{"id":166,"date":"2018-03-27T09:40:19","date_gmt":"2018-03-27T16:40:19","guid":{"rendered":"http:\/\/imlawpc.com\/?page_id=166"},"modified":"2019-11-08T10:31:15","modified_gmt":"2019-11-08T17:31:15","slug":"employment-and-labor","status":"publish","type":"page","link":"https:\/\/www.imlawpc.com\/?page_id=166","title":{"rendered":"Employment and Labor"},"content":{"rendered":"

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Employment & Labor<\/h1>\n

[\/et_pb_fullwidth_header][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Free Consultation” _builder_version=”3.22″ custom_padding=”0px|0px|0|0px|false|false”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.25″ custom_padding=”|||”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|phone” admin_label=”CTA Section” _builder_version=”3.22″ use_background_color_gradient=”on” background_color_gradient_start=”rgba(242,246,249,0)” background_color_gradient_end=”#f2f6f9″ background_color_gradient_direction=”90deg” background_color_gradient_start_position=”75%” background_color_gradient_end_position=”75%” custom_margin=”0px||0px|” custom_margin_tablet=”” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” custom_padding=”55px|0px|3px|0px|false|false” custom_padding_tablet=”” custom_padding_phone=”0px|||” animation_style=”slide” animation_direction=”right” animation_intensity_slide=”1%” saved_tabs=”all”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” custom_padding_last_edited=”on|desktop” admin_label=”CTA Row” _builder_version=”3.25″ background_color_gradient_direction=”90deg” width=”90%” max_width=”90%” module_alignment=”center” custom_margin_tablet=”” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” custom_padding=”0||81px||false|false” custom_padding_tablet=”0em|||” custom_padding_phone=”0em|0px|0px|0px” use_custom_width=”on” width_unit=”off” custom_width_percent=”90%”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”0em|||12%” custom_padding_tablet=”|10%||10%” custom_padding_phone=”” custom_padding_last_edited=”on|desktop” padding_tablet=”|10%||10%” padding_last_edited=”on|desktop” custom_padding__hover=”|||”][et_pb_text _builder_version=”3.27.4″ text_font=”||||||||” header_font=”||||||||” header_2_font=”Playfair Display|700|||||||” header_2_font_size=”38px” header_2_line_height=”1.4em” header_3_font=”Poppins|700||on|||||” header_3_text_color=”#edbb5f” header_3_font_size=”14px” header_3_letter_spacing=”1px” header_3_line_height=”2em” max_width=”550px”]<\/p>\n

Arizona Employment & Labor Law Attorneys<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#2d9bea” divider_weight=”2px” _builder_version=”3.2″ max_width=”60px” module_alignment=”left” height=”2px”][\/et_pb_divider][et_pb_text _builder_version=”3.27.4″ text_font=”Open Sans|300|||||||” text_text_color=”#000000″ text_font_size=”17px” text_line_height=”1.65em” header_font=”||||||||” max_width=”550px” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|desktop” text_line_height_tablet=”” text_line_height_phone=”1.55em” text_line_height_last_edited=”on|phone”]<\/p>\n

Employment law can be challenging and complicated because of the frequent court decisions and state and federal legislatures continually changing the laws and regulations affecting how employers hire, pay, promote and fire employees. We represent employers in all areas of employment-related matters to help them avoid or resolve any issues affecting their day-to-day operations and growth.<\/p>\n

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With significant experience in Employment Law, the attorneys at Iannitelli Marcolini, P.C. are uniquely qualified to assist employers to develop and maintain appropriate employment practices or undertake the defense of claims filed with state or federal agencies, or in state or federal courts.<\/span><\/p>\n<\/blockquote>\n

Clients also rely on our lawyers for guidance and internal employment issues to help reduce employment-related risks and provide advice to implement cost-effective dispute resolution strategies.<\/p>\n

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Employee-Related Legal Matters<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#2d9bea” divider_weight=”2px” _builder_version=”3.2″ max_width=”60px” module_alignment=”center” height=”2px”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Services” _builder_version=”3.22″ background_color=”#ffffff” custom_padding=”0|0px|12px|0px|false|false”][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.25″ custom_margin=”|||” custom_padding=”0|0px|28px|0px|false|false” animation_style=”slide” animation_direction=”bottom” animation_intensity_slide=”6%”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Sexual Harassment” image=”http:\/\/imlawpc.com\/wp-content\/uploads\/2018\/05\/harassment_icon.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” body_font_size_tablet=”” body_font_size_phone=”” body_font_size_last_edited=”on|desktop” body_line_height_tablet=”” body_line_height_phone=”” body_line_height_last_edited=”on|desktop”]<\/p>\n

Sexual Harassment can involve a tangible loss, like a denied promotion when an employee refuses a manager\u2019s sexual overtures or ongoing harassment by a group of co-workers that causes emotional distress.\u00a0 <\/span>Our firm can provide guidance in the investigation and defense of such a claim.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Overtime and minimum wage” image=”http:\/\/imlawpc.com\/wp-content\/uploads\/2018\/05\/overtime_icon.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off”]<\/p>\n

Employees who work excess hours beyond 40 hours a week are typically entitled to overtime pay. Workers in some industries, such as those who commonly receive tips or those involved in piece rate work, may be subject to special rules or considerations when it comes to minimum wage and overtime laws.\u00a0 <\/span>Our firm can help set proper policies and procedures to ensure compliance with all laws and avoid the perils arising from overlapping federal and state laws in this area.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.25″ custom_margin=”|||” custom_padding=”0|0px|28px|0px|false|false” animation_style=”slide” animation_direction=”bottom” animation_intensity_slide=”6%”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Wrongful Termination” image=”http:\/\/imlawpc.com\/wp-content\/uploads\/2018\/05\/termination_icon.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” header_letter_spacing_last_edited=”off|desktop” header_line_height_tablet=”” header_line_height_phone=”” header_line_height_last_edited=”on|desktop”]<\/p>\n

Arizona is known as an at-will state, which means that in most cases an employer can legally end an employment relationship without any reason at all. However, state and federal laws make it illegal to discharge an employee for certain reasons.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Separation or Severance Agreements” image=”http:\/\/imlawpc.com\/wp-content\/uploads\/2018\/05\/severance_icon.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” header_letter_spacing_tablet=”” header_letter_spacing_phone=”” header_letter_spacing_last_edited=”on|desktop”]<\/p>\n

Severance agreements are employment termination contracts negotiated between employers and employees that require employees to forfeit certain threaten claims in return for some compensation.\u00a0 <\/span>These agreements help employers avoid the uncertainties and expenses of possible adverse action arising from a termination.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.25″ custom_margin=”|||” custom_padding=”0|0px|28px|0px|false|false” animation_style=”slide” animation_direction=”bottom” animation_intensity_slide=”6%”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Arizona’s Paid Sick Time” image=”https:\/\/www.imlawpc.com\/wp-content\/uploads\/2019\/11\/Asset-3@4x.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” header_letter_spacing_last_edited=”off|desktop” header_line_height_tablet=”” header_line_height_phone=”” header_line_height_last_edited=”on|desktop”]<\/p>\n

Arizona\u2019s enactment of the earned paid sick time laws continues to create confusion for Arizona\u2019s employers, particularly with regards to accrual rules, return to work rules and interplay between paid sick time requirements and vacation benefits.\u00a0 <\/span>Our firm can assist draft a clear policy that will avoid disputes in this area.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Non-Compete and Non-Solicitation” image=”https:\/\/www.imlawpc.com\/wp-content\/uploads\/2019\/11\/Asset-4@4x.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” header_letter_spacing_tablet=”” header_letter_spacing_phone=”” header_letter_spacing_last_edited=”on|desktop”]<\/p>\n

Non-compete, Non-Solicitation and Confidentiality agreements will protect an employer\u2019s interests during and after the employment ends.\u00a0 <\/span>However, many employers make the mistake of \u201cself-help\u201d when it comes to these agreements and use terms which render these agreements unenforceable.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][et_pb_row column_structure=”1_2,1_2″ _builder_version=”3.25″ custom_margin=”|||” custom_padding=”0|0px|94px|0px|false|false” animation_style=”slide” animation_direction=”bottom” animation_intensity_slide=”6%”][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Age Discrimination” image=”http:\/\/imlawpc.com\/wp-content\/uploads\/2018\/05\/age_icon.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” header_line_height_tablet=”” header_line_height_phone=”” header_line_height_last_edited=”on|desktop”]<\/p>\n

Numerous forms of age discrimination are prohibited by federal and state laws that serve to protect employees age 40 or older.\u00a0 <\/span>This can present a challenge for employers facing termination of an employee protected by these laws.<\/span><\/p>\n

[\/et_pb_blurb][\/et_pb_column][et_pb_column type=”1_2″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Retaliation” image=”https:\/\/www.imlawpc.com\/wp-content\/uploads\/2019\/11\/Retaliation.png” icon_placement=”left” image_max_width=”60px” content_max_width=”100%” _builder_version=”4.0.5″ header_font=”Open Sans|||on|||||” header_text_color=”#000000″ header_font_size=”19px” header_letter_spacing=”3px” body_font=”Open Sans|300|||||||” body_text_color=”#000000″ body_font_size=”17px” background_layout=”dark” custom_margin=”60px|||” animation=”off” header_font_size_tablet=”” header_font_size_phone=”” header_font_size_last_edited=”on|desktop” header_line_height_tablet=”” header_line_height_phone=”” header_line_height_last_edited=”on|desktop”]<\/p>\n

Arizona workers are protected by federal and state laws that prohibit employers from taking certain retaliatory actions against employees. Our firm can provide guidance to employers that may be concerned that a legitimate business decision will lead to a claim of retaliation.<\/span><\/p>\n

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Contact Us Today!<\/h2>\n

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\u2690\u00a0 5353 North 16th Street, Suite 315\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Phoenix, Arizona 85016
\u2706\u00a0 (602) 952-6000
\u2709\u00a0 dylan@imlawpc.com<\/a>
\u2706\u00a0 (602) 952-7020 Fax<\/p>\n

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\u2690\u00a0 275 Madison Avenue, Suite 1400\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0New York, New York 10016
\u2706\u00a0 (212) 697-9400
\u2709\u00a0 dylan@imlawpc.com<\/a>
\u2706\u00a0 (212) 697-9401 Fax<\/p>\n

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