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Texas requires final wages within 6 calendar days of a firing. See the 180-day TWC claim deadline, the felony-only §61.019 penalty, and PTO rules.
Tennessee requires final wages by the next regular payday or 21 days after separation, whichever is later. See the deadline, penalties, and property-hold rule.
South Dakota ties its final-paycheck deadline to the return of employer property, an unusual condition, plus its dual civil and criminal penalties.
South Carolina requires final wages within 48 hours of separation or the next payday, capped at 30 days, with treble damages for willful violations.
Rhode Island requires final wages by the next payday, 24 hours after a liquidation, merger, or relocation, and a statutory PTO payout after one year of service.
Whether unused PTO must be paid out when you quit or get fired depends entirely on your state. A 50-state breakdown of the three legal categories.
Pennsylvania's WPCL requires final wages by the next regular payday and imposes a 25% or $500 penalty, whichever is greater, plus a 3-year deadline to sue.
Oregon requires final wages by the end of the first business day after a firing, plus a continuing-wage penalty capped at 30 days. How the quit rule splits.
Oklahoma pays final wages on the next regular payday, backed by a 2%-per-day penalty capped at the unpaid amount. What the law requires, and what's unverified.
Ohio's own final-paycheck statute could not be confirmed this session. What the federal payday backstop requires, and how to reach Ohio's wage-hour agency.
North Dakota has no fast-track final-paycheck deadline; wages are due at the regular payday either way. PTO payout is conditional under Section 34-14-09.2.
North Carolina pays final wages on the next regular payday for any separation, and a court must generally double the unpaid amount. Vacation rules explained.