Trial Tested. Trial Ready.

At the Intersection of Business and Law

We see the Big Picture Before Others Do.

Arizona Employment Law & Business Litigation Since 1996

Faulkner Law Offices is the premier law firm for your employment and business law needs. With decades of experience, our firm excels at providing timely solutions and effective results. From the very first phone call through every step of the process, you’ll get approachable, honest and skillful legal representation. We welcome challenges, complex facts and difficult claims.

The firm prides itself on providing clients with large law firm expertise at cost-effective fees. Most importantly, we are a results-oriented firm and will always be candid and up front with you about your individual legal situation. Through strong negotiation, an unwavering dedication to our clients and a solid understanding of the applicable laws, we are committed to providing the very best legal representation possible. We are trial tested and trial ready.

Faulkner Law Offices is an Arizona-based firm, serving clients statewide, including the Phoenix and Scottsdale communities. We provide dedicated and dependable legal representation to individuals and businesses of all sizes, focusing in the following legal practice areas:

Employment Law

We represent both employees and employers in a variety of legal claims, including: wage and hour (FLSA), whistleblower, Title VII (employment discrimination), the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADAA).

Business Litigation

Business litigation matters including breach of contract actions of all varieties.

Accident and Personal Injury Law

Faulkner Law Offices handles wrongful deaths or injuries resulting from another person’s or company’s negligence arising out of motor vehicle accidents, dog bites, premises liability and/or from the use of defective products.

Latest Blog Entry

New Form I-9: Get Ready Now

All U.S. employers must complete a Form I-9 for every newly hired employee, verifying their eligibility to work in this country. The current Form I-9 has been in use since March 2013, and since that date numerous rules relating to proper completion of it have exposed employers to significant risk of making inadvertent but costly technical errors. To address many of the problems with the 2013 Form I-9, the U.S. Citizenship and Immigration Services (USCIS) has created a new and enhanced Form I-9. Employers may continue to use the soon-to-be-obsolete Form I-9 through January 21, 2017; however beginning on January 22, 2017, employers must use the new Form. For ease: November 14, 2016 – January 21, 2017: Employers may use either the old version, coded 03/08/2013 N (in the bottom left corner), OR the new version, coded 11/14/2016 N. Beginning January 22, 2017: Employers must use the new version only. Many of the enhancements to the Form I-9 are by way of drop-down menus or prompts, which in order to utilize require filling out the Form using Adobe Reader. Following are some of the enhancements that should help employers avoid making technical errors and avoid facing hefty fines: Users can access instructions electronically, print the Form and clear the Form to start over; Certain fields will validate that the entered data is within parameters (e.g., that the Social Security Number entered has the correct number of digits); Embedded instructions are included for completing each field; Additional spaces are provided to enter multiple preparers or the use of a translator, and a check box labeled “I did not use... read more

Exempt Versus Non-Exempt (From Overtime Requirements): A Reminder That Changes Are Coming Soon

Background: The Fair Labor Standards Act (the FLSA) sets a minimum wage for most employees in the United States (with states having the right to increase it). The FLSA also requires that overtime be paid to employees when they work more than 40 hours in a workweek. As you might expect, there are lists of exceptions in the FLSA to both of these simple rules. This article addresses only one exception, what’s commonly referred to as the “White Collar” Exemption. The White Collar Exemption is the most common exception to both the FLSA’s minimum wage and the overtime requirements.[1] The test for whether an employee is Exempt under the White Collar Exemption from the overtime and minimum wage requirements has two parts – both a compensation test and a job duties test. The compensation part of the test will change dramatically on December 1, 2016, and though the job duties test remains unchanged, many employers are looking closely at all job positions to make sure each one is properly categorized and paid as non-exempt or exempt. This may impact you, so here are some things you should know. The Test for the White Collar Exemption (the test that determines whether your employer has to pay you overtime): Five basic job types may be Exempt under the White Collar Exemption: Executive Employees, Administrative Employees, Professional Employees, Outside Sales Employees and Computer Employees.   The FLSA[2] doesn’t want employers to deny employees the right to be paid overtime simply by labelling someone an Executive or a Professional (or any other title suggested by the job types) and so it lists in pretty... read more

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