Rachel Monroe Michigan enforces non-compete agreements that protect a reasonable competitive business interest and are reasonable in duration, geographic area, and type of work. The statutory test, the blue-pencil rule, and what an enforcement suit involves.
Massachusetts sets two separate final paycheck deadlines depending on whether the employee was discharged or left voluntarily, and a late payment carries mandatory treble damages under the Wage Act.
Virginia has no state family leave statute for private employers, so FMLA requests in the Commonwealth follow federal law. This article covers the eligibility test, the notice an employee gives, the certification deadline, the forms an employer sends back, and what state employees get on top of FMLA.
FMLA leave in California is requested from the employer rather than a state agency. This article covers eligibility, notice timing, medical certification deadlines, how the California Family Rights Act runs alongside the federal law, and where wage replacement comes from during unpaid leave.
Arizona has no state family-leave program, so FMLA requests go to the employer under federal rules. Notice timing, certification deadlines, and eligibility.
Michigan sets no fixed day count for most final paychecks. The Payment of Wages and Fringe Benefits Act ties the deadline to how fast the amount can be determined, backed by the regular payday rules, a 12-month complaint window, and a 10% annual penalty.
California pays final wages on the last day after a discharge and within 72 hours after most resignations. Vested vacation is included, and a late check runs up a daily penalty for as long as 30 days.
Arizona sets two final-paycheck deadlines under A.R.S. § 23-353: seven working days after a discharge, or the next regular payday when an employee quits. Unpaid wages can support a Labor Department claim up to $12,000 or a civil action for treble damages.
FMLA leave at a Massachusetts employer is requested from the employer rather than a state agency. The notice, certification, and deadline rules, and how the request lines up with a Massachusetts PFML application.
Virginia sets the final paycheck deadline at the next regular payday for the pay period worked, and backs it with liquidated damages, interest, and criminal penalties for willful nonpayment.
Earned PTO is a wage in California. It cannot be forfeited, it is paid at the final rate when employment ends, and a late payout can carry a waiting time penalty.
Washington has no statute forcing employers to cash out unused PTO when a job ends. The employer’s own policy usually decides, and a promised payout is enforceable as wages.