While the number of employment laws Arizona employers are required to follow has steadily increased over the years, employment in Arizona remains largely policy based. This means that employment handbooks are critical to managing employee expectations, establishing performance and behavior standards, and protecting employers from legal liabilities. However, many handbooks fall short of their intended purpose due to common mistakes that can lead to confusion, legal issues, and a disengaged workforce. Employers should review their handbooks at least once a year to make sure policies remain current, comply with existing and new laws, and that policies are being consistently implemented as written. What are some of the common handbook mistakes Arizona employers make? Non-compliance with Arizona’s Sick Leave Law. Arizona’s Fair Wages and Healthy Families Act (the “Act”), which went into effect in 2017, requires employers to provide paid sick leave to employees. Under this law, all Arizona employers must offer paid sick leave to their Arizona employees. Despite the law being in place for several years, many handbooks still fail to clearly outline a policy that complies with the Act. Common Mistake : Employers either neglect to mention paid sick leave entirely or include language that doesn’t align with the Act. This oversight can lead to confusion among employees and potential legal penalties for non-compliance. Solution : Arizona employers need to ensure that their handbooks include a dedicated section for paid sick leave that aligns with the Act. Employers should review their policy to make sure it specifies how leave is accrued, under what circumstances and when sick leave may be used; and how employees should inform employers of their need for leave. Also, confirm that the oft omitted (yet required) anti-retaliation provision is included in the policy. Vague Anti-Harassment and Anti-Discrimination Policies. Workplace harassment and discrimination are serious issues, and employers must have clear policies in place to address and prevent them. However, many handbooks fail to provide sufficient detail on what constitutes harassment or discrimination and how complaints will be handled. Common Mistake : Employers often use vague language, such as stating that harassment or discrimination will not be tolerated without explaining what specific behaviors or actions fall under those categories. Many policies focus only on sexual harassment and ignore that harassment and discrimination come in many other forms (e.g., race and disability). Additionally, handbooks may lack clear reporting procedures or fail to assure employees that their complaints will be taken seriously and properly handled. Solution : Handbooks should include a comprehensive anti-harassment and anti-discrimination policy that defines key terms and provides examples of unacceptable behavior. The policy should also detail how employees can report incidents, specify who within the organization will handle complaints, and outline the investigation process. Employers should reinforce that retaliation for reporting is prohibited and ensure that all employees understand their rights and responsibilities. Employers should also clarify how to request a disability accommodation and explain the interactive process. Ignoring Arizona's Marijuana Laws. Arizona legalized medical marijuana in 2010 and recreational marijuana in 2020. These statutes create unique challenges for employers, particularly when it comes to drug testing and workplace safety policies. Common Mistake: Employers often fail to acknowledge the protections created by the Arizona Medical Marijuana Act, take an overly rigid stance that can be deemed discriminatory, or outright fail to maintain a drug testing policy when implementing testing in the workplace. For example, some handbooks include zero-tolerance drug policies that do not acknowledge that employees who are medical marijuana cardholders are entitled to certain protections regarding marijuana use outside of work hours. Solution: Employers should create clear and balanced drug and alcohol policies and outline the circumstances in which testing will be required. While businesses can still prohibit impairment and the use of marijuana at work, the policy should acknowledge that medical marijuana cardholders will not be discriminated against for use outside of work. Employers should also consider providing guidelines about what constitutes impairment on the job and requirements for documenting impairment prior to sending someone for testing. Takeaway. Space limitations resulted in other common mistakes such as overly restrictive social media policies, and ignoring other key federal, state and local requirements from not being included. While creating and maintaining a compliant employee handbook in Arizona is no easy feat, even small employers should implement a comprehensive handbook to avoid legal headaches and help foster a positive work environment. A well-crafted handbook can serve as a valuable tool for fostering a positive work environment, promoting clear communication, and protecting the interests of both the organization and its employees. Jodi R. Bohr is a shareholder with Tiffany & Bosco, P.A., and a contributor to Arizona Employment Law Letter. She practices employment and labor law, with an emphasis on counseling employers on HR matters, litigation, and workplace investigations. She may be reached at jrb@tblaw.com or 602-255-6082.

“One school, one vision, together we are on a mission!” Picture a school cafeteria full of bright, smiling children, chanting this phrase over and over with teachers and staff. Feel the energy, enthusiasm and passion in their voices. This is the chant that CASA Academy students say every morning to start their day, and it reminds staff and students of our collective goal – preparing our students, who we call scholars, for college. I founded CASA Academy, a nonprofit, free, public charter school in 2014. CASA Academy serves 395 kindergarten through seventh grade students in the Phoenix Metro area. 98% of CASA Academy scholars are on Free and Reduced-Price Lunch and 71% are English Language Learners. Many of our scholars are refugees and some live in overcrowded housing, sometimes with up to 15 people in a one-bedroom apartment. Many of our scholars don’t have enough food to eat at home, some have had significant trauma in their lives, and some scholars are even homeless. The challenges many of our scholars face on a daily basis are heart-wrenching. This is why at CASA, we focus not only on academics but on cultivating the character that our scholars need to overcome challenges and to be authentically kind, caring, and compassionate individuals. We teach our scholars that they need to believe in themselves, that if they don’t know how to do something, they don’t know how to do it yet, that it’s okay to make mistakes, and that showing integrity and perseverance in the face of challenges matters. When scholars enter our campus, they are entering an atmosphere where they are safe, valued, respected, and loved. Leading CASA Academy has been both a challenge and privilege, teaching me lessons that have cultivated much growth along the way. Here I’ll share the most critical insights I’ve gained, ones that I believe can benefit any leader aiming to make a difference. 1. Build a strong, mission-aligned leadership team. Your leadership team matters. I am fortunate to lead alongside a team of mission-aligned individuals who will do whatever it takes to meet our mission and give our scholars the education they deserve. Four of the members of our leadership team are founding staff members who have been with us since the very beginning. Other members of our leadership team have been intentionally vetted to ensure we are choosing the right people to lead and model what we expect. Amongst our leadership team, our biggest strength is the level of trust we have in one another. When we come together in our weekly meetings we engage in difficult conversations, we debate a variety of challenging problems and how to best solve them, and as we make decisions together, we know our decisions have the backing of the full team. 2. Stay focused on your strategic goals and vision. It is incredibly easy to be side-tracked from the big picture work that takes intentional thought, energy, and focus. There is always something urgent – a challenge, a crisis of some kind – to manage. But when you live in the urgent, you remain in the urgent and never move your organization forward. Over the past several years, I have learned to ask myself whether something fits with our strategic priorities, and if it doesn’t, I intentionally choose to set it aside or to delegate it. I have learned the importance of hiring individuals who can manage the day-to-day items that will inevitably pop up so that our leadership team’s time can stay focused on the big picture. You can’t do everything, and you certainly can’t do everything well. Stay focused on what matters. 3. Hold others accountable. In my time at CASA, I have learned to be direct, deliberate, and intentional with my wording and expectations. I give praise, love, and support, and I also call people out directly when they haven’t met the bar. I have learned that holding accountability for others is a form of love, and it is only in holding that accountability that we will achieve our mission. With accountability, strong results are possible for our scholars. Serving our scholars and community over the past eleven years has been both an honor and a journey filled with meaningful lessons. Through strong committed leadership, unwavering focus, and bold accountability, we have helped shape the future for our scholars. To everyone who leads, lead with purpose, stay focused on what matters most, and hold accountability for the results you seek – our future will be brighter because of it. Written By: Tacey Clayton Cundy, Co-Founder, CEO: CASA Academy