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Can I offer unlimited vacation time to my employees in Arizona? What are the requirements?
Offering Unlimited Vacation Time to Employees in Arizona
Arizona does not have any specific requirements or limitations on offering unlimited vacation time to employees [4.1][4.2]. However, employers are required to provide earned paid sick time to their employees as outlined in AZRS 23-372.
It is important to note that offering unlimited vacation time may have implications on the accrual and usage of earned paid sick time. Employers should ensure that their policies comply with all applicable laws and regulations [4.1][4.2].
Compensation or Time Off for Legal Holidays
Employers should also be aware of AZRS 38-608, which requires public employees who work forty hours or more per week and do not receive either compensation or commensurate time off for legal holidays worked to receive one day additional vacation leave or one day additional compensation for each such legal holiday worked. Legal holidays include Christmas, Thanksgiving, Labor day, New Year’s day, and Independence day [1.2].
Severability of Employment Relationships; Protection from Retaliatory Discharges; Exclusivity of Statutory Remedies in Employment
AZRS 23-1501 outlines the public policy of Arizona regarding the employment relationship. It states that the employment relationship is contractual in nature and severable at the pleasure of either the employee or the employer unless both parties have signed a written contract to the contrary. An employee has a claim against an employer for termination of employment only if certain circumstances have occurred, including termination in violation of a statute of Arizona. If the statute provides a remedy to an employee for a violation of the statute, the remedies provided to an employee for a violation of the statute are the exclusive remedies for the violation of the statute or the public policy set forth in or arising out of the statute [2.1].
Beginning and Termination of Extended Benefit Period
AZRS 23-637 requires the department to make an appropriate public announcement whenever an extended benefit period is to become effective in Arizona as a result of an Arizona on indicator, or an extended benefit period is to be terminated in Arizona as a result of an Arizona off indicator [5.2].
Overall, while there are no specific requirements or limitations on offering unlimited vacation time, employers should ensure that their policies comply with all applicable laws and regulations and are communicated clearly to their employees. Employers should also be aware of their obligations regarding earned paid sick time and compensation or time off for legal holidays worked.
Source(s):
- [1.2] Compensation or time off for legal holidays
- [2.1] Severability of employment relationships; protection from retaliatory discharges; exclusivity of statutory remedies in employment
- [4.1] Other legal requirements
- [5.2] Beginning and termination of extended benefit period
- [4.2] Accrual of earned paid sick time
Jurisdiction
Arizona