Stephanie Howard
Phone pending
About Stephanie Howard
Stephanie Howard is an employment law attorney in solo practice representing workers and employers in Arizona, Arizona. Arizona employment law combines state statute (ARS Title 23, including the Arizona Employment Protection Act and the Arizona Civil Rights Act) with federal protections under Title VII, the FLSA, FMLA, ADEA, and ADA, addressing at-will termination disputes, wage claims, discrimination, and retaliation. Contact details are listed below.
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Education
- Law School: Wm Mitchell
Common questions about Employment Law in Arizona
Answered by Arizona Attorney Search Network
Can my employer require a drug test?
In most cases, yes, under Arizona's Drug Testing of Employees Act (ARS §§ 23-493 to 23-493.11). Employers must follow specific procedural requirements for the drug-testing program to be valid as a basis for employment decisions, including written policy, qualified testing methods, and confidentiality. Medical marijuana cardholders have specific protections under ARS § 36-2814 in some employment contexts.
What is the statute of limitations for an Arizona discrimination claim?
Under federal law (Title VII), a charge must be filed with the EEOC within 300 days of the discriminatory act in deferral states like Arizona. Under the Arizona Civil Rights Act (ARS §§ 41-1463 et seq.), a charge with the Arizona Civil Rights Division must be filed within 180 days. Both administrative steps are required before filing a lawsuit; missing the deadlines generally bars the claim entirely.
Can I be fired for filing a workers' compensation claim in Arizona?
No. ARS § 23-1501(A)(3)(c) makes retaliation for filing or attempting to file a workers' compensation claim an actionable wrongful termination, even in an at-will state. Successful plaintiffs can recover lost wages, emotional distress damages, and reinstatement; willful retaliation may also support punitive damages.