Final paychecks, PTO laws, non-competes, FMLA, severance, and unemployment procedures by state.
Minnesota has no single employee vs independent contractor test. Unemployment insurance weighs five factors, workers’ compensation centers on control, and building construction runs a 14-part statutory test with penalties of up to $10,000 per misclassified worker.
A map of the state statutes that set pay, hours, leave, classification, and job-protection rules for New Jersey workers, with the current figures and the agency that enforces each one.
Minnesota has no statute requiring employers to cash out unused vacation or PTO at termination. The employer’s written policy decides whether the balance is owed, and the wage-payment statutes decide when it must be paid.
No Massachusetts statute requires severance pay. When an employer offers it, the money is consideration for a signed release of claims, and the release is governed by federal waiver-timing rules, the Wage Act, and the noncompete statute.
Massachusetts paid family leave covers most people who work in the state once they meet a base-period earnings test. This article explains who counts as a covered individual, the 2026 earnings threshold, the qualifying reasons and week limits, and how DFML calculates the weekly benefit.
A non-compete agreement is unenforceable against an employee in California, including one signed in another state. This article covers what Business and Professions Code sections 16600, 16600.1, and 16600.5 do, the narrow sale-of-business exceptions, and the remedies available to workers.
Unused Massachusetts earned sick time carries over into the next calendar year up to 40 hours, but the 40-hour annual use cap limits what a carried balance is worth, and no statute requires a payout when the job ends.
California’s WARN Act requires 60 days’ written notice before a mass layoff of 50 or more employees at a site with 75 or more workers. Who receives notice, what it must say, the two statutory exceptions, and what a missed notice costs an employer.
California severance pay is voluntary, and the payment is consideration for a release of claims. What the release covers, which clauses state law voids, and how the review and revocation windows run.
Arizona decides employee versus independent contractor status separately under unemployment insurance, workers’ compensation, and federal wage and tax law. Each test asks a different question, and a worker can be a contractor under one and an employee under another.
Michigan has no single definition of independent contractor. Unemployment insurance uses the IRS 20-factor test, workers’ compensation uses a three-part statutory rule, and wage and tax coverage turn on other standards.
Michigan unemployment claims go to the Unemployment Insurance Agency through the MiWAM portal or by phone. What the wage tests require, what the application asks for, what the state pays in 2026, and how a denial is protested.