Arizona Lunch and Break Law

Recently, I’ve been reviewing the state laws related to lunches, breaks and other work hour issues. It may be of interest to note that Arizona does not have any specific state laws on the books related to meal or rest breaks for workers in that state.

Even though it is the case that Arizona does not have any specific state laws, there are several applicable federal regulations. Federal Law does not mandate specific breaks or meal periods, but it does give guidance as to whether or not an employee should be paid during these times. Short breaks, those that are usually 20 minutes or less, should be counted as hours worked. True “meal periods” are usually 30 minutes or more, and do not need to be paid as work time. For this to be the case, however, the worker must be completely relieved of his or her duties during the meal break. If the employee is still required to do any duties (even minor or occasional tasks), it can’t be considered a meal or lunch period and must be paid.

Federal law also contains other regulations related to employee pay during times of waiting, sleeping and traveling. Whether or not waiting time needs to be considered paid work hours depends on the situation. If an employee is allowed to do something of his or her choosing while waiting for another task to be finished or while waiting at the workplace for his or her services to be called upon, it is generally considered work time. On the other hand, if an employee is waiting to be called upon, but has great freedom to do what he or she wishes while on call (and has plenty of time to respond to the call), it is not generally considered paid work time.

When it comes to sleeping time, employees required to be on duty less than 24 hours is considered to be “working” even if he or she is permitted to sleep during some of those hours when not busy. If an employee is on duty more than 24 hours, a sleeping period of no more than eight hours may be deducted from work hours. However, this can only be done if sleeping quarters are provided and at least five hours of uninterrupted sleep may be achieved by the employee.

Finally, another issue I think people may find of interest in the area of work hours is the issue of travel time. The general rule of thumb is that time spent in the normal day’s commute to and from work is not considered paid working time. However, if an employee is traveling in the course of a days work, it must be considered paid work time.

Complete information on the laws related to lunches, breaks and other pertinent labor issues can be found on the Arizona Complete Labor Law Poster.

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27 Thoughts on “Arizona Lunch and Break Law”


June 25, 2008 at 3:37 am

My company (a box plant) has two departments, converting and corrugating. Converting has 7 machine centers while corrugating has one. Converting has 3 shifts, corrugating has 2. In an 8 hour shift all employees are granted breaks every two hours. The first break is 20 minutes and the next two breaks are 10 minutes each. Management allows the Converting dept to take breaks every 2 hours but the Corrugating dept is not allowed to take breaks at a scheduled time. We are told to take breaks when we can because we must keep the machine running constantly. When hired I was never told this and I got put on the Corrugating side. In the winter it is still easily 95 degrees while in the summer it is about 115 degrees on average. Some areas get to 140 degrees in hot weather and we only have 1 working swamp cooler. Sometimes breaks dont come or not till you are about to pass out. Not only are the breaks a problem but mgmt has deleted positions on my crew and we have to pick up the slack. The machine has many issues from safety to broken parts. We have adapted to the situation the best we can and get through it but is it legal for the company to do this? Give breaks to some workers and not to others?


June 25, 2008 at 10:54 am

Hi Anthony — Yes, it’s legal for the company to give breaks to some employees and not to others. That’s because there is a valid business reason for the difference — the Corrugating line can’t be shut down. (Presumably, you are being paid for your breaks.) The heat is a different issue. OSHA regulations require that employers take special precautions when workers are in high temperatures. Among them is making water available at all times, and allowing workers to take more frequent breaks. You may want to contact OSHA to see if their standards for your industry are being met. For complete answers to your HR questions, post them at our sister site, Thanks for reading our blog! Amelia


January 7, 2010 at 10:20 am

I work in a retail establishment where staff work 7 hour days with a brief 15 minute paid break for lunch. If it gets busy we are expected to stop our lunch and return to work. Recently we have been told that if we want lunch we will need to clock out for the time we take to eat. Is this legal? Are employers in Arizona allowed to make employees work for 7 hour without any paid breaks?


January 7, 2010 at 11:53 am

Hi Mary! Nineteen U.S. states have laws that require the employer to give a meal break to workers. Thirty-one U.S. states do not have such a law. Guess which category Arizona falls into? That’s right…Arizona does not require that employers give a meal break to employees, regardless of the length of the shift. An Arizona employer could require that employees work 18 hours per day, every day, without a meal break.

However, this employer is offering a meal break to employees, even though there is no law that requires them to do so. This is not only legal, it is quite generous. The employer could require that every employee clock out for a 30-minute meal break. Instead, the employer is generously giving workers the option to take an unpaid meal break or not take one.

Even in states that require meal breaks, they are usually unpaid. Under federal law, a break that is shorter than 20 minutes must be paid, but a meal break that is 20 minutes or longer can be unpaid. It seems to us that the employer is acting in a fair, honest and ethical manner. HTH, and thanks for reading the blogs!~ Amelia


January 29, 2010 at 12:43 pm

Hello, I work at home from the state of Maine, however the company I work for is based in Arizona. I am Scheduled to work for 8 hours a day and they say they expect me to work all 8 hours with out a lunch break. If I would like a lunch break then I must start working half an hour earlier. In the state of Maine if you work at least 6 hours then you are given a 30 min break. In
Arizona they appear to have no laws that mandate lunch breaks. Do I have to go by Arizona laws or Maine laws?


January 29, 2010 at 1:00 pm

Hi Sarah! It doesn’t really matter whether you are a Maine employee or an Arizona employee, because in your case the result is the same.

Maine law states that employees will be given a lunch break after 6 hours. However, that break can be unpaid and the law applies only to work locations where there are 3 or more workers. Since you are working alone, it does not apply to you.

The solution is for you to start work half an hour earlier, and take a 30-minute unpaid meal break after 6 hours (or at the time of your choice). Then you will get your break and your employer will be satisfied with your performance. HTH, and thanks for reading the blogs!~Amelia


February 10, 2010 at 1:37 pm

What if I have to go to the bathroom. Surely, in the state of Arizona, despite there being no laws regarding breaks or lunches, there has to be some sort of allowance for bathroom breaks right? I work for a very large corporation that schedules breaks and lunches. However even if you are working overtime, you are still limited to the same breaks and lunches and should the need arise outside these scheduled times, it counts against us? Can you give me some more details about this?


February 10, 2010 at 2:12 pm

Hi Emily! The good news is that breaks and bathroom breaks are entirely different things. As mentioned in the article above, there is no Arizona law that requires employers to give rest breaks or meal breaks to employees. However, bathroom breaks are required.

Rest breaks are paid time the employee is given off work to snack, drink coffee, smoke, relax or read a book. Usually rest breaks last 10 or 15 minutes. Employers give them because they have actually been shown to increase productivity. Bathroom breaks are time that the employee needs to use the toilet.

OSHA worker health and safety standards require that employees be permitted to use the toilet when nature calls. This does not cover making cell phone calls in the bathroom, smoking or reading a magazine in the bathroom — it only covers using the toilet. The employer cannot require that workers wait until their scheduled breaks to use the toilet. This regulation is enforced by OSHA at

Different employees have different bathroom needs, and OSHA recognizes that. For example, women need to use the restroom more frequently at certain times of the month. Some workers simply have an active bladder.

So the good news is that you should be able to use the bathroom when necessary. The bad news is that the employer can still require the same productivity of employees. Suppose workers are expected to produce 10 widgets per day. Tina drinks a lot of water, and must use the toilet regularly. Tina’s employer can still require that she produce the same 10 widgets per day, and discipline her if she does not meet that performance standard. However, the employer cannot prevent Tina from using the toilet when nature calls. HTH, and thanks for reading the blogs!~ Amelia


February 10, 2010 at 3:56 pm

Can you tell me where I can find that particular guideline within the OSHA website? And, does it matter that I have a desk job rather than a construction type job? Right now as it stands, when we have to use the bathroom we are to go on our breaks or lunches, or in the alotted 60 minutes of “personal” time that they allow us each month. If we use personal time, or any additional time outside of breaks, lunches and personal, it affects our stats, which affects our performance, which in turn, affects our raises. So I am needing a direct link to this particular policy in OSHA, because I am currently facing consequences for using the facilities when I am not scheduled to.


February 10, 2010 at 7:18 pm

Hi emily! Unfortunately, we have seen an increase in employers using these “sweatshop” working conditions. They will probably continue until a federal agency steps in. There is no Arizona law that would prevent this.

OSHA standards apply in general industry (including office jobs and call centers), not just construction sites. In one of the most famous cases, OSHA fined Hudson Foods of Missouri $332, 500 for several violations, including not allowing employees to use the restroom outside of the break times. See the links below for OSHA regulations on the topic of bathroom usage.

However, there is a gray area in terms of the productivity and pay issue. The problem is that the employer is framing this as a productivity issue. OSHA regulations require that employees be permitted to use the restroom when nature calls, so not allowing employees to use the toilet, or firing them for doing so, would be a violation of OSHA standards.

However, there is no law that the employer must give raises to workers, or that less productive employees must be treated the same way as highly productive employees. In your case, the employer can reward the most productive employees with raises. There is no law that the employer’s standards for productivity have to be reasonable. In many cases, employers intentionally make it almost impossible to achieve the desired stats, so that they can deny raises and bonuses to employees.

So the employer does have to allow you to use the restroom outside of your break time. However, the employer can reward the most productive employees, even if that means rewarding people who take fewer bathroom breaks with higher salaries.

If an employee had a permanent condition like an enlarged prostate or Irritable Bowel Syndrome that required frequent bathroom breaks, the employee would be entitled to an accommodation under ADA. That acccommodation might include more bathroom breaks with performance targets based upon the number of hours the employee actually worked (not including bathroom breaks.) However, there is currently no law that the employer must make such accommodations for an employee without a permanent disability.

OSHA accesses each complaint individually, to see if the employer’s restroom usage policy is reasonable. Our suggestion is that you file a complaint with OSHA at Our second suggestion is that when the economy begins to improve, you look for a job with a more reasonable employer. HTH, and thanks for reading the blogs!~ Amelia

OSHA opinion letter that employees must be permitted to use the toilet:,

On bathroom usage at a call center:

February 22, 2010 at 6:09 pm

Message: I was searching for Arizona laws on breaks for 4/10 shifts and stumbled upon this “blog”. I have a question but wanted to comment as well.

Question, I work 4/10 shift, 1 hour unpaid lunch. No breaks, we are allowed to get up and go to the bathroom if the phones are not busy. (Work @ an IT HelpDesk) My concern is that our team works a long 10 hours and we get no breaks to just un wine a little and if any one has ever worked customer service/call center type it can be a grueling day mentally. From what I’ve read we are not entitiled to any 10-15 minute breaks correct?

And the comment I wanted to make is that it is sad to see so many Americans work there tails off. Some of your responses Amelia, about companies “generously” giving them brakes are rediculous and IMHO unethical. We are all human, we may not have the big $$ like the VP’s and such but we all deserve brakes, any one who has worked a real call center will tell you the same. I love my country but I know for a fact that there are better rules/laws in other countries so that people are likely to stick around. This country is all about making money, no one cares for “thy neighbor” as everyone pretends to at church. It’s not the companies in other countries doing what’s right, it’s the government watching out for there people.

Many will argue it’s a free country and you have to live the dream, blah blah blah, work hard, play hard, blah blah free enterprise, blah this and that.


February 22, 2010 at 7:43 pm

Hi D! Actually, if you’ve read the comments above, you’ve also heard me refer to call centers as often having deplorable “sweat shop” working conditions that won’t change until they are foced to by law. So it may surprise you, but we are mostly in agreement with you. We agree that many employers are not concerned about employee happiness, and only do what they are forced by law to do.

As you know by now, Arizona has no law that requires employers to give meal or rest breaks to workers. So any Arizona employer who provides breaks to employees — especially paid meal breaks plus paid rest breaks — is being generous. (It might interest you to know that about 50% of the break comments we get are “Doesn’t my employer have to give me a meal break?” and the other 50% are “My employer says I have to take a paid [or unpaid] meal break. I don’t want to. How can I avoid this?”)

There are 19 U.S. states that have laws requiring employers to give meal breaks to workers. Six or seven of them also require shorter rest breaks. Unfortunately, Arizona is not in either group. The way to change this is to write or email your representitives in the state legislature.

But we will say that under OSHA workers safety standards, employees must be permitted to use the restroom “when nature calls.” Requiring an employee to wait more than about 2 or 3 minutes is a violation of OSHA regulations.

We also agree that right now this country is largely about the rich getting richer, while the working person suffers. But remember, there are more working people, so they have more votes than the rich. HTH, and thanks for reading the blogs!~ Amelia


May 7, 2010 at 8:28 am

So there is no law in affect about “breaks” in an Arizona workplace! What about a company being “Generous” and giving two paid 15 minute breaks and an unpaid 30 minute break, then with a supervisors approval, employee takes one of the 15 minute breaks and ends up getting written up and suspended without pay for taking a 15 minute break from a head manager. Company Handbook states the above break protocol, and Company has never stated verbally or written otherwise that no employee can sit and enjoy their breaks. Also head manager is fully aware that employee was on a 15 minute break but continued to keep the write up and three day suspension in effect without pay! Is there any kind of help for this mistreated employee, and where should this employee go to get some help on these kind of situations?


May 7, 2010 at 9:36 am

Hi B! We can’t help but think that there is something else going on here. There is no law that an Arizona employer must give breaks to workers. Even if an Arizona employer states in the handbook that employees will be given breaks, the supervisor or head manager can overrule that policy at any time. For example, a retail employee can be required to skip her breaks if the store is busy.

However, we are going to guess from your post that the problem was not the break, it was the time and place that the employee chose to “sit and enjoy her break.” For example, a hotel front desk clerk might be given a 15-minute rest break. However, it would be inappropriate for the front desk clerk to spend that break relaxing in the middle of the main lobby or lounging beside the pool. Most workplaces have a designated break area that employees are required to use. Feel free to post more details for a more specific answer. HTH, and thanks for reading the blogs!~ Amelia


May 7, 2010 at 10:59 am

First I want to say thanks for the quick response! Second I want state that above mentioned company is a nursing home. Company does have a break room for employees to utilize for breaks if employee wants too. The problem with taking a 15 minute break in the breakroom is that the company has no regard for the residents because company staffs a ratio of one cna to 15 to 20+ longterm, total care residents. So because of that cna’s are recommended by supervisors (nurses) , Don (director of nurses), and human resources to take their 15 minute breaks in the common area in case of residents needing assistance from the cna assigned to those particular rooms. Common area can be seen from all rooms that said cna had, all call bells are visibly seen and heard from this common area where cna was sitting. Cna that was written up and suspended by the Don, has never been verbally repremanded nor written up for anything since the cna’s became employed over two years ago! Cna has been very well liked by staff and residents, dependable and a wonderful teamplayer! Also to note Cna has had quite a few evaluations that reflect this!

However the night that this happened, which cna works the night shift from 10p to 6a, Cna does rounds on residents immediatly, like always, and does other tasks like cleaning wheelchairs, resident rooms while they are sleeping, linen closets and supply rooms etc, etc.Cna’s are required to do rounds on residents every 2 hrs, which is 10p,12a,2a and then forced to get people up and dressed at 4a, not sure if that is legal or not but that is kind of off topic. So about 11:45pm cna decides to take her 15min. break,before the 12a rounds need to start which generally is not a full 15min break because residents might need the cna for something. Cna decides to do some charting on the residents during the cna’s break and is sitting down in the common area where again cna’s are often encouraged to take their 15min break. Also 11:45p is a typical time for a break for the mentioned cna. No one else was on break at that time. Don for some reason comes to the facility I guess to write people up as Don never comes in that late unless their is an emergency. Don is usually there between the hours of 8a to 4p.
Don sees cna @ 11:47p and flips out about cna sitting and saying what are you doing? Cna replies just taking a break and doing some charting. Don leaves and comes back with a write up and does not even converse with the floor supervisor about the write up. The Cna not only has a write up but a three day unpaid suspension for taking a break that was within company policy.

There has to be something that can be done for this unjustifiable action! It appears for some reason the Don was sleepwalking, because this is absolutly horrible! I also speculate the company has budget problems as they froze everyone’s raises, poor staffing per resident ratio to cna, and they have been hiring cna’s @$ 8.00 per hour which is about $4.00 less than the cna’s who have been there ahwile. Also I beleive they get some $6000.00 for a tax credit for all new hires because of a new Obama law to get the economy going! With all this in consideration as I was a witness to these actions I beleive its about the money and if it was not about the money then residents would also have the right to have a fresh colostomy bag as often as necessary and not one every two days, also gloves and other supplies that are needed are a rareity, and staffing issues are just cruel! Something should be able to be done about a nursing home who obviously does not care about employees nor the residents that they are being paid quite well to have taking care of properly! I pray that you can lead me in the right direction to get help for this cna and most importantly the residents!

Much Thanks,


May 7, 2010 at 12:22 pm

Hi again b! Okay, thanks for the extra detail. Here’s the thing: unfortunately, an employee who is working by filling out charts is not on her break from a legal perspective. On break means that the employee is not working.

Let’s try to see this from the DON’s point of view. Maybe she has been getting reports that the night staff is not very productive or seems to spend most of their time in the common area. Or maybe she just wants to see first-hand that the employees are doing what they should. This is absolutely justified. A supervisor does not need a reason to drop in on her employees in the middle of the night. It is not a symptom of sleepwalking.

The DON walks in, and it appears to her that instead of being at her work station, the CNA is hanging out in the common area while working. Obviously, the CNA is not on a break, because she is working on charts. Can you see how, to the DON, this would look like the employee is goofing off? (We are assuming that the common area is not the CNA’s usual work station.) For all she knows, the employee has been in the common area for the past two hours. The DON has no way of knowing that the CNA is on a 15-minute break, and we doubt that the employee can document that. (Does she clock out for breaks?) So to the DON, it looks like the CNA spends an hour or more hanging out in the public area and maybe doing a little work here and there. A disciplinary suspension would be an appropriate response in this scenario.

Many times an employee’s immediate supervisor may be too lax and allow acitons on the night shift that would not be tolerated during the day shift. The DON is correct to take action when this happens. We bet that she also disciplined the night shift supervisor who allowed this.

All of the other issues that you bring up are irrelevant. Yes, we are in the middle of a recession. Yes, employers are paying new hires less. Many of them have also reduced the current employee’s wages to the same level — your’s has not. Many employers are facing financial difficulties — it’s not a crime.

We don’t believe that budgetary problems are the cause of this action. If the employer wanted to, they could fire all the higher-paid CNAs and replace them with new employees at a lower wage. Or, they could simply reduce the current employee’s wages to the new rate. This is about the DON seeing what see believed was a CNA taking advantage of the lack of supervison on the night shift, and taking action.

If you genuinely think that this facility does not meet the minimum standards in your state, you should file a complaint with the state agency that oversees nursing homes. But we see nothing illegal or inappropriate in the DONs actions. HTH, and thanks for reading the blogs!~ Amelia

tamera mata

May 27, 2010 at 5:38 pm

MessageMy husband works for a concrete company in Arizona, He is at work for anywhere form 2-4 hours when they put him on lunch for 2 hours, 2 1/2 hours etc. while waiting for the next load to become available -
They tell him we dont have another load for 2 1/2 hours so go ahead and punch out for lunch, and you can punch back in approx 2 hours – Is that legal??
Dont you have to be at work a minimum of 4 hours before you can be required to take a lunch. Isnt 1 hour the maximum lunch timeframe you can be required to take?? Can they make you take a lunch while waiting for work to become available??


May 27, 2010 at 8:06 pm

Hi tamera! The answer to all of your three questions is “no.” Arizona has no lunch or break law. That means the employer could require that the employee clock out for a meal break after working 20 minutes, or even less. That also means in Arizona there is no maximum length of a lunch break. The employer could have an employee work 2 hours, take a 4 hour “lunch break” and then work for 8 hours.

If your husband is being required to wait for work on the employer’s premises, then he is entitled to payment for that time under the federal and Arizona minimum wage laws. Those laws require that employees be paid for all the time they work, and time spent standing around waiting for work is work. However, if your husband is free to leave the employer’s premises and go about his own business, as long as he returns in two hours, there is no law that he must be paid for that time. We agree that these are not good working conditions. The best bet is probably for your husband to use the free time to look for a better job. HTH, and thanks for reading the blogs!~ Amelia


August 1, 2010 at 10:07 pm

hi . I work for a airline in arizona and we can work over 15 hour duty days and they dont have to let us eat? We are on the plane and not allowed to get off to get food cause the airline doesnt give any time to do that. We aren’t allowed breaks but i thought they would have to let you eat or let you be able to get food to eat after four days of being on the road we may not have food to eat cause it cant stay fresh for that long or ate it all or no way to heat up food. They dont have to provide food to us either. Is this true they are allowed to make us work that long with no food breaks? the airport food is closed or lines are to long to get food before the day starts and we have schedule van to take us to airport. Being pregnant I get so weak after 12 hour of not eating and this work day is common in our job. If we try to eat we can be fired for causing a delay.


August 1, 2010 at 11:08 pm

Hi shelly! It is true that airlines do not provide meals to flight attendants, and there is no state or federal law that requires them to give meal breaks to workers. (This is one of the primary reasons that so many flight attendants belong to a union, but it sounds like you do not have that protection.)

Most flight attendants have a chance to eat a quick bite during the flight, or just before or after it. For your baby’s safety, and your own, you need to make every effort to have nutritious foods on hand. Carry protein bars, dried fruit and nuts for emergencies, when nothing else is available. Protein powder mixes with water to make a quick shake. You may also be able to get to a grocery store at night or get to the airport earlier to buy food (even if you have to take a cab.) It is also possible that if you tell the hotel you need to get to the airport an hour earlier, they will make arrangements for that.

Talk to the other flight attendants and ask their advice, especially the older ones who already have children. HTH, and thanks for reading the blogs!~ Amelia


August 2, 2010 at 8:36 am

Amelia, you are giving this lady useless advise!!!
AZ is the worst place to work in period!

Shelly, for the safety of your baby please find a better job or better state to live in…
That is the saddest thing I’ve heard, a pregnant women can’t a 15 minute personal break time to get some food in her system because there is no LAW in the greatest country USA to protect our future children! RIDICULOUS and ABSURD!!!

That’s even more sad I think, that we let federal and state govern this type of rule/law whatever.
I thought USA was the greatest country, we let greedy money hungry people run this country and that’s why it’s being ruined!!!


August 2, 2010 at 10:32 am

Hi Daniel! We agree with you that there are some deplorable working conditions in the U.S., often due to greed — but Arizona is far from the worst offender. Actually, there are lots of states that have worse employment laws. Mississippi, Alabama, Louisiana, Tennessee and South Carolina don’t even have state minimum wage laws. Florida has a minimum wage, but the state has no agency that will enfoce it. At least Arizona offers both of those.

Thirty-one U.S. states have no break law for employees, so in that sense they are as “bad” as Arizona. Because shelly is an airline attendant, presumably most of her work is performed in the airspace over various states. So it is not clear that even if Arizona did have a break law, it would apply. This is why so many flight attendants belong to unions.

We will say that greed is not the only problem. “Greed” implies that the company is taking this action to make excess profits — and most airlines are losing money. If airlines gave every employee a paid or unpaid meal break, and provided a meal, the cost of a $400 airplane ticket would go up to $800.

If you read shelly’s post carefully, the real problem is that flight attendants have to bring their own food, and shelly does not have any food with her. She is not asking for a few minutes to gulp down a sandwich and a banana. (The employer would probably allow that. Flight attendants routinely bring a lunch and consume it.) Shelly is asking that the flight be delayed an hour, so she has time to purchase and eat a meal in the airport .

Most flights are 2 to 4 hours long. Most airports have a McDonald’s, where one can get a meal to go in 15 mintues or less. It’s not the healthiest meal, but it will provide the protein and calories the baby needs. If shelly is going 12 hours without food, that is not entirely the airline’s responsibility — it’s also poor planning on her part. HTH, and thanks for reading the blogs!~Amelia


August 5, 2010 at 11:36 pm

Hi Amelia, Thanks for answering all these questions, hope you have time for mine.
Anyway I just recently applied for a job as a electrician in Arizona. Everything was fine till they told me I had to work 6 days a week, in a row ,at 10 hours shifts a 60 hours mandatory. Is there any rule against making somebody work that much? If not do they have to pay them overtime? Don’t get me wrong I’m not lazy. I work hard but these hours seem a bit unreasonible. Thanks


August 6, 2010 at 8:07 am

Hi Ryan! You are very welcome! Yes, an Arizona employer can require that employees work any number of hours per week, even 80 or 100 hours per week. Arizona has no state overtime law, but most employees are entitled to overtime after 40 hours under the federal FLSA or Fair Labor Standards Act. Some employers, especially in the construction industry, try to avoid this by misclassifying employees as independent contractors, but the U.S. Department of Labor is cracking down on such violations. HTH, and thanks for reading the blogs!~Amelia


March 18, 2011 at 10:03 pm

Arizona needs to get with the program, no required lunch and breaks. the quality of work suffers.


March 19, 2011 at 7:56 am

Hi Randy! You are preaching to the choir here! We agree — studies have show that work breaks make employees more productive, and they certainly make work more pleasant. But if you really want the law changed, you’ll have to contact your representatives in the Arizona legislature, not us. HTH, and thanks for reading the blogs!~Amelia


June 27, 2013 at 1:11 pm

I just want to point out that no one is an indentured servant and everyone has a choice on whether or not they wish to work for someone. Most employers who recognize the benefit of good working conditions and treat their employees reasonably and fairly. There are also some employers who do not. Those employers will end up with less desirable employees, the ones that can’t find and keep desirable jobs. Arizona has it mostly right…the state leaves it up to businesses regulating only fundamentals – businesses are the ones the need to get it right and if they don’t, they won’t keep their good employees. That’s how free market works, the people regulate conditions. If you don’t like your job, move on. If you do, stay.

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