MVP Seminars is the place you need to navigate for detailed knowledge concerning Arizona-specific harassment laws. Considering the fast-changing nature of employment, it is to observe and ensure compliance with applicant’s state-specific statutes. As such, in this guide we cover the important elements of Arizona’s harassment regulations, allowing not only employers but also employees to get familiarized with the necessary details that would serve for ensuring a working atmosphere free of discrimination and bullying.

In Arizona, harassment is wide and extends to unwanted conduct or communication that makes the environment intimidating, hostile; offensive in places of work or work areas. The laws include different types of harassment like verbal, physical or visual unsolicited abuses. It is largely due to the fact that both the employer and workers are responsible for establishing a working environment without discrimination and harassment.

1. Equal Opportunity Employment (EOE): In accordance with Arizona law, it is prohibited to discriminate employees on the base of race, color, religion belief. The employers have to offer equal chances and the same fairness throughout the job opportunities.
2. Workplace Policies: Employers should be strongly advised to fight certain forms of harassment in full, engaging various policy measures. These policies should be entirely comprehensive in dictating what is considered as harassment, the reporting process and the penalties or consequences for infractions.
3. Training Programs: The mandatory training sessions conducted every week would help reduce such incidents as workplace harassments. The content of these programs should include the concept and characterization of harassment, built-in reporting mechanisms; systemic observation on well behavioral environment.
4. Prompt Investigations: Employers should respond promptly in case they receive reports regarding harassments. Their responses should be full-scale and detailed. This includes taking necessary action of corrective measure if the harassment has been found validated.