On March 14, 2017, the Arizona Supreme Court unanimously rejected a challenge by an employer-backed group to Proposition 206. Yes, this means there is no further question about the $10/hour minimum wage. Most companies have addressed or are ready to address that.
But that is not enough. The sick leave portion provision of Prop 206 takes effect in July. For many companies, this will require new paid time off and sick leave policies, or at least revisions to their existing policies. And beware the ramifications of any polices that attempt to address these time off issues retroactively.
The Arizona Supremes did not issue any guidance about the reasoning behind their ruling. That will follow. This ruling sends a renewed clear message to employers that they need to plan for Prop 206's sick leave requirements now.
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