California is a top contending state when it comes to labour protection and employee rights. The labour laws in this state include when an employee must be paid, what information must be shared with the employee along with his paycheck and if an employee quits, is fired, or laid off when his/ her final remittance should be paid. Learn about the paycheck laws in California in brief from the following article.

Labour Payday Laws in California:

Employees are categorised in different earning schedules depending on whether they are remunerated hourly, daily , weekly or monthly or in commissions after the completion of a task or project. The employers need to stipulate paydays as per the agreement and compenasted at the end of the stipulated period before the beginning of the next pay cycle.

The date, time, place and method of payment must be mentioned clearly by the employers and the exceptions must be notified as is permissible by the law.

Information Shared in a Paycheck:

The name and social security number of your employees mst be mentioned. The gross total wages to be paid, deductions if any, the net wages to be paid, the employers’ name and official address, the dates included in the pay cycle, and the number of hours/ days put in at work, additional commission or compensation, if any and due to the worker are some of the most important details that are to be included in the paycheck.

Laws Pertaining to the Final Paycheck:

This is one state that has a strong employee protection legislations and discourages employers from delaying final dues to their former employees. If an employee is fired, or laid off the employer is supposed to pay the final remuneration at the time of the termination or layoff. In case of the employee quitting voluntarily, he/she must be compensated at the end of the notice period. If the employee does not give any notice and quits immmediately, the employer must pay the final dues in about 72 hours. These are the general rulings and subject to change as per the line of business.

The method of payment must also be mentioned in the agreement to avoid any confusion. If the final payment is deferred or delayed without a valid reason, the employee can always file a complaint with the California Division of Labor Standards Enforcement or seek the legal opinion from a labor attorney.