Pay Frequency and Lag Time Requirements by State and Municipality.xlsx

	A	B	C	D	E
1	Jurisdiction	Covered Employers	Pay Frequency	Lag Time	Penalties

2	Federal	N/A	N/A	N/A	N/A
3	Alabama	Public service transportation corporations with at least 50 employees.	At least biweekly or semimonthly.	Payment may be held up to 15 days.	An employer that fails to pay wages may be guilty of a misdemeanor and liable for fines ranging from $25 to $250 per offense.
4	Alaska	All employers.	Employers and new hires can agree to monthly payment; otherwise, pay monthly or semimonthly, as the employee elects.	None specified.	An employer that fails to pay wages may be liable for a maximum fine of $1,000 and/or be imprisoned for up to one year.
5	Arizona	All employers.	In-state employers: At least two or more times per month, up to 16 days apart. Employers whose principal place of business and centralized payroll operations are located outside of the state: Monthly, or more frequently for FLSA-exempt employees.	In-state employers: Payment may be held up to five days for continuing employees. Overtime must be paid within 16 days of the last pay period. An employer whose payroll system is located outside the state may hold payment for up to 10 days. Employers whose principal place of business and centralized payroll operations are located outside of the state: None specified.	An employer that fails to pay wages may be sued by an employee for triple damages; or, an employee may file a wage claim with the Industrial Commission (limited to $5,000).
6	Arkansas	In-state corporations, and employers that operate coal mines and employ four or more employees.	In-state corporations with annual gross income of at less than $500,000: At least semimonthly. In-state corporations with annual gross income of $500,000 or more: At least semimonthly for nonexempt employees; At least monthly for FLSA-exempt employees who earn at least $25,000. Employers that operate coal mines and employ four or more employees: Semimonthly.	All in-state corporations: None specified. Employers that operate coal mines and employ four or more employees: Pay for the first semimonthly pay period is due the first day of the next month. Pay for the second semimonthly pay period is due by the 16th day of the second month.	An employer that fails to pay wages may be guilty of a misdemeanor and subject to fines ranging from $50 to $500 per offense.
7	California	All employers.	At least semimonthly for nonexempt employees. Overtime must be paid by the next regular payday for the next regular payroll period following the payroll period in which the overtime wages were earned. FLSA-exempt employees may be paid once a month on or before the 26th of the month in which the worked is performed, if the entire month's salary, including the portion yet to be earned from the 26th through the end of the month, is paid at that time. More frequent wage payments are permitted. Specific pay frequency requirements apply to certain temporary services employees, as defined and detailed in Cal Lab Code § 201.3.	For nonexempt employees, wages earned between the first and 15th of the month must be paid between the 16th and the 26th day of the same month. Wages earned between the 16th and the last day of the month must be paid between the first and the 10th day of the following month. Other, more frequent, payroll periods, such as weekly and biweekly (i.e., every two weeks), or semimonthly when the earning period is something other than between the 1st and 15th and the 16th and last day of the month, must be paid within seven calendar days of the end of the payroll period within which the wages were earned.	An employer that willfully refuses to pay an employee after demand, pays less than the amount due or requires an employee to kick back wages may be liable for a $100 civil fine per employee. An employer that commits a subsequent violation may be liable to pay $200, plus 25% of the amount owed to the employee.
8	California (Berkeley)	All employers covered by the Berkeley Paid Sick Leave Ordinance.	None specified.	Covered employers must pay employees for paid sick leave taken by the payday for the next payroll period after the leave is taken.	See Berkeley Paid Sick Leave.
9	California (San Francisco)	All employers covered by the San Francisco Paid Sick Leave Ordinance.	None specified.	Covered employers must pay employees for paid sick leave taken by the payday for the next payroll period after the leave is taken.	See San Francisco Paid Sick Leave.
10	California (San Francisco)	All employers covered by the San Francisco Public Health Emergency Leave (PHEL) Ordinance.	None specified.	Effective October 1, 2022, covered employers must pay PHEL to covered employees no later than the payday for the next regular payroll period after the employee takes PHEL.	See San Francisco Public Health Emergency Leave.
11	Colorado	All employers.	At least monthly, or every 30 days, whichever is longer. Employers with agriculture, horticulture, floriculture, livestock or poultry operations: At least monthly.	Payment may be held up to 10 days, unless the employer and employee agree on an alternate frequency. Employers with agriculture, horticulture, floriculture, livestock or poultry operations: Payment may be held up to 10 days.	An employer that fails to pay wages may be guilty of a misdemeanor and liable for a maximum fine of $300 and/or imprisoned in the county jail for up to 30 days. An employee may sue an employer for unpaid wages. An employer may be liable for a $50 daily penalty if the Division of Labor enforces an employee's wage claim.
12	Connecticut	All employers.	Weekly or biweekly on regular paydays designated in advance, but an employer may petition the Labor Commissioner for a waiver allowing other pay frequencies. Certain educational institutions: Weekly, but employees may agree to less frequent pay periods in collective bargaining agreements.	Payment may be held up to eight days. Certain educational institutions: None specified.	Depending on the amount of unpaid wages, an employer may be liable for a fine of $200 to $5,000 and/or imprisonment for 30 days to five years.
13	Delaware	All employers.	At least monthly. Employees absent on payday must be paid on the next regular workday on which the employee is present, by mail at the employee's request or by credit to the bank account designated by the employee (e.g., direct deposit). Employers operating railroad and sleeping cars: Nonexempt employees must be paid at least every two weeks. Public works contractors: Mechanics and laborers must be paid at the worksite on a weekly basis.	Payment may be held up to seven days. Employers operating railroad and sleeping cars: Payment may be held up to 14 days. Public works contractors: None specified.	An employee may sue an employer for unpaid wages. An employer that fails to pay an employee may be liable for a civil penalty of $1,000 to $5,000 per violation.
14	District of Columbia	All employers.	Nonexempt employees must be paid at least twice a month. FLSA-exempt employees must be paid at least monthly.	Payment may be held up to 10 days.	An employer that fails to pay wages may be guilty of a misdemeanor (for the first violation) and liable for a maximum fine of $300 and/or imprisoned for up to 30 days. For subsequent violations the maximum fine is $1,000 and the maximum imprisonment is up to 90 days. Administrative penalties ranging from $300 to $500 may also apply.
15	Florida	None specified.	None specified.	None specified.	None specified.
16	Georgia	All employers.	Nonexempt employees must be paid at least twice a month at even intervals.	None specified.	None specified.
17	Hawaii	All employers.	At least semimonthly. The Director of the Wage Standards Division may permit monthly payments. Employees may conduct a secret ballot to be paid. Public works contractors under contracts worth more than $2,000: Weekly for mechanics and laborers working at the job site. Semimonthly or monthly for employees working on public infrastructure projects.	Payment may be held up to seven days. The Director of the Wage Standards Division may permit payrolls to be held for up to 15 days. Public works contractors under contracts worth more than $2,000: Payment may be held up to five days for public works contractors who are paid monthly.	Employees may sue for unpaid wages. Effective July 12, 2022, an employer's failure to pay wages as required is a class C felony subject to a fine of not less than $500 per offense; each violation is a separate offense.
18	Idaho	All employers.	At least once a month.	Payment may be held up to 15 days.	Employees who sue for unpaid wages may recover the greater of the wages due or 15 days of wages, up to $750 or three times the amount of unpaid wages. Employers that show a consistent pattern of untimely wage payment may be liable for a $500 penalty per pay period.
19	Illinois	All employers.	All employees must be paid at least semimonthly, however, FLSA-exempt executive, administrative and professional employees may be paid once a month. Commissions may also be paid once a month. Employees not subject to a regular pay period must be paid within five days or on demand. Day labor service agencies: Employees paid by the day must be paid on the day wages are earned, if possible, or within 24 hours. Day laborers may request weekly, biweekly or semimonthly pay periods.	Payment may be held up to 21 days for FLSA-exempt employees. Payment may be held up to 13 days for semimonthly and biweekly pay periods. Payment may be held up to seven days for weekly pay periods. Day labor service agencies: None specified.	An employer that fails to pay wages may be liable for a $250 administrative fee. Fees vary depending on the amount of unpaid wages. An employee may sue to recover unpaid wages, plus damages equal to 2% of the amount owed per month, until wages are paid.
20	Illinois (Chicago)	Employers covered by the Chicago Minimum Wage and Paid Sick Leave Ordinance	Paid sick leave: Paid sick leave must be paid no later than the next payroll period beginning after the leave was used by the employee. An employer may not request an employee waive the right to take sick leave in exchange for receiving payment for unused sick leave. Wage theft: Effective July 5, 2021, an employer commits wage theft under the Ordinance if it fails to timely pay a covered employee as required by law, or fails to pay an amount above the required minimum wage as provided in any wage agreement between the employer and employee. Wage theft includes the nonpayment of any wages required for work performed by a covered employee, including paid time off required by law or contract and any benefits required by contract. Wages are timely paid if they are paid in accordance with the requirements of Illinois law (i.e., the Illinois lag time requirements).	Paid sick leave: Wage payments may not be delayed if the employer has not yet received the required certification of authorized reason for paid sick leave from the employee.	Paid sick leave: An employer that violates the Ordinance may be subject to a fine of up to $1,000 for each day a violation continues. An employee may file a civil lawsuit and may be able to recover damages equal to three times the full amount of any unpaid sick time denied or lost due to the violation plus interest, costs and reasonable attorney fees. Wage theft: Effective July 5, 2021, employees covered by the wage theft provisions of the Ordinance may file a claim with the Illinois Office of Labor Standards (OLS) or in a civil action, but not both. An employee who files a claim with the Illinois Department of Labor (DOL) may not also file a claim with the OLS unless the DOL has referred the case to the OLS. If a claim is filed, the employer may be held liable to the employee for the amount of any underpayments and damages of either 2% of the amount of any underpayments for each month following the payment due date and until paid, or the amount specified by the Illinois Wage Payment and Collection Act (820 ILCS 115/14(a)) if that amount would be greater. Effective August 1, 2021, an employer that violates the wage theft provisions of the Ordinance or any rules enacted under the Ordinance is subject to a fine of $500 to $1,000 for each offense. Each day that a violation continues is a separate and distinct offense subject to a separate fine. Covered employees who are underpaid may recover in a civil action three times the amount of the underpayment, along with costs and reasonable attorney fees. An agreement by a covered employee to work for less than minimum wage is no defense.
21	Illinois (Cook County)	Employers covered by the Cook County Earned Sick Leave Ordinance	None specified.	Employees that use earned sick leave must be paid at their usual hourly rate by the next regular payday after taking the leave.	See Paid Sick Leave: Illinois
22	Indiana	All employers.	Employees may request semimonthly or biweekly pay periods, but employers may pay more frequently. Employers operating mines, quarries or manufacturing facilities: At least every two weeks, but employers and employees may agree to weekly payments.	Payment may be held up to 10 business days. Employers operating mines, quarries or manufacturing facilities: None specified.	An employer that fails to pay wages may be liable for penalties equal to 10% of the wages due, per day, up to the full amount of unpaid wages.
23	Iowa	All employers.	At least biweekly, semimonthly, or monthly, but more frequently is permitted. Employees absent on payday must be paid on demand. Commissions need not be paid in full for up to 12 months.	Payment may be held up to 12 days. Payment may be held up to seven days after demand for employees absent on payday.	An employer that fails to pay wages may be liable for a fine of $500 per failure; liquidated damages of 5% per day may also be due if an employer fails to pay within seven days of the date required.
24	Kansas	All employers.	At least monthly.	Payment may be held up to 15 days.	Employees may assign their right to payment to the state Department of Labor.
25	Kentucky	All employers.	At least semimonthly. Employees who are absent on payday must be paid within six days of demand. Employers operating mines: Semimonthly, on the 15th and 30th of each month. Employees who are absent on payday must be paid within a reasonable time after demand.	Payment may be held up to 18 days. Employers operating mines: None specified.	An employer that fails to pay wages may be liable for civil penalties ranging from $100 to $1,000 per offense.
26	Louisiana	Employers with at least 10 employees who work in manufacturing, oil boring or mining, and public service corporations.	Employers with at least 10 employees who work in manufacturing, oil boring or mining: Nonexempt employees must be paid at least twice a month. Public service corporations: Except for clerks and salespersons, nonexempt employees must be paid at least twice a month.	Payment may be held until the next payday.	An employer that fails to designate paydays must pay employees on the first and sixteenth days of each month, or as near to those dates as possible. An employer that fails to pay wages may be liable for fines ranging from $25 to $250 per day and/or imprisoned.
27	Maine	All employers.	Nonexempt employees must be paid at regular frequencies of not more than 16 days; effective October 25, 2023, members of an employer's family, salaried employees, and employees of limited liability partnerships and S corporations are excluded from the 16-day requirement. Unless they request to be paid at that frequency, the 16-day requirement also does not apply to employees of a cooperative corporation or association if they are stockholders of the corporation or association. If the regular pay interval is less than 16 days, it may not be increased without written notice to employees at least 30 days in advance of the increase. Employees who are absent on pay day must be paid on that pay day. If pay day falls on a day when the employer's business is closed, the wage payments must be made by the next business day. The pay rate of salaried employees may be decreased after at least one work days' notice is provided to all affected employees. No notice is required for pay rate decreases made after a temporary increase that was permitted by law as long as any notice and posting provisions of the applicable law are complied with. These requirements do not apply to pay rate changes made under collective bargaining agreements.	Payment may be held up to eight days.	An employer that fails to pay wages may be liable for fines ranging from $50 to $200. An employer may be sued for unpaid wages by an employee or the Maine Department of Labor.
28	Maryland	All employers.	Nonexempt employees must be paid at least biweekly or semimonthly. FLSA-exempt employees may be paid less frequently than nonexempt employees. Employers operating a mine or manufacturing facility, an electric or street railroad, or a telegraph, telephone, or express company: Manual and clerical employees must be paid biweekly (not more than 14 days apart), or semimonthly (not more than 16 days apart).	None specified.	An employer that fails to pay wages may be guilty of a misdemeanor and liable for fines up to $1,000. A court may award triple damages to an employee if an employer willfully held wages that were payable.
29	Massachusetts	All employers.	Nonexempt employees must be paid at least weekly or biweekly. FLSA-exempt employees must be paid biweekly or semimonthly, unless they elect to be paid monthly, but more frequent payment is permitted. Employees absent on payday must be paid on demand. Public and charitable hospitals and shareholder-employees of cooperative associations: Employees may elect weekly payment. Employers operating a railroad, parlor cars or sleeping cars: Employers may pay less frequently than weekly if an employee prefers it.	Payment may be held up to six days for employees who work five or six days a week; up to seven days for employees who work seven days a week or for those who work fewer than five days a week. Payment may be held up to six days for FLSA-exempt employees. Public and charitable hospitals and shareholder-employees of cooperative associations: None specified. Employers operating a railroad, parlor cars or sleeping cars: None specified.	An employer that fails to pay an employee must pay restitution to the employee or a maximum civil penalty of $25,000 per violation. The maximum penalty is reduced to $7,000 if the employer has no prior violations. For a first offense, criminal fines may also apply of up to $25,000 and/or the employer may be imprisoned for up to one year. For a second offense, the criminal fine increases to $50,000 and the maximum imprisonment is up to two years.
30	Michigan	All employers.	An employer must pay weekly, biweekly, semimonthly or monthly.	Payment may be held up to 14 days after the end of the pay period for weekly and biweekly pay periods, and up to 15 days after the end of the pay period for semimonthly pay periods (by the 1st and 15th of the following month). An employer with monthly pay periods may pay all wages earned during the monthly pay period within 15 days after the end of the monthly pay period. Payments to hand harvesters may be held no more than two days after the end of the workweek unless otherwise agreed in a written contract. If an employer would normally pay overtime wages earned in the month of December after December 16th, it may pay employees all wages, except the overtime pay for the month of December, by the next regularly scheduled payday. However, it must pay all overtime wages earned in December by the next payday following the payday on which the overtime would otherwise be paid.	An employer that fails to pay wages may be liable for civil penalties equal to 10% of the unpaid wages per year; liability for exemplary damages equal to two times the amount of unpaid wages may also apply; if the violation is flagrant or repeated, an additional penalty of up to $1,000 may apply. Failing to pay is also a misdemeanor, with a fine and/or imprisonment. Employees may sue for unpaid wages, plus 10% of the amount owed and unpaid.
31	Minnesota	All employers.	Most employees must be paid all wages at least once every 31 days on a regular payday designated in advance, regardless of whether an employee requests payment at longer intervals. Wages are earned on the day an employee performs the work. The term wages includes salary, earnings and gratuities, and all commissions earned at least once every three months. Unless paid earlier, wages earned during the first half of an employee's first 31-day period are due on the first regular payday following the first day of work. Public service corporations: At least semimonthly. Employers working on transitory projects that require employees to move: At least every 15 days.	None specified. Public service corporations: Payment may be held up to 15 days. Employers working on transitory projects that require employees to move: None specified.	Employees have a substantive right to the payment of wages, including salary, earnings, gratuities and commissions, in addition to the right to be paid at certain times. If wages or commissions earned are not paid, the DLI Commissioner, or an authorized representative, may serve a demand on the employer for payment on behalf of an employee. If an employer does not pay wages or earned commissions within 10 days of service on the employer of a demand, the Commissioner may charge and collect the wages earned at the employee's rate(s) of pay or at the rate(s) required by law, whichever rate of pay is greater, and a penalty in the amount of the employee's average daily earnings at the same rate(s) for each day beyond the 10-day limit following the demand. If commissions are not paid within 10 days of service of the demand, the Commissioner may charge a penalty equal to one-fifteenth of the commissions earned but unpaid for each day beyond the 10-day limit. The Minnesota attorney general has authority to enforce these provisions in addition to the DLI Commissioner. An employee may also file a civil action to recover damages, civil penalties, compensatory damages, other appropriate relief and the individual's reasonable attorney fees, disbursements, witness fees and costs.
32	Minnesota (Minneapolis)	Employers covered by the Minneapolis Wage Theft Prevention Ordinance.	Covered employers must pay all wages earned by an employee for work performed within Minneapolis on a regularly scheduled payday. The payday must be identified in a prehire wage notice required to be provided to new employees.	None specified.	See Enforcement and Investigation Process.
33	Mississippi	Employers that operate a manufacturing facility and employ at least 50 employees, and public service corporations.	Nonexempt employees must be paid at least biweekly, semimonthly, or on the 2nd and 4th Saturdays of the month.	Payment may be held up to 10 days by covered manufacturing employers; up to 15 days by public service corporation employers.	None specified.
34	Missouri	All corporations, and all employers engaged in manufacturing..	All corporations: Nonexempt employees must be paid at least semimonthly. FLSA-exempt employees may be paid monthly. All employers engaged in manufacturing: Nonexempt employees must be paid at least semimonthly, every 15 days. FLSA-exempt employees must be paid at least monthly.	All corporations: Payment may be held up to 16 days. All employers engaged in manufacturing: Payment may be held up to five days.	All corporations: Failing to pay an employee is a misdemeanor, with fines ranging from $50 to $500. All employers engaged in manufacturing: Employees who work in manufacturing may sue for double wages in a civil suit.
35	Montana	All employers.	At least semimonthly, but other pay periods may be set.	Payment may be held up to 10 days. Payment may be held until the next payday if an employee does not submit a time sheet on time.	Failing to pay an employee is a misdemeanor with a penalty of 110% of wages owed.
36	Nebraska	All employers.	Employers and employees may agree on the frequency of pay periods. Railroad employers: At least monthly.	None specified. Railroad employers: Wages paid for the first half of a month must be paid by the 15th of the next month. Wages paid for the second half of a month must be paid by the last day of the next month.	Employees may sue to recover unpaid wages and court costs, including attorney fees equal to 25% of unpaid wages. An employee may recover double the amount of unpaid wages if an employer's failure to pay is willful.
37	Nevada	All employers.	At least semimonthly on the 15th and last day of the month. Employees who are absent on payday must be paid within five days after payday. Out-of-state employers or employers with out-of-state payroll operations: Nonexempt employees must be paid at least semimonthly on the 15th and last day of the month. FLSA-exempt employees may agree to be paid monthly or on fixed paydays, but more frequently is permitted. Employees absent on payday must be paid within five days after payday.	None specified.	Failing to pay wages to an employee is a misdemeanor with a fine of up to $5,000 per violation.
38	New Hampshire	All private employers and school district employers.	Private employers: Wages must be paid on a weekly basis, or on a biweekly basis at regular intervals not exceeding 14 days. School district employers: The labor commissioner may permit payment of wages less frequently than biweekly, so long as an applicable district collective bargaining agreement for hourly employees provides an option for wage payment in any number of equal installments with one additional installment. If an employer owes any deficiencies, the labor commissioner may temporarily require the employer to pay wages on a weekly basis until the employer rectifies the deficiencies.	Employees paid on a weekly basis must be paid all wages due within eight days after the end of the workweek, and employees paid on a biweekly basis must be paid all wages due within 15 days after the end of the workweek.	Failing to pay employees is a misdemeanor. An employer that willfully fails to pay wages may be liable for the lesser of the wages due, or up to 10% of the unpaid wages, for each day the wages remain unpaid.
39	New Jersey	All employers.	Nonexempt employees must be paid at least semimonthly. FLSA-exempt employees must be paid at least monthly. Temporary workers: Effective August 5, 2023, temporary workers must be paid biweekly upon request. Temporary help service firms that make daily wage payments must provide written notification to all temporary workers of the right to request biweekly payments; the notice may be a conspicuous posting placed at the location where the wages are received by the temporary workers.	Payment may be held up to 10 days.	An employer that fails to pay wages may be liable for administrative fees ranging from 10% of the amount due for a 1st offense, and up to 25% of the amount due for the third and subsequent offenses. Administrative penalties ranging from $250 for a first offense to $500 for the second and subsequent offenses may also apply.
40	New Mexico	All employers.	Nonexempt employees must be paid at least semimonthly, not more than 16 days apart. FLSA-exempt employees must be paid at least monthly. Piece workers may agree to be paid monthly, but an employer may pay more frequently. Employers with out-of-state payroll operations and paychecks issued out-of-state: Nonexempt employees must be paid at least semimonthly, not longer than 16 days apart. Paid sick leave: Under the New Mexico Healthy Workplaces Act and related final rules, a covered employer must pay earned sick leave on the same scheduled payday as regular wages.	Payment may be held up to 10 days for employees who are paid semimonthly. Payment may be held until the 10th day of the next month for pieceworkers who are paid monthly. Employers with out-of-state payroll operations and paychecks issued out-of-state: Payment may be held up to 15 days.	For the first offense, an employer that fails to pay wages may be guilty of a petty misdemeanor, fined up to $500 and/or imprisoned for up to six months; for a second offense, the maximum fine is $1,000, and the maximum imprisonment is one year. Paid sick leave: See Paid Sick Leave: New Mexico.
41	New York	All employers, except nonprofits.	Manual laborers must be paid weekly. Large employers of manual laborers may apply to the Commissioner of Labor to pay at least semimonthly. Railroad employees must be paid weekly by Thursday, including wages earned during the seven-day period ending on the Tuesday of the preceding week. Commissioned salespersons must be paid according to the terms agreed to in their written commission agreements, but no less than monthly, and no later than the last day of the month following the month in which the wages are earned. If the amount of wages is substantial, additional compensation earned, including extra, or incentive earnings, may be paid less frequently than monthly. Clerks and other nonexempt employees must be paid at least semimonthly. FLSA-exempt employees who earn more than $900 a week (e.g., executives, administrators and professionals) may be paid less frequently than semimonthly, but an employer is permitted to pay them more frequently.Nonprofit employers: Manual laborers must be paid at least semimonthly.	The pay of manual laborers may be held up to seven days. Railroad employees must be paid by Thursday of each week for wages earned during the seven-day period ending on Tuesday of the preceding week. The pay of employees on commission may be held up to one month. Nonprofit employers: None specified.	An employer that fails to pay wages may be liable for a 500 civil fine per violation. For the first offense, the employer may also be charged with a misdemeanor, with fines ranging from $500 to $20,000 and/or imprisoned for up to one year; for a second offense within six years, the employer may be charged with a felony, with fines ranging from $500 to $20,000 and/or imprisoned for up to one year and one day.
42	New York (New York City)	Paid sick leave: Employers covered by the New York City Earned Safe and Sick Time Act (ESSTA). Fast food employees: Employers covered by the New York City Fair Work Practices Ordinances.	Paid sick leave: None specified. However, the ESSTA prohibits covered employers from paying covered employees for time as it accrues, even if an employee agrees to it. Fast food employees: Covered employers must pay schedule-change premiums to covered fast food employees at the same time they pay such employees for work performed during that work week.	Paid sick leave: ESST must be paid to a covered employee no later than on the payday for the next regular payroll period beginning after the time was used by the employee. Effective October 15, 2023, if an employer has asked an employee for reasonable written documentation or confirmation of the employee's use of ESST, it does not have to pay until ESST until the employee provides it. If the employee cannot afford the cost of obtaining the required documentation, the employer is prohibited from withholding payment of the ESST. If an employer requests or requires documentation and the employee has provided it to the employer along with proof of the fee or reasonable costs the employee incurred to obtain it, the employer must reimburse the employee for the fee or reasonable costs no later than the payday for the next regular payroll period beginning after the employee provides the proof. An employer that withholds payment of ESST must have a policy and instructions on how employees can submit requests for reimbursement and proof of fees or costs to the employer. Fast food employees: None specified.	Paid sick leave: See Paid Sick Leave: New York. Fast food employees: See Shiftwork and Scheduling: New York.
43	North Carolina	All employers.	Weekly, biweekly, semimonthly or monthly. Bonuses and commissions may be paid annually with advance notice to employees.	None specified.	An employer that fails to pay wages may be liable for the unpaid wages and court costs, up to the full amount of unpaid wages.
44	North Dakota	All employers.	At least monthly. Employers operating a railroad: At least semimonthly.	None specified. Employers operating a railroad: Payment may be held for 15 days.	An employer that willfully fails to pay wages may be liable for unpaid wages, plus interest. An employer that willfully fails to pay wages within two years of a prior wage claim must pay the unpaid wages, plus an equal amount in liquidated damages. An employee may be entitled to triple damages if three prior wage claims have been filed against the employer.
45	Ohio	All employers.	At least semimonthly, on the 1st and 15th of the month. Longer or shorter pay periods that are customary in the industry are permitted. Employees absent on payday must be paid on demand.	Payment may be held for 15 days.	An employer that fails to pay wages within 30 days, or within 60 days of an uncontested court filing or judgment, may be liable for the unpaid wages, plus 6% of the amount due or $200, whichever is greater.
46	Oklahoma	All employers.	Nonexempt employees must be paid at least twice a month. FLSA-exempt employees must be paid at least monthly. Public and nonprofit employers: At least monthly.	Payment may be held up to 11 days after the end of the pay period, but not later than three days after payday. Public and nonprofit employers: None specified.	An employee may sue an employer for unpaid wages, plus liquidated damages. Failing to pay wages is a misdemeanor. An employer that commits at least two violations within any six-month period may be liable for a $500 fine.
47	Oregon	All employers.	At least every 35 days. By the next regular pay period for an employee who takes paid sick leave.	None specified.	An employer that fails to pay wages may be liable for a civil penalty of up to $1,000; a criminal fine of up to $2,000 may also apply.
48	Pennsylvania	All employers.	At least semimonthly. Overtime may be paid in the next pay period. Employers operating a railroad: Weekly.	Payment may be held according to employer-employee agreement for a period of time customary within the industry, or for 15 days. Fringe benefits and wage supplements may be held up to 10 days, or if no time limit is specified, up to 60 days after the employee files a claim. Employers operating a railroad: Payment may be held up to 14 days.	An employer that fails to pay wages may be liable for a civil penalty of $50 per employee, per week.
49	Rhode Island	All employers.	Weekly, unless compensation is fixed at biweekly, semimonthly, or monthly rates. Employees absent on payday must be paid on demand. An employer may petition the Department of Labor and Training to pay employees biweekly or semimonthly if it has average payrolls exceeding 200% of the state minimum wage or if it fulfills other requirements.	Payment may be held up to nine days.	An employer that fails to pay wages may be guilty of a misdemeanor and fined up to $400, and/or imprisoned for 10 to 90 days. An employer that pays an employee's unpaid wages to the Department of Labor and Training may be required to pay an administrative fee of 25% of the amount due for the first offense, and 50% of the amount due for the second and all later offenses.
50	South Carolina	All employers (except those with fewer than five employees at all times in the preceding 12 months, and employers of domestic workers in private homes).	None specified, but employers must provide employees with written notice of paydays when hired (posting the terms conspicuously at or near the place of work is acceptable notice), the normal hours and wages agreed upon, the time and place of payment and the deductions that will be made (including those for insurance payments). Any changes in the terms (excluding pay increases) must be made in writing at least seven calendar days before they become effective.	None specified.	An employer that violates the notification and payment requirements will receive a written warning from the labor department for the first offense and be assessed a civil penalty of up to $100 for each subsequent offense. In addition, a civil penalty of not more than $100 for each violation will also be assessed; each failure to pay is a separate offense. An employee who was not paid as required may recover in a civil action three times the full amount of any unpaid wages, plus costs and reasonable attorneys' fees. Civil actions for the recovery of wages must be commenced within three years after the wages become due.
51	South Dakota	All employers.	At least monthly.	None specified.	An employer that oppressively, fraudulently or maliciously refuses to pay wages when due may be liable for damages equal to twice the amount of wages that should have been paid. An employer that intentionally refuses to pay wages may be guilty of a misdemeanor.
52	Tennessee	Employers with at least five employees.	At least monthly. Employees absent on payday must be paid on demand.	If wages are paid monthly, wages earned by the first day of the month must be paid by the 5th day of the following month. If wages are paid in two or more pay periods in a month, wages earned prior to the first day of a month must be paid by the 20th of the following month; and wages earned prior to the 16th of a month must be paid by the 5th day of the following month.	An employer that fails to pay wages may be guilty of a misdemeanor and liable for fines ranging from $100 to $500. An employer that commits at least two offenses may be liable for a civil penalty ranging from $500 to $1,000 per offense.
53	Texas	All employers, except public employers.	Nonexempt employees must be paid at least semimonthly. FLSA-exempt employees must be paid at least monthly. Unless otherwise designated, semimonthly pay periods begin on the 1st and 15th of the month. Employees absent on payday must be paid on demand.	None specified.	An employer that refuses to pay wages in bad faith may be liable for the lesser of the unpaid wages or a $1,000 fine. An employer may be guilty of a third degree felony offense if it hires or intends to continue to employ an employee with the intent to avoid paying wages and if it fails to pay wages after the employee demands payment.
54	Utah	All employers.	At least semimonthly but employers and employees may agree to a less frequent pay schedule. Employees hired at an annual salary may be paid monthly.	Payment may be held up to 10 days; up to seven days for employees who are paid monthly.	An employer that fails to pay wages may be liable for the unpaid wages, plus 5% of the amount that should have been paid, for up to 20 days; the employer may also be guilty of a misdemeanor.
55	Vermont	All employers.	At least weekly, but biweekly or semimonthly is permitted after providing notice to employees. Employees absent on payday must be paid on demand.	Payment may be held up to six days.	An employer that fails to pay wages may be liable for a $5,000 fine. Corporate officers may be personally liable for unpaid wages. An employee may sue an employer for twice the amount of unpaid wages owed, plus costs and reasonable attorney fees.
56	Virginia	All employers.	Nonexempt employees must be paid at least biweekly or semimonthly. FLSA-exempt employees, certain students in work-study programs and employees whose weekly wages exceed 150% of the state average weekly wage must be paid at least monthly.	None specified.	An employer that willfully and with intent to defraud fails to pay up to $9,999 in wages may be guilty of a misdemeanor; if the amount is $10,000 or more, the employer may be guilty of a felony. An employer that knowingly fails to pay wages may be liable for a $1,000 civil fine per offense.
57	Washington	All employers.	At least monthly.	Payment may be held up to seven days for monthly pay periods. An employer may pay employees for the last seven days of a pay period on the next payday (i.e., at the end of the next month). If pay periods are more frequent, payment may be held up to 10 days.	An employer that fails to pay wages may be guilty of a misdemeanor. An employer that fails to pay wages within 30 days of receiving a notice from the Department of Labor & Industries may be liable for the unpaid wages, plus 10% of the amount due. An employer that willfully fails to pay wages may be liable for a civil penalty equal to the greater of $1,000 or 10% of the amount due.
58	Washington (Seattle)	Employers covered by the Seattle Paid Sick and Safe Time (PSST) Ordinance. Effective January 13, 2024, employers covered by the Seattle App-Based Worker Paid Sick and Safe Time Ordinance.	None specified.	Seattle Paid Sick and Safe Time (PSST) Ordinance. PSST must be paid no later than the payday for the pay period in which the PSST was used. If an employer requires verification for use of PSST of more than three consecutive days, then PSST must be paid no later than the payday for the pay period during which the employee provides verification to the employer. Seattle App-Based Worker Paid Sick and Safe Time Ordinance. Effective January 13, 2024, PSST must be compensated no later than 14 calendar days or the next regularly scheduled date of compensation following the requested day(s) of PSST, whichever date is sooner. If a network company requires reasonable verification, then PSST must be compensated no later than the worker's next regularly scheduled date of compensation after the verification is provided.	See Paid Sick Leave: Washington.
59	West Virginia	All employers.	At least twice a month. Employees absent on payday must be paid on demand. Employers operating a railroad: At least semimonthly, on the 1st and 15th of the month.	None specified. Employers operating a railroad: Payment may be held up to 15 days.	An employer that fails to pay wages may be liable for all unpaid wages due, plus triple that amount as liquidated damages.
60	Wisconsin	All employers.	At least monthly. Employees absent on payday must be paid on demand. Employers with logging operations: At least quarterly.	Payment may be held up to 31 days. Employers with logging operations: None specified.	An employer that fails to pay wages may be liable for a $500 fine and/or imprisonment for up to 90 days for each offense; the employer may also be liable for the unpaid wages, and up to 100% of the amount required to be paid, depending on when payment is made.
61	Wyoming	All employers.	At least monthly. Employers operating a railroad, mine, refinery, oil production facility, factory, mill or workshop: At least semimonthly.	None specified. Employers operating a railroad, mine, refinery, oil production facility, factory, mill or workshop: Payments may be held up to 15 days.	An employer that fails to pay wages may be guilty of a misdemeanor, fined up to $750, and/or imprisoned for up to six months.
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