Arizona Crime Victims
Crime Victims Leave – AZ Rev. Stat. Ann §§ 13-4401, 13-4439
Covered Employers: Employers with 50 or more employees for each day during 20 or more calendar weeks in the current year or the preceding year.
Employee Eligibility: All employees of covered employers, if they are a victim of the crime at issue in the proceedings. If the person against whom the crime was committed was killed or incapacitated, the “victim” includes the spouse, parent, child, sibling, grandparent, other person related by consanguinity or affinity to the second degree, or other lawful representative of a victim. Exception: an employee who is the accused or is in custody for a crime.
Entitlement: An employee may be absent from work in order to attend criminal proceedings in which they were a victim of a crime. Employees may be absent from work to obtain or attempt to obtain an order of protection, an injunction against harassment, or any other injunctive relief to ensure the health and safety or welfare of the victim or the victim's child.
Employer Notice: Not specified
Employee Notice: Before the employee uses leave under this law, they must provide a copy of the form provided to them by a law enforcement agency, or a court order they're subject to, or any other proper documentation, and if applicable, give the employer a copy of the notice of each scheduled proceeding that is provided to the victim by the agency responsible for providing notice to the victim.
Obligation to provide certification or documents supporting need for leave: See above.
Paid: An employee may elect to use, or the employer may require the employee to use, the employee's accrued paid vacation, personal leave, or sick leave.
Benefits: Continue
Reinstatement: An employer may not dismiss an employee who is a victim of a crime because the employee exercises the right to leave work pursuant to this statute. An employee who is a victim of a crime must not lose seniority or precedence while absent from work for the reasons permitted under this law. The employer must not refuse to employ, bar, discharge from employment, or discriminate against an individual in compensation or other terms, conditions, or privileges of employment because the individual exercises their rights under this law.
Other Important Definitions/Requirements: Employers shall keep confidential any records regarding the employee's leave pursuant to this section. An employer may limit the leave provided if able to prove an undue hardship. For the purposes of this section an undue hardship means a significant difficulty and expense to a business and includes the consideration of the size of the employer's business and the employer's critical need of the employee.
Relationship to other leave: Does not run concurrent with Federal FMLA.
Victims of Juvenile Offense Leave – Ariz. Rev. Stat. Ann §§ 8-382, 8-420
Covered Employers: Employers with 50 or more employees for each day during 20 or more calendar weeks in the current year or the preceding year
Employee Eligibility: All employees of covered employers, if they are a victim of the juvenile crime at issue. If the person against whom the delinquent act was committed is killed or incapacitated, the “victim” includes the person’s spouse, parent, child, grandparent or sibling, any other person related to the person by consanguinity or affinity to the second degree or any other lawful representative of the person. Exception: an employee who is the accused or is in custody for a crime.
Entitlement: Victims of juvenile offenses are entitled to leave work to attend criminal proceedings in which they were a victim of a crime, or to obtain or attempt to obtain an order of protection, an injunction against harassment, or any other injunctive relief to help ensure the health, safety, or welfare of the victim or the victim's child.
Employer Notice: Not specified
Employee Notice: Before the employee uses leave under this law, they must provide a copy of the form provided to them by a law enforcement agency, or a court order they're subject to, or any other proper documentation, and if applicable, give the employer a copy of the notice of each scheduled proceeding that is provided to the victim by the agency responsible for providing notice to the victim.
Obligation to provide certification or documents supporting need for leave: See above.
Paid: An employee may elect to use, or the employer may require the employee to use, the employee's accrued paid vacation, personal leave, or sick leave.
Benefits: Continue
Reinstatement: An employer may not dismiss an employee who is a victim of a juvenile offense because the employee exercises the right to leave work pursuant to this statute. An employee who is a victim of a crime must not lose seniority or precedence while absent from work for the reasons permitted under this law. The employer must not refuse to employ, bar, discharge from employment, or discriminate against an individual in compensation or other terms, conditions, or privileges of employment because the individual exercises their rights under this law.
Other Important Definitions/Requirements: Employers shall keep confidential any records regarding the employee's leave pursuant to this section. An employer may limit the leave time if able to prove an undue hardship. For the purposes of this section an undue hardship means a significant difficulty and expense to the business, and includes consideration of the size of the employer's business and the employer's critical need of the employee.
Relationship to other leave: Does not run concurrent with Federal FMLA.
Absence Specifications
| Concurrency |
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| Intake Trigger |
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| Covered Employer Threshold |
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| Employee Eligibility requirements |
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| Length of time provided |
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| Calendar |
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