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SBA62.ARJ
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@023 CHAP 11
┌────────────────────────────────────┐
│ OTHER STATE LABOR LAW PROVISIONS │
└────────────────────────────────────┘
@CODE: CA CT DE HI ID IA MD MA MI MN MT NJ NY OR PA RI UT VT WA WV WS
Under the laws of @STATE, private employers are generally for-
bidden from using lie detector tests as a condition of employment.
Note that federal law now also generally prohibits use of lie detector
tests in most employment situations.
@CODE:OF
@CODE: DC
Use of lie detector tests as a condition of employment is illegal in
the @STATE, for most private employers.
@CODE:OF
@CODE: CA
In addition to the above employment laws, the California Labor Code
contains other important rules you, as an employer, need to know of:
. Wages must be paid at least twice a month (except to exempt
employees, such as executive, administrative and professional
employees).
. A terminated employee must be paid up to the time employment
terminates, and if you discharge an employee, the employee must
receive his or her final paycheck immediately, or else wages
will continue to accrue until paid, for up to 30 days of addi-
tional pay. This can be an expensive lesson, if you overlook
this provision of California law when firing someone!
@CODE:OF
@CODE: HI
As a general rule, Hawaii employers must pay wages at least twice each
calendar month. However, wages may be paid on a monthly basis if a
majority of employees vote for it, or in other special circumstances.
Wages earned must be paid within seven days after the pay period ends,
generally.
An employee who is discharged must be paid on the same day, or, if not
possible, no later than the next working day. An employee who quits
must be paid on the next regular payday; however, if the employee gives
at least one pay period's notice of quitting, he or she must be paid
all wages owed on the final day of work.
New Hawaii legislation requires companies with 100 or more employees
to provide a total of 4 weeks per year of "family leave" upon the birth
or adoption of a child, or to care for a child, spouse or parent with a
serious health condition. The leave can be paid or unpaid, or a
combination of both. Leave time may not be accumulated from year to
year. Employees must have been on the job 6 months to be eligible for
such leave. The employer or employee may elect to use accrued sick
leave or vacation time as part of the mandated family leave.
Certain other required employment practices for Hawaii employers are
spelled out on the poster, Form HPWL-1, Notice to Employees, which
you are required to post in the workplace. The poster notifies em-
ployees of various rights they have relating to payment of wages and
other labor matters. The poster can be obtained from the Hawaii Dept.
of Industrial Relations, Enforcement Division. Or, if you have the
book "STARTING & OPERATING A BOOK IN HAWAII," you can use the pre-
addressed postcard in the book to request the poster from the state.
@CODE:EN
Most states have specific labor law rules governing the frequency with
which an employer must pay wages (usually no less frequently than once
or twice a month). In addition, you need to be aware of any laws that
tell you when you must make a final wage payment to an employee who is
fired or who quits, as an employer in @STATE.