In keeping with what has become a nationwide trend, Arizona voters approved the Fair Wages and Healthy Families Initiative (“Proposition 206”), a ballot measure that incrementally increases the minimum wage, and requires employers to provide paid sick leave. The measure passed by a ma
On May 12, 2016, the Occupational Safety and Health Administration (“OSHA”) published new final rules impacting employers. These rules affect the reporting of workplace injuries, and may also require employers to reevaluate various policies. The most significant changes are summarized
In April 2012 the EEOC issued guidance on the use of an applicant’s criminal history in making hiring decisions. This guidance has been followed by a rush of “Ban the Box” or “Fair Chance” legislation across the nation. These state and municipal laws prohibit employers from inquiring
Arizona recently passed a law that provides businesses greater certainty with respect to their independent contractors’ employment status. Specifically, it creates a mechanism for independent contractors to acknowledge they are not employees, and have no entitlement to unemployment be
The EEOC recently issued guidance regarding employers' obligations with respect to transgender employees. Key points: “Transgender” refers to people whose gender identity and/or expression is different from the sex assigned to them at birth (e.g., the sex listed on their birth certif
On May 18, 2016, President Obama and Department of Labor released the final rule updating overtime regulations. The final rule, which is effective on December 1, 2016, includes the following key provisions: The salary threshold for “white collar” workers will more than double from $45
On May 12, 2016 President Barack Obama signed into law the Defend Trade Secrets Act (“DTSA”). The new law basically does two things of significance: first, it gives Federal District Courts original jurisdiction over trade secret disputes, and second, it provides procedures that will a
The California Labor Commission recently ruled that an Uber driver from San Francisco is an employee of the Company and not an independent contractor because, although Uber did not control her schedule, she performed services integral to Uber’s business and Uber controlled other criti
BurnsBarton is a woman-owned business made up of big firm attorneys who have gone small to provide better client service at a lower cost. Our team has the horsepower necessary to handle big cases, while remaining committed to excellent client service. We focus on what we do best: advising and defending employers efficiently, effectively, and successfully. In short, we have “Big Law” experience, with better, more economical service.
We protect good employers from all types of employment claims. We win cases, and we do so in the most cost-efficient manner possible. We work with the best people on the planet.
The information on this web site is not, nor is it intended to be, legal advice. You should contact an attorney for advice on your individual situation. Contacting BurnsBarton PLC does not create an attorney-client relationship.
Address: 2201 E. Camelback Road Suite 360 Phoenix, AZ 85016 Phone: 602-753-4500