground between the first two categories when it comes to the labor law on new hire reporting. For temp workers, you only need to report them once—not every time they come to work for you.
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