Several bills of interest have been introduced in the Arizona State Legislature, which convened on January 9, 2017. They include:
HB 2312, Relating to Employment Practices, a bill for a “Ban-the-Box” law that would prohibit employers from inquiring about, considering, or requiring disclosure of a job applicant’s criminal conviction record unless the inquiry takes place after the employer makes a conditional offer of employment; the inquiry is limited to the period of the five years preceding the date the conditional offer of employment is made; and the criminal conviction record has a direct relationship to the employment position. The measure would not apply to employment positions that require a valid fingerprint clearance card pursuant to ARS § 41-12-3.1.
HB 2327, Relating to the Right to Work, a bill to repeal Arizona’s Right to Work Law. If passed, the bill would permit employers to require union membership as a condition of employment.
HB 2338, the Public Employee Bargaining Act, would allow public employees to form, join, participate in or refrain from the same regarding any labor organization. The bill would enable public employees to engage in concerted activities not prohibited by law and to enjoy the rights conferred by the bill free from interference, intimidation, restraint, coercion, or intimidation.
The bill would also enable public employers to determine agency missions and set standards of service to be offered to the public while having the ability to direct, promote or assign employees, take disciplinary action for just cause, and relieve employees from duties for lack of work.
HB 2271, Licensure, Certification, and Registration of Military Members, a bill that would allow military experience to count toward certain types of professional licensure; and
HB 2124, Relating to Employment Practices, which would “clean up” Proposition 206, a ballot initiative that passed in the November 2016 General Election, conforming it to typical statutory format. The bill would also allow employers to pay a training wage lower than the state minimum wage but at least equal to federal minimum wage if the employer provides a training, apprenticeship or mentorship program to the employee.
MSEC will continue to follow and report on these important bills.