Download our March 2020 "Employer Update" - a PDF compendium of employer-focused articles.
Fitzgibbons Law is a "Best Law Firms" honoree by The Best Lawyers in America® in Employment Law - Management.
Casa Grande Employment Attorneys
Private and public employers in Pinal County and throughout central Arizona benefit from our employment attorneys' informed counsel and employment litigation experience.
For many employers, it has never been more difficult to hire, train, supervise, promote, discipline and terminate workers than today. Growth in the number and complexity of federal and state regulations, combined with our increasingly litigious society, makes the field of human resources and employment law an area of management that no employer can afford to overlook.
Fitzgibbons Law employment attorneys offer a valuable array of legal services aimed at reducing employers' administrative headaches and avoiding liability for administrative claims and employment litigation.
Employer Update
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Employment Law articles
The Pregnant Workers Fairness Act (PWFA) is designed to protect and empower pregnant employees and ensure that they receive fair treatment and reasonable accommodations during their pregnancy.
The CARES Act provides for over $2 trillion worth of relief to individuals and businesses. Within the CARES Act are provisions for small businesses who may be struggling as a result of COVID-19.
To stand up in Arizona courts, restrictive covenants must be reasonable, narrowly tailored, and allow a former employee to work in their chosen field.
Your business owns information that is critical to your success and that you need to protect from competitors and other outsiders. However, not everything that you think is confidential is protected as a trade secret.
Given the highly publicized charges of sexual harassment recently raised by employees against their supervisors and co-workers, employers are on notice to take a proactive approach to addressing the issue.
Under Arizona’s paid sick leave statute, whether a worker is required to show evidence that they were sick depends on how many consecutive days of work they missed.
The federal government imposes strict requirements on employers in verifying their workers’ employment eligibility – and tough penalties for employers that fail to comply.
While mandatory paid sick leave and regular vacation time are often sufficient to accommodate employees who suffer from a serious medical condition or must care for a sick or injured family member, there are instances in which additional time off is required.
All employers are subject to a new law that provides for a minimum accrual of one hour of paid sick leave for every 30 hours worked, up to the statutory limits.
Preventive and Administrative Services
- Preparing and updating employee handbooks
- Drafting policies concerning such issues as drug testing, electronic communications, social media and worker privacy
- Drafting employment contracts, including restrictive covenants, e.g., covenants not to compete and not to steal customers or trade secrets
- Enhancing compliance with the Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act, Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA), and many other federal and Arizona employment laws
- Avoiding claims of sexual harassment and race, religion, gender, and age discrimination, and harassment, slander, defamation and constructive discharge
- Advising on and conducting internal investigations
Employment Litigation and Administrative Proceedings
We have represented employers in administrative claims (e.g., discrimination or other regulatory issues) before the U.S. Equal Employment Opportunity Commission (EEOC), the Civil Rights Division of the Arizona Attorney General's Office, the Pinal County Employee Merit Commission, and the Pinal County Law Enforcement Merit Commission.
We have also represented employers in state and federal courts in litigation involving disputes concerning protection of employers' trade secrets and confidential or proprietary information, and enforcement of restrictive covenants and other employment contract provisions.
Our attorneys are experienced and skilled litigators who, while having taken employment disputes to trial, also utilize alternative forms of dispute resolution, such as mediation and arbitration.