Answer: A separated employee's wages become due and payable at the regular payday(s) established in advance by the employer for the period(s) worked by the employee. In other words, payroll should simply follow its normal course.

Answer: A separated employee's wages become due and payable at the regular payday(s) established in advance by the employer for the period(s) worked by the employee. In other words, payroll should simply follow its normal course. See similar questions...

You are only qualified if you have a seven-day layoff between the Impact Date and Expiration Date of the certification. To determine what those dates are see the list of Certifications. If your last layoff was a quit or a discharge, but you had a seven-day layoff within those dates, contact your local TAA Representative for help. See similar questions...

When you are fired or laid off, wages and compensation earned and unpaid when discharged become due and payable immediately. The employer has three days to get your final payment to you if you have been terminated. If you quit, wages and compensation must be paid no later than the day on which you would have been regularly been paid or within 7 days, whichever is earlier. See similar questions...

Most private pension plans are covered by the federal Employee Retirement Income Security Act (ERISA), not by state law. The Employee Benefits Security Administration (EBSA) of the U.S. Department of Labor is responsible for regulations in this area. Call (617) 569-9600 or visit the EBSA website at http://www.dol.gov/ebsa. See similar questions...

Answer: Based on the Employment-at-Will law, either an employer or employee may terminate an employment relationship upon notice to the other. However, no specific length of notice (such as a two-week notice) is required. See similar questions...

Answer: Yes. Once paid time off is made available for an employee's use, any unused balance must be paid to the employee upon separation from employment. Unused sick leave does not have to be paid as long as it is kept in a separate balance from vacation. See similar questions...

Often employers and workers disagree over final amounts due. The Fair Labor Standards Act requires that employees be paid at least minimum wage for all hours worked, and time and a half for any overtime hours worked; salaried personnel must also be paid. The USDOL Wage and Hour Division enforces these requirements, but enforcement may be slow. See similar questions...

An employee who has been discharged from employment shall be paid within 72 hours of the discharge. An employee who voluntarily leaves employment shall be paid on the last regular payday, or if there is no regular payday, on the following Friday. See similar questions...

Yes, both actions are possible. A department is not expected to continue to employ a FWS student whose work performance is unsatisfactory nor is a FWS student expected to keep a job he/she does not want. These situations can create disadvantages for both the employer and employee. See similar questions...

Answer: An employee who customarily and regularly receives more than $30 per month in tips can be paid a minimum cash wage of $3.92 per hour. However, his or her tips plus the cash wage must equal at least the full minimum wage of $5.85 per hour for all hours worked each workweek. See similar questions...

Generally, you can either pay the outstanding balance in full or you will receive an IRS Form 1099 at the end of the year for the outstanding balance which is subject to regular federal and state taxes, and a 10% penalty if you are not 59�½. See similar questions...

You can. You just haven't succeeded yet. Quitting smoking is a process. Not a one-time event. In fact, most people try several times before they finally reap the benefits of quitting for good. Besides, even if you've made it a day, a week, or a month - you've made it. Try to learn from your mistake. Figure out why you fell off the wagon so you can avoid putting yourself in similar situations in the future, choose a new quit date, and then try again. This time, you may be able to quit for good! See similar questions...

If the answer is negative, the answer is simple. But if you have been fired, you need to be prepared to the answer the follow up questions that my come up. If the termination was for reason beyond your control narrate it. If not do not try justifying yourself. If you had a fault, admit it and convince the interview that you have corrected it. See similar questions...

Illinois law specifically prohibits an employer from firing injured employees for exercising their right to compensation under the Illinois Workers' Compensation Act. The firing of employees for exercising their rights under the Act may give rise to a separate legal action against the employer. See similar questions...

All employers doing business in Vermont are required to pay at a minimum Vermont's current minimum wage. There are some exemptions from state minimum wage, exemptions are but not limited to: Although full time high school students are exempt from Vermont's minimum wage requirement, federal law provides for a minimum compensation for these students. These exemptions are only from state minimum wage laws; they do not include federal minimum wage laws. Please call the federal Dept. See similar questions...

An employer has to pay overtime (one and one-half times the regular rate of pay) to non-exempt employees for all hours actually worked in excess of 40 hours in a workweek. This means that you may work more than 8 hours in a day or work more than a regularly scheduled shift, and still not exceed 40 hours of actual work in a workweek. See similar questions...

When your job ends, for any reason other than gross misconduct, you may be able to purchase exactly the same benefits you have while employed, through a COBRA policy. COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) is the federal law that requires employers with more than 20 employees to extend group health insurance coverage between 18 and 36 months depending on the type of qualifying event. See similar questions...

The reason for separation from the "most recent employer" determines if an individual can qualify for unemployment benefits. Many factors are considered when determining eligibility for benefits, consequently each determination is made on a case by case basis. However, in general terms it is possible to quit employment and still be eligible for benefits if the reason for quitting is attributable to the employer. See similar questions...