Rachel Monroe In Pennsylvania, a final paycheck is due by the next regular payday after separation, whether an employee is fired or quits. This article covers the deadline, what wages are owed, late-payment penalties, and how to file a wage claim.
How Illinois law sets the deadline for a final paycheck after you quit, are laid off, or are fired, including earned unused vacation and what to do when final pay is late.
Ohio sets no special deadline for a final paycheck after termination. Final wages are due on the next regular payday under ORC 4113.15, with liquidated damages if pay is 30 days late.
New York sets no separate final-pay deadline. A last paycheck is due by the next regular payday, with wage-claim penalties that can double what is owed.
Georgia has no statutory deadline for a final paycheck. A plain-language look at when last wages are due after quitting or being fired, what the check must include, and how to recover earned wages that go unpaid.
Florida has no statute setting a final-paycheck deadline. Final wages are due on the next regular payday. This spoke covers what the last check must include, PTO payout rules, and how to recover unpaid wages through the DOL or a Florida wage claim.
The Texas Payday Law sets when a final paycheck is due after a job ends: within six calendar days of a discharge, or by the next regular payday for a worker who quits. Here is what the check must include, when deductions are allowed, and how to file a wage claim with the Texas Workforce Commission.
Ohio does not cap security deposits, but R.C. 5321.16 requires a landlord to return the deposit with itemized deductions within 30 days of move-out and a written forwarding address, or owe double damages and attorney fees.
Pennsylvania limits residential security deposits to two months’ rent in the first year and one month after, and requires landlords to return the deposit or an itemized list of damages within 30 days. Here is what the Landlord and Tenant Act of 1951 requires.
Texas does not require employers to pay out unused PTO at termination. Unused vacation or PTO is owed only when a written policy or employment agreement promises it, enforceable through the Texas Payday Law.
How Texas decides whether a covenant not to compete is enforceable: the Section 15.50 test, reasonable limits, reformation of overbroad clauses, and the stalled federal ban.
In Texas, employee vs independent contractor turns on the common-law right-to-control test. How the TWC 20-factor approach, the IRS three-category rules, and the FLSA economic-reality test each apply, and how to get a determination.