Arizona Employees Paid Sick Time

Arizona Earned Paid Sick Time 


Beginning July 1, 2017, AURA will provide paid sick time to all staff in Arizona in accordance with the Fair Wages and Health Families Act (A.R.S. Sec 5-23-371et seq.). 

Regular and temporary full-time and part-time Arizona staff (regularly scheduled to work at least half time -- 20+ hours per week) will accrue leave per the AURA Policy B-VII-C -Absences/Sick Leave but may use up to 40 hours of sick leave in a calendar year in accordance with this policy.


All employees in the state of Arizona.


Part-time and temporary employees not eligible for the AURA Absences/Sick Leave Policy will accrue earned paid sick time in accordance with the Arizona law at the rate of one hour of sick time for every 30 hours worked up to a maximum accrual of 40 hours per calendar year. 

Use of earned paid sick time

Earned paid sick time may be used in increments of 6 minutes, up to a maximum of 40 hours in a calendar year as it is accrued.  

Earned paid sick time may be used for the following purposes.

(1) medical care or mental or physical illness, injury, or health condition; or
(2) a public health emergency; and
(3) absence due to domestic violence, sexual violence, abuse, or stalking.

Employees may use earned paid sick time for themselves or for family members, employees may use up to 40 hours of sick leave for a family member as outlined below.

A “family member” for purposes of this policy includes:

1. Regardless of age, a biological, adopted or foster child, stepchild or legal ward, a child of a domestic partner, a child to whom the employee stands in loco parentis, or an individual to whom the employee stood in loco parentis when the individual was a minor;

2. A biological, foster, stepparent or adoptive parent or legal guardian of an employee or an employee's spouse or domestic partner or a person who stood in loco parentis when the employee or employee's spouse or domestic partner was a minor child;

3. A person to whom the employee is legally married under the laws of any state, or a domestic partner of an employee as registered under the laws of any state or political subdivision;

4. A grandparent, grandchild or sibling (whether of a biological, foster, adoptive or step relationship) of the employee or the employee's spouse or domestic partner; or

5. Any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship.

Employees requesting time off under this policy should provide as much advanced notice to their supervisor as practicable.  Such requests may be made orally, in writing or by electronic means.  When possible, the request shall include the expected duration of the absence.

When the use of earned paid sick time is foreseeable, the employee shall make a good faith effort to provide notice of the need for such time to their supervisor in advance of the use of the earned paid sick time and shall make a reasonable effort to schedule the use of earned paid sick time in a manner that does not unduly disrupt the employment operations.

Employees who take more than three consecutive workdays of leave may be required to provide appropriate documentation to human resources in support of the leave taken.

Employees should indicate the sick time used on their timecard as Sick-Employee for time off taken for the themselves and Sick-Family Member for time taken for a family member.

Carry Over

Accrued, unused time under this policy will carry over each year up to a maximum accrual of 40 hours.

Unused time under this policy is not paid out at the time of separation from employment. However, employees who are re-employed with the company within a year of separation will have their accrued unused bank of time off under this policy made available to them.

Leave under this policy may run concurrently with leave taken under other applicable policies as well as under local, state or federal law, including leave taken pursuant to the Family and Medical Leave Act (FMLA).

For more information regarding leave under this policy, contact your Human Resources Representative.