Breaks

There are no state-mandated meal or rest break requirements for adults. Rest breaks of 20 minutes or less must be paid. Meal periods of 30 minutes or more can be unpaid if employees are fully relieved of work duties.

Final Paycheck

 The timeline for final pay depends on whether an employee was terminated or resigned. Terminated employees must receive their final paycheck within seven working days or by the next payday, whichever comes first. Employees who resign should receive their paycheck by the next payday.

Employers generally can't withhold wages, except in cases like disputes over owed wages or damage to property. Failure to provide final pay on time is considered a petty offense, and employees can file a complaint with the Industrial Commission of Arizona or take legal action. 

Paid Time Off Payout

Employers are not usually required to pay out unused PTO upon employee separation unless their policy or contract states otherwise. 

Wage Garnishment

Up to 25% of disposable earnings can be garnished, reduced to 15% in case of extreme hardship. For child support or spousal maintenance, up to 50% can be garnished. Employers can't fire or punish employees solely because of wage garnishment. 

Breaks

Hourly (non-exempt) employees are entitled to a 30-minute unpaid meal break if working over 5 hours, with a second break required if over 10 hours unless the shift is 12 hours or less and the first break was not waived.

Employees must take their off-duty meal breaks before the end of the fifth hour of work.

Final Paycheck

Employers must give departing employees their final paycheck immediately upon termination or within 72 hours if the employee quits without notice. This includes all wages and unused vacation.

Paid Time Off Payout

Employees are entitled to receive a payout for all accrued and unused vacation time upon termination of employment, regardless of the reason for separation. This payout is considered earned wages and must be included in the final paycheck. 

Wage Garnishment

Generally, the amount is limited to the lesser of 25% of disposable earnings or the amount exceeding 30 times the federal minimum wage, but some debts like child support or taxes may allow for larger garnishments. 

Breaks

Employers are not obligated to provide meal breaks to employees aged 18 and older. However, if they choose to offer breaks, they must comply with federal regulations, particularly regarding compensation for short breaks. For employees under 18, Florida law requires a 30-minute, uninterrupted meal break after every four hours of work. 

Final Paycheck

Final paychecks are typically issued on the next regularly scheduled payday after an employee's termination or resignation. Although Florida law does not require immediate payment, employers must comply with federal regulations, ensuring the next scheduled payday pays wages.

Paid Time Off Payout

Employers are typically not required by employment law firms to pay out accrued, unused Paid Time Off (PTO) when an employee leaves, whether voluntarily or involuntarily.

Wage Garnishment

Wage garnishment is limited to protect earnings, generally up to 25% of disposable income or the amount exceeding 30 times the federal minimum wage ($7.25/hr), whichever is less. Wages aren’t garnished if income is below this threshold. 

Breaks

Employees working eight or more consecutive hours are entitled to a meal break. Under Minnesota law, employers are not required to pay employees during their meal breaks. However, employers must provide adequate rest and restroom breaks.

Restroom breaks should be given within every four consecutive hours of work, and if the break is less than 20 minutes, it must be counted as hours worked. Additionally, employees must be allowed at least a 15-minute rest break or sufficient time to use the nearest convenient restroom.

Final Paycheck

If you resign, your final paycheck will be issued on the next regular payday occurring more than five days after your last working day. If you are terminated, your final paycheck must be provided within 24 hours of your demand for wages. 

Paid Time Off Payout

Employers are generally not required to pay out accrued, unused Paid Time Off (PTO) when an employee leaves the company, whether the departure is voluntary or involuntary. However, if an employer's policy or a binding agreement—such as an employment contract or a collective bargaining agreement—states that accrued PTO must be paid out upon termination, then the employer is legally obligated to do so. 

Wage Garnishment

Wage garnishment is allowed for specific types of debts, but there are restrictions on the amount that can be garnished and certain exemptions that may protect some individuals.

Before garnishing your wages, a creditor must provide you with notice, giving you a limited period to object. Typically, no more than 25% of your disposable earnings can be garnished, except in cases involving child support. Additionally, some government assistance benefits are protected from garnishment if the proper paperwork is filed. 

Breaks

Employees working more than six consecutive hours are entitled to a 30-minute unpaid meal break. Additionally, employees with shifts that start before 11 a.m. and end after 7 p.m. may be eligible for an extra 20-minute meal break. According to New York law, rest breaks are not mandated—only meal breaks are required. Non-Factory Workers are entitled to a 30-minute lunch break scheduled between 11:00 a.m. and 2:00 p.m

Final Paycheck

A final paycheck must be issued to a terminated employee by the next scheduled payday after their termination, as required by New York Labor Law 191. Additionally, if the employee submits a written request, the employer is obligated to supply the final paycheck within 48 hours, excluding weekends and holidays. 

Paid Time Off Payout

Employers are generally required to pay out accrued and unused paid time off (PTO) when an employee leaves the company, unless there is a clear written policy or employment contract that states otherwise, according to Paycor and Helpside. If an employer has a predetermined written policy indicating that employees will forfeit their PTO upon termination, then the employer is permitted to withhold the payout. However, if the policy is unclear or silent on this matter, the employer must provide the payout to the employee. 

Wage Garnishment

A creditor can garnish your wages to recover a debt, but there are certain limits. Typically, they can garnish either 10% of your gross wages or 25% of your disposable income—whichever is lesser—provided that the garnished amount exceeds 30 times the federal or state minimum wage (whichever is higher). If your disposable income is below this threshold, it cannot be garnished. 

Breaks

Employers in assembly plants, mechanical establishments, and workshops must provide a 30-minute unpaid meal break for every 8-hour shift. Other businesses are not legally required to provide meal breaks, and if shorter (less than 20 minutes), these must be paid. Employees can do as they wish during 30-minute or longer breaks, which are unpaid. Minors under 16 have stricter rules, including a mandatory 30-minute break for shifts over 5 hours.

Final Paycheck

An employee's final paycheck, which includes all earned wages such as regular pay, overtime, and bonuses, must be issued by the next regular payday or within two weeks of the separation date, whichever occurs first. This requirement applies regardless of whether the departure was voluntary or involuntary, according to the Nebraska Department of Labor. Employers are not permitted to withhold final wages due to unreturned company property. 

Paid Time Off Payout

Fringe benefits like vacation pay, sick leave, paid holidays, and pay raises are not legally mandated for employers to provide. However, if an employer offers vacation or PTO, any unused earned vacation time remaining at the time of separation must be paid to the employee as wages in their final paycheck.

Wage Garnishment

Wage garnishments are limited to protect your income. Generally, a creditor can garnish up to 25% of your disposable earnings or the amount exceeding 30 times the federal minimum wage, whichever is less. If you are the head of a family, this limit may be reduced to 15%. There are exceptions to these limits, such as for child support, bankruptcy orders, or state and federal tax debts, where different rules apply, as outlined by the Nebraska Legislature. 

Breaks

Employees are entitled to a 30-minute meal break for shifts longer than 5 hours, provided that at least two employees are on duty during that time. This break can be unpaid if the employee is completely relieved of all work duties. However, if the employee is not fully relieved of their responsibilities—such as being required to remain on-site or available to answer calls—the meal break must be paid at the employee's regular rate.

Employees also have the option to waive their meal break through a mutual, written agreement with their employer. This waiver is only permitted if the entire workday will be completed within six hours.

In North Dakota, employers are not required to provide rest breaks. However, if they choose to offer them, any breaks lasting under 20 minutes must be paid. 

Final Paycheck

An employer is required to provide a terminated employee with their final paycheck by the next scheduled payday. This requirement applies regardless of whether the employee was fired or resigned. The final paycheck must include all wages earned up to the termination date, as well as any accrued but unused sick or vacation time. 

Paid Time Off Payout

There are few exceptions where employers can withhold PTO payout for voluntary departures. These include cases where the employer explicitly outlined PTO payout conditions in a written notice at the start of employment, the employee's tenure was less than a year, or the employee provided less than five days' notice before leaving. 

Wage Garnishment

Wage garnishment is regulated by both federal and state laws. The federal Consumer Credit Protection Act (CCPA) specifies the maximum amount that can be garnished from your wages. Typically, a creditor can garnish the lesser of 25% of your disposable weekly earnings or the amount by which your disposable weekly earnings exceed 40 times the federal minimum wage. 

Breaks

Employees are not legally required to receive meal or rest breaks during their shifts, including standard 8-hour days. However, if an employer decides to offer breaks, specific rules must be followed. Breaks shorter than 20 minutes must be paid, while meal breaks lasting 30 minutes or longer are typically unpaid, provided the employee is fully relieved of all work duties during that time. 

Final Paycheck

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For involuntary terminations (such as being fired or laid off), the final paycheck must be issued within six days of the employment termination date. If an employee resigns, the final paycheck is typically due on the next scheduled payday.

Employers are not permitted to withhold the final paycheck for reasons such as failure to return company property or signing timesheets.

Employees who believe they have not been paid their final wages correctly can file a claim with the Texas Workforce Commission (TWC). 

Paid Time Off Payout

Employers are not legally required to provide paid time off (PTO), such as vacation, sick leave, or parental leave. However, if an employer has a policy or a contract that promises payout of accrued but unused PTO upon separation, they are legally obliged to fulfill that promise, as stipulated by the Texas Payday Law. 

Wage Garnishment

Wage garnishment is highly restricted. In most cases, wages are protected from garnishment, with only a few exceptions. The Texas Constitution explicitly prohibits garnishment for most debts but permits it for certain obligations such as child support, spousal support, student loans, and unpaid taxes.