Employment Law

Representing Employer

• We have represented several employers in drafting employment contracts and employment manuals to protect them from potential claims against disgruntled employees.
• We represented a prominent Scottsdale nightclub in a sexual harassment action brought by one of its former employees. After substantial proceedings before the Equal Employment Opportunity Commission, our client was able to settle the claim for an insignificant amount.

Representing Employees

• We represented a fifty-three-year-old woman in a sexual discrimination case against a publicly-traded national company. Our client was discriminated against because, unlike other employees, she was not young, attractive, and willing to date senior executives. After lengthy litigation in federal court, our client received a substantial settlement.
• We have represented numerous employees in matters related to their employers’ failure to pay their commissions or other wages. We have been able to use Arizona statues, which require payment of triple damages if a company willfully withholds wages.

Arizona Employers Sanction

By law employers have to keep documented verification that all of their employees are authorized to work in the United States. An I-9 form is filed be each individual employee, to verify their legal rights to work. That means you must be able to provide any of the legal documentation through a program known specifically as Employer Sanctions.

Documented I-9 compliance is taken very seriously, and any missing I-9 forms will result in failure to comply and could cost thousands of dollars in fines, whether you’ve hired any unauthorized workers or not. Gunderson, Denton & Peterson is familiar with the processes involving Employer Sanctions compliance, and can help you understand how to protect your company from liability through compliance of Employers Sanction and I-9 verifications.

Protecting the rights of any and all legal workers who may appear to be a foreign immigrant, because of their race, accent, appearance, or skin color, the law prohibits any employers from unfair or discriminatory immigrant related employment practices, whether in the hiring process or by failure to comply with Employer Sanctions. If you learn of a current employee that isn’t of legal status, you must relieve the employee to avoid facing thousands of dollars in fees and fines or criminal charges.

Compliance with Employers Sanction & I-9 Verification

Inspections may ensue, if there is any failure on an employers part, to comply with these regulations, and would result in large fines, so it is wise to have the assistance of an experienced Attorney that can guide you throughout the process, and help you understand the rules and regulations for complying with Employee Sanctions and I-9 documentation.

It is important to Gunderson, Denton & Peterson that we help protect this aspect of your company would help further eliminate any remaining liability, and potential financial loss or reputation damage for hiring unauthorized employees. The legal verification process for new employees can vary, but it is a must that the verification of an employee’s legal working status be completed within the first three days of them being hired onto your company.

If you are an employer, whether a start-up business or an existing company, individually owned or commercial, Gunderson, Denton & Peterson is experienced in this field and can give you expert assistance for employers! You don’t want to be responsible for the penalties and fines of having unauthorized employees!

For any information regarding Employers Sanction, rules regulation and laws, as well as other compliance services, contact the Attorneys at Gunderson, Denton & Peterson for professional and quality assistance!