2023 Arizona Revised Statutes › Title 23 - Labor › § 23-1361 - Blacklist; definition; exceptions; privileged communications; immunity

23-1361.
Blacklist;  definition;  exceptions;  privileged communications;  immunity
A. " Blacklist"  means any understanding or agreement whereby the names of any person or persons,  list of names,  descriptions or other means of identification shall be spoken,  written,  printed or implied for the purpose of being communicated or transmitted between two or more employers of labor,  or their bosses,  foremen,  superintendents,  managers,  officers or other agents,  whereby the laborer is prevented or prohibited from engaging in a useful occupation. Any understanding or agreement between employers,  or their bosses,  foremen,  superintendents,  managers,  officers or other agents,  whether written or verbal,  comes within the meaning of this section and it makes no difference whether the employers,  or their bosses,  foremen,  superintendents,  managers,  officers or other agents,  act individually or for some company,  corporation,  syndicate,  partnership or society and it makes no difference whether they are employed or acting as agents for the same or different companies,  corporations,  syndicates,  partnerships or societies.
B. It is not unlawful for a former employer to provide to a requesting employer,  or agents acting in the employer's behalf,  information concerning a person's education,  training,  experience,  qualifications and job performance to be used for the purpose of evaluating the person for employment. It is not unlawful for a school district to provide information received as a result of a fingerprint check required by section 15-512 to any other school district if requested to do so by the person who was the subject of the fingerprint check or communicate to any school district if requested to do so by the person who applied for a fingerprint clearance card whether the person has been issued or denied a fingerprint clearance card. A copy of any written communication regarding employment must be sent by the employer providing the information to the former employee's last known address.
C. An employer who in good faith provides information requested by a prospective employer about the reason for termination of a former employee or about the job performance,  professional conduct or evaluation of a current or former employee is immune from civil liability for the disclosure or the consequences of providing the information. There is a presumption of good faith if either:
1. The employer employs less than one hundred employees and provides only the information authorized by this subsection.
2. The employer employs at least one hundred employees and has a regular practice in this state of providing information requested by a prospective employer about the reason for termination of a former employee or about the job performance,  professional conduct or evaluation of a current or former employee.
D. The presumption of good faith under subsection C of this section is rebuttable by showing that the employer disclosed the information with actual malice or with intent to mislead. This subsection and subsection C of this section do not alter any privileges that exist under common law. For the purposes of this subsection,  " actual malice"  means knowledge that the information was false or was provided with reckless disregard of its truth or falsity.
E. Communications concerning employees or prospective employees that are made by an employer or prospective employer,  or by a labor organization,  to a government body or agency and that are required by law or that are furnished pursuant to written rules or policies of the government body or agency are privileged.
F. An employer,  including this state and its agencies,  a labor organization or an individual is not civilly liable for privileged communications made pursuant to subsection E of this section.
G. In response to a request by another bank,  savings and loan association,  credit union,  escrow agent,  commercial mortgage banker,  mortgage banker or mortgage broker it is not unlawful for a bank,  a savings and loan association,  a credit union,  an escrow agent,  a commercial mortgage banker,  a mortgage banker or a mortgage broker to provide a written employment reference that advises of the applicant's involvement in any theft,  embezzlement,  misappropriation or other defalcation that has been reported to federal authorities pursuant to federal banking guidelines or reported to the department of insurance and financial institutions. In order for the immunity provided in subsection H of this section to apply,  a copy of the written employment reference must be sent by the institution providing the reference to the last known address of the applicant in question.
H. A bank,  savings and loan association,  credit union,  escrow agent,  commercial mortgage banker,  mortgage banker or mortgage broker is not civilly liable for providing an employment reference unless the information provided is false and the bank,  savings and loan association,  credit union,  escrow agent,  commercial mortgage banker,  mortgage banker or mortgage broker providing the false information does so with knowledge and malice.
I. A court shall award court costs,  attorney fees and other related expenses to any party that prevails in any civil proceeding in which a violation of this section is alleged.