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The new Chief Justice requested a four-month leave of absence on March 28, 1864, for the purpose of moving his wife to the territory. His initial plans to go to Iowa were modified on April 9 when the citizens of Fort Whipple selected Turner to represent Arizona at the 1864 Republican National Convention in Baltimore beginning June 7.
Shortly after his arrival, Shields requested a leave of absence following the January session to "close up my business" back in Michigan. [8] The Arizona Reports lists eight opinions authored by Shields. [9] Several had only short term importance such as a procedural matter in Soloman v. Norton, 2 Arizona 100 (1886), a mortgage foreclosure case ...
The labour law concept of leave, specifically paid leave or, in some countries' long-form, a leave of absence, is an authorised prolonged absence from work, ...
Paid time off, planned time off, or personal time off (PTO), is a policy in some employee handbooks that provides a bank of hours in which the employer pools sick days, vacation days, and personal days that allows employees to use as the need or desire arises.
As a result, there is a complex patchwork of federal, state, and local laws which offer workers protection for unpaid leave, based on a variety of different factors. This patchwork of laws makes it increasingly difficult for employers to remain in compliance. [11] The federal laws that impact absence management include:
The Arizona Revised Statutes (ARS) is the name given to the statutory laws in the U.S. state of Arizona. The ARS went into effect on January 9, 1956. [1] It was most recently updated in the second regular session of the 55th legislature. There are 49 titles, although three have been repealed.
The Arizona Legislature passed several new laws in 2023. They are going into effect on Oct. 30 and could impact you and your family. Tax rebates, a do-not-text ban: These new Arizona laws might ...
In United States labor law, at-will employment is an employer's ability to dismiss an employee for any reason (that is, without having to establish "just cause" for termination), and without warning, [1] as long as the reason is not illegal (e.g. firing because of the employee's gender, sexual orientation, race, religion, or disability status).