Is it legal to hold an employees paycheck an extra week?
81635
That sounds to me like he was late and if there are strict guidelines to putting in the time then you'll have to wait.  The company does have expenses related to processing payroll and holding things up for 1 check could prevent the entire company from getting paid (many payroll processing companies require 1 to 2 days).  \n\nIt sounds to me like a big company that doesnt really care about their employees to me though.\n\nSource - i run a payroll processing company.
1102583
Employers can give raises at their discretion, not your timetable. Most jobs base raises on employee evaluations, not timetables. Unless you have an employment contract signed by you and them stating a February start date for your raise, then they owe you nothing.
30876
We don't have nearly enough information to answer your question.  Ask your manager.  If you think the answer is unfair, we can research the law, but we need details of your job and your location.
138586
Unless you owe money to your employer for some reason, and he has documented proof of this debt, he has no legal right to hold your check. Contact your civil court and find out how much it would cost to take him to court, and decide if the cost outweighs the benefits. Of course, simply threatening him with a lawsuit may shake him enough to give it to you.
52458
It's not illegal to pay "late" when the payday is on a weekend or holiday.  As long as the payment is done the first business day after the weekend or holiday, the company is legally doing what is expected.\n\nI believe what happens is, companies are not expected to conduct business during weekends and holidays (except for retail and food establishments).  Imagine, if you will, if you don't have direct deposit.  Would you expect a paycheck on a weekend of holiday?  No, because the banks are closed for major processing and the office admin isn't available for disbursement of checks.  In order to treat all employees fairly, if non-direct deposit employees can't get paid, then no one should be paid on that day.  Employees shouldn't be ranked on how they get paid, even if you consider that computers can automatically do all of it.
672683
probably not.  \n\nin most states (perhaps all?), vacation pay is completely optional.  it is not uncommon for a company to implement a "use it or lose it" policy, whereby unused vacation time cannot "roll-over" from one period to the next.  the policy of the company - presuming they had a "policy" at all - should explain the company's benefits regarding vacation pay.  to the extent that the employer/employee relationship represents a legal contract, if the company policy says that you are entitled to it, then you are legally entitled to pursue a claim to obtain it.
1177440
Customarily it's common to give at least a 2-week notice. As far as paid for holidays I only know of paying for vacation days left
896128
That would be an illegal garnishment of wages/salary, thus subject to a court order; not a bosses whim or any such contractual obligation. I can not believe the ignorance of some of the answers to this question. It would be a null and void contract, if you signed any such document, so you may wish to contact the proper state/municipal authorities.
308580
The exact laws may be different from state to state - If your from Cal. the link is below.\n\nBut every state is the same as far as hours worked.  If you are on salary - they have to pay you for the entire day, but if you are an hourly employee then no, they only pay you for the time you stood at work.  If you never clocked in then they don't pay you at all for that day.
1407
The question still isn't easy to answer. Your best bet would be to contact a local attorney, or take the advise of the previous responder.\n\nBut the truth is, this is a free country and they can't make you do anything. The answer might be, however, do you want to continue to work for them and receive a paycheck?
692782
Sounds like the boss wants an extra day off, if you ask me! If your company does close that day, and your colleague chooses NOT to use his vacation time, he will not be paid for that day--because he isn't working.  Employers do not have to pay employees for work days not worked.  Employees should not be coerced into taking time off or using benefit time (this benefits the employer), however, and employees who disagree with the decision to close on a productive day should be offered an alternative.  Unless arrangements can be made for those employees who wish to work that day, there will be one less day on that period's pay check (unless they use their vacation hours).  Sorry, I don't have specifics on legalities but I think it would be difficult to contest formally.  Laws vary from state to state, and even those considered "salaried" may still be subject to hourly reporting.  As long as the total hours are met, the employee would receive full pay.  You may be able to work out an arrangement for working four days, but working 10 hours instead of 8 each day, e.g.
381212
Generally it's 66% of your current wages paid bi-weekly. Of course with an attorney, they may be able to get a settlement for you.
400989
Ordinarily not.  However, as the other answer indicates, if the item is employment-related, then the reimbursement may be compensation.  You need to provide more information:  What is the nature of the item being reumbursed, and what are the circumstances for its reimbursement?
864817
Our firm requires it.  I guess they are allowed.  I don't mind the direct deposit, but it seems wrong to force it.
960347
You have to wait until the company cuts checks (or whenever your pay period ends) and then the company will usually mail it.  It's pretty standard.  Most managers won't just cut you a check when you give your notice or on your last day.
764422
I don't think so, but I would do three things:\n\n1.  Ask them, in writing, what the status is of your paycheck.  Let them know what date you started, and what you believe the pay period to be.\n\n2.  If you were provided an employee manual, read up on the pay period policy.  If you don't have an employee manual, request one-  at the very least ask them to send you their WRITTEN payroll policy.\n\n3.  I would contact your state's labor / employment office and explain to them what's going on.  They should be able to answer your question right away, and possibly contact your employer.\n\nYou aren't asking for anything unreasonable, and they should be able to answer your questions.  You should also keep track of each time you speak with someone about your paycheck (name of person, date, time, what was discussed) in case you have to refer back to it later.  \n\nGood Luck!
280745
yes... without a just cause. If you quit and don't return something, they can keep your paycheck until you bring it back.