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Work Exposure To Bodily FluidsWORK EXPOSURE TO BODILY FLUIDSNOTICE TO EMPLOYEESRe: Human Immunodeficiency Virus (HIV),Acquired Immune Deficiency Syndrome (AIDS) & Hepatitis CEmployees are notified that a claim may be made for a condition, infection, disease ordisability involving or related to the Human Immunodeficiency Virus (HIV) or Acquired ImmuneDeficiency Syndrome (AIDS), or Hepatitis C within the provisions of the Arizona Workers’Compensation Law, and the rules of The Industrial Commission of Arizona. Such a claim shallinclude the occurrence of a significant exposure at work, which generally means contact of anemployee’s ruptured or broken skin or mucous membrane with a person’s blood, semen, vaginalfluid, surgical fluid(s) or any other fluid(s) containing blood. AN EMPLOYEE MUSTCONSULT A PHYSICIAN TO SUPPORT A CLAIM. Claims cannot arise from sexual activityor illegal drug use.Certain classes of employees may more easily establish a claim related to HIV or AIDS, orHepatitis C if they meet the following requirements:1. The employee’s regular course of employment involves handling or exposure to blood,semen, vaginal fluid, surgical fluid(s) or any other fluid(s) containing blood. Included in thiscategory are health care providers, forensic laboratory workers, fire fighters, law enforcementofficers, emergency medical technicians, paramedics and correctional officers.2. NO LATER THAN TEN (10) CALENDAR DAYS after a possible significantexposure which arises out of and in the course of employment, the employee reports in writing tothe employer the details of the exposure as provided by Commission rules. Reporting forms areavailable at the office of this employer or from the Industrial Commission of Arizona, 800 W.Washington, Phoenix, Arizona 85007, (602) 542-4661 or 2675 E. Broadway, Tucson, Arizona85716, (520) 628-5181. If an employee chooses not to complete the reporting form, that employeemay be at risk of losing a prima facie claim.3. NO LATER THAN TEN (10) CALENDAR DAYS after the possible significantexposure the employee has blood drawn, and NO LATER THAN THIRTY (30) CALENDARDAYS the blood is tested for HIV OR HEPATITIS C by antibody testing and the test results arenegative.4. NO LATER THAN EIGHTEEN (18) MONTHS after the date of the possiblesignificant exposure at work, the employee is retested and the results of the test are HIV positive orthe employee has been diagnosed as positive for the presence of HIV, or NO LATER THANSEVEN (7) MONTHS after the date of the possible significant exposure at work, the employee isretested and the results of the test are positive for the presence of Hepatitis C or the employee hasbeen diagnosed as positive for the presence of Hepatitis C.KEEP POSTED IN CONSPICUOUS PLACENEXT TO WORKERS’ COMPENSATION NOTICE TO EMPLOYEESEDLAZM1 03/08EDLAZTHIS NOTICE APPROVED BY THE INDUSTRIALCOMMISSION OF ARIZONA FOR CARRIER USE

Constructive DischargeImportant Information Concerning Constructive Discharge ClaimsUnder Arizona State LawIf you believe that working conditions at your place ofemployment may become intolerable, causing you to resign,you are encouraged to communicate this to your employer.Under Section 23-1502, Arizona Revised Statutes, an employee may be required tonotify an appropriate representative of the employer IN WRITING that a workingcondition exists that the employee believes is intolerable, that will compel theemployee to resign or that constitutes a constructive discharge, if the employee wantsto preserve the right to bring a claim against the employer alleging that the workingcondition forced the employee to resign. Under the law, an employee may be requiredto wait for fifteen (15) calendar days after providing written notice before theemployee may resign if the employee desires to reserve the right to bring a constructive discharge claim against the employer. Employees may be entitled to a paid orunpaid leave of absence of up to fifteen (15) calendar days while waiting for theemployer to respond to the employee’s written communication about the employee’sworking condition.Under this law, as a precondition to your right to bring a constructive discharge claim against youremployer, you must take each of the following actions before deciding whether to resign:FIRST - NOTIFY an appropriate representative of your employer, IN WRITING, thata working condition exists that the employee believes is objectively intolerable, willcompel him to resign or constitutes grounds for a constructive discharge.THEN - Allow your employer FIFTEEN (15) days to respond in writing to the matterspresented in the written communication you have provided to your employer.FINALLY - READ and CONSIDER your employer’s response to your writtencommunication.Written notices are to be provided to the following company officialwho has been designated to receive such notices:Name of Company OfficialatDepartment/Location/Telephone NumberNOTWITHSTANDING ANY OTHER REQUIREMENTS OF THIS LAW, AN EMPLOYEEMAY BRING A CONSTRUCTIVE DISCHARGE CLAIM WITHOUT PRIOR WRITTENNOTICE IN THE EVENT OUTRAGEOUS CONDUCT BY THE EMPLOYER OR BY AMANAGING AGENT OF THE EMPLOYER, INCLUDING SEXUAL ASSAULT, THREATSOF VIOLENCE DIRECTED AT THE EMPLOYEE, A CONTINUOUS PATTERN OFDISCRIMINATORY HARASSMENT BY THE EMPLOYER OR BY A MANAGING AGENTOF THE EMPLOYER, OR OTHER CONDUCT IF THE CONDUCT WOULD CAUSE AREASONABLE EMPLOYEE TO FEEL COMPELLED TO RESIGN.EDLAZM5 03/08EDLAZEmployers: Please fill in the required information and display this poster in areas whereother notices to employees are customarily displayed.

Minimum WageARIZONA MINIMUM WAGE ACTEffective January 1, 2015 8.05 per hourEXEMPTIONS:The Arizona Minimum Wage Act does not apply to the following: Any personwho is employed by a parent or a sibling; Any person who is employedperforming babysitting services in the employer’s home on a casual basis; Anyperson employed by the State of Arizona or the United States government and;Any person employed in a small business grossing less than 500,000 in annualrevenue, if that small business is not covered by the Federal Fair Labor StandardsAct.TIPS:For any employee who customarily and regularly receives tips or gratuities, anemployer may pay a wage up to 3.00 per hour less than the minimum wage if theemployer can establish by its records that for each week, when adding tipsreceived to wages paid, the employee received not less than the minimum wagefor all hours worked. Certain other conditions must be met.RETALIATIONPROHIBITED:An employer is prohibited from taking any action against any personin retaliation for asserting a right(s) or assisting any person in doing so, orinforming any person of rights under the Arizona Minimum Wage Act.ENFORCEMENT: Any person or organization may file a complaint with the IndustrialCommission’s Labor Department alleging that an employer has violated theArizona Minimum Wage Act. Certain time limits apply. A civil action may alsobe filed as provided in the Act. Violations of the Minimum Wage Act may resultin significant penalties.INFORMATION: For additional information regarding the Arizona Minimum Wage Act you mayrefer to the Industrial Commission’s website at www.azica.gov or you may contact the IndustrialCommission’s Labor Department at 800 W. Washington, Phoenix, Arizona 85007-2022 or by telephoneat (602) 542-4515.EDLAZ1B 12/14EDLAZTHIS POSTER MUST BE CONSPICUOUSLY POSTED IN A PLACETHAT IS ACCESSIBLE TO EMPLOYEES

Unemployment InsurancePOU-003NOTICE TO EMPLOYEESYOU ARE COVERED BY UNEMPLOYMENT INSURANCE (UI)For an explanation of what this insurance means to you, visit our website atwww.azui.com for a copy of the pamphlet A Guide to Arizona UnemploymentInsurance Benefits (PAU-007). You may obtain additional information from theUnemployment Insurance office by calling (602) 364-2722 in the Phoenix area,(520) 791-2722 in the Tucson area, or toll free at 1-877-600-2722.IF YOU BECOME UNEMPLOYED, YOU MAY BE ELIGIBLE FORUNEMPLOYMENT BENEFITS IF YOU: Open or reopen a claim by going on line at www.azui.com. If you do not haveinternet access, go to your nearest Arizona Department of Economic Security(ADES) Employment Service (ES) office for assistance. Were separated from your last job for a non-disqualifying reason. Meet the wage requirements established by law. Are registered for work with Arizona Job Connection – DES will attempt toregister you based on the information you provide when your claim is filed. Actively seek work and remain available and able to accept suitableemployment. Meet all other eligibility requirements.You may receive partial unemployment insurance payments if your hoursand wages are reduced.POSTING REQUIRED BY ARS § 23-772.CEDLAZ1F 03/14EDLAZEqual Opportunity Employer/Program Under Titles VI and VII of the Civil Rights Act of 1964 (Title VI & VII), and theAmericans with Disabilities Act of 1990 (ADA), Section 504 of the Rehabilitation Act of 1973, the Age DiscriminationAct of 1975, and Title II of the Genetic Information Nondiscrimination Act (GINA) of 2008; the Department prohibitsdiscrimination in admissions, programs, services, activities or employment based on race, color, religion, sex, nationalorigin, age, disability, genetics and retaliation. The Department must make a reasonable accommodation to allow aperson with a disability to take part in a program, service or activity. Auxiliary aids and services are available uponrequest to individuals with disabilities. For example, this means if necessary, the Department must provide signlanguage interpreters for people who are deaf, a wheelchair accessible location, or enlarged print materials. It alsomeans that the Department will take any other reasonable action that allows you to take part in and understand aprogram or activity, including making reasonable changes to an activity. If you believe that you will not be able tounderstand or take part in a program or activity because of your disability, please let us know of your disability needsin advance if at all possible. To request this document in alternative format or for further information about this policy,contact your local office manager; TTY/TDD Services: 7-1-1. Free language assistance for DES services is availableupon request. Disponible en español en línea o en la oficina local.

Workers’ CompensationTO BE POSTED BY EMPLOYERPOLICY NUMBERNOTICE TO EMPLOYEESRE: ARIZONA WORKERS’ COMPENSATION LAWAll employees are hereby notified that this employer has complied with the provisions of theArizona Workers’ Compensation Law (Title 23, Chapter 6, Arizona Revised Statutes) as amended,and all the rules and regulations of The Industrial Commission of Arizona made in pursuancethereof, and has secured the payment of compensation to employees by insuring the payment ofsuch compensation with:All employees are hereby further notified that in the event they do not specifically reject theprovisions of the said compulsory law, they are deemed by the laws of Arizona to have acceptedthe provisions of said law and to have elected to accept compensation under the terms thereof; andthat under the terms thereof employees have the right to reject the same by written notice thereofprior to any injury sustained, and that the blanks and forms for such notice are available to allemployees at the office of this employer.PARA SER COLOCADO POR EL PATRONNUMERO DE POLIZAAVISO A LOS EMPLEADOSRE: LEY DE COMPENSACION PARA LOS TRABAJADORES DE ARIZONAA todos los empleados se les notifica por este medio que este patron ha cumplido con lasprovisiones de la Ley de Compensacion para los Trabajadores de Arizona (Titulo 23, Capitulo 6,Estatutos Enmendados de Arizona) tal como han sido enmendados, y con todas las regias yordenanzas de La Comision Industrial de Arizona hechas en cumplimiento de esta, y ha aseguradoel pago de compensacion a los empleados garantizando el pago de dicha compensacion por mediode;Ademas, a todos los empleados se les notifica por este medio que en caso de queespecificamente ellos no rechazen las disposiciones de dicha ley obligatoria, se les considerarabajo las leyes de Arizona de haber aceptado las provisiones de dicha ley y de haber escogidoaceptar la compensacion bajo estos terminos; tambien bajo estos terminos los empleados tienen elderecho de rechazar la misma por medio de una notificacion por escrito antes de que sufran algunalesion, todos los formularios o formas en blanco para tal notificacion por escrito estarandisponibles para todos los empleados en la oficina de este patron.KEEP POSTED IN A CONSPICUOUS PLACE.EDLAZ1L 08/09EDLAZCOLOQUESE EN LUGAR VISIBLE.

Work Exposure to MRSA, Spinal Meningitis & TBWORK EXPOSURE TO METHICILLIN-RESISTANT STAPHYLOCOCCUSAUREUS (MRSA), SPINAL MENINGITIS, OR TUBERCULOSIS (TB)Notice to EmployeesEmployees are notified that a claim may be made for a condition, infection, disease ordisability involving or related to MRSA, spinal meningitis, or TB within the provisions ofthe Arizona Workers’ Compensation Law. (A.R.S. § 23-1043.04) Such a claim shallinclude the occurrence of a significant exposure at work, which is defined to mean anexposure in the course of employment to aerosolized MRSA, spinal meningitis or TBbacteria. Significant exposure also includes exposure in the course of employment toMRSA through bodily fluids or skin.Certain classes of employees (as defined below) may more easily establish a claimrelated to MRSA, spinal meningitis or TB by meeting the following requirements:1. The employee’s regular course of employment involves handling or exposure toMRSA, spinal meningitis or TB. For purposes of establishing a claim under thissection, “employee” is limited to firefighters, law enforcement officers,correction officers, probation officers, emergency medical technicians andparamedics who are not employed by a health care institution;2. No later than thirty (30) calendar days after a possible significant exposure, theemployee reports in writing to the employer the details of the exposure;3. A diagnosis is made within the following time-frames:a.For a claim involving MRSA, the employee must be diagnosed withMRSA within fifteen (15) days after the employee reports pursuant toItem No. 2 above;b. For a claim involving spinal meningitis, the employee must be diagnosedwith spinal meningitis within two (2) to eighteen (18) days of the possiblesignificant exposure; andc.For a claim involving TB, the employee is diagnosed with TB withintwelve (12) weeks of the possible significant exposure.Expenses for post-exposure evaluation and follow-up, including reasonably requiredprophylactic treatment for MRSA, spinal meningitis, and TB is considered a medicalbenefit under the Arizona Workers’ Compensation Act for any significant exposure thatarises out of and in the course of employment if the employee files a claim for thesignificant exposure or the employee reports in writing the details of the exposure.Providing post-exposure evaluation and follow-up, including prophylactic treatment,does not, however, constitute acceptance of a claim for a condition, infection, disease ordisability involving or related to a significant exposure.EDLAZ1T 07/11EDLAZEmployers must post this notice in a conspicuous place next to the Workers’ Compensation Notice to Employees.

No SmokingThank you for not -429-6676Smoke-Free Arizona Act ARS§36-601.01EDLAZM9 03/08EDLAZSMOKEFREEARIZONATo report a violation or file a complaint:

At the time of purchase, our downloadable posters are guaranteed to be compliant and the most up-to-date versions available. Please refer to our website for additional size and color compliance information. Based on your specific industry, additional posters may be required. EDLAZ 2014 EDI Arizona Labor Law Posters