EmployeeScreenIQ serves an impressive roster of clients ranging from Fortune 100 organizations to mid-size corporations representing a diversity of industries. So whether you employ people in Arizona, throughout the United States or in over 200 countries abroad, we are your one stop shop for employment background checks.

Listed below are some things that those who conduct employee background checks in the state of Arizona should know.


State Capital



The state of Arizona has 15 counties.

State Court Structure

  • Trial Courts: The superior court is the state’s court of general jurisdiction. Superior courts have jurisdiction over a number of matters including misdemeanor and felony criminal cases.
  • Appellate Courts: The court of appeals is the intermediate appellate court and hears appealed case from the superior courts.
  • Supreme Court of Arizona: The Arizona Supreme Court is the highest court in the state.  It reviews appeals and provides rules of procedure for all the courts in the state. The court has discretionary jurisdiction, meaning that the court may refuse to review the findings of the lower court.

Federal Court Structure

Trial Courts:

  • United States District Court for the District of Arizona

Appellate Court:

  • Federal cases in Arizona are appealed to the United States Court of Appeals for the Ninth Circuit

Ban the Box

  • Arizona does not have a statewide ban the box law.
  • City and County Ban the Box: Tucson

Credit Reports

Arizona does not have a law that restricts the use of credit reports in the hiring process.

Other Limitations on Screening for Employers

Public employers may only use conviction records to deny employment if the offense is reasonably related to the position held or sought.

Medical Marijuana

The state of Arizona has a law which legalizes medical marijuana.

Social Media

The state of Arizona does not restrict or limit private employers from accessing and requesting employee/candidate log in information for personal social media accounts.

The information on this page is provided as general educational information and is not legal advice, either express or implied. Consultation with qualified legal counsel is recommended for all matters of employment law.