@023 CHAP 11

             ÚÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄ¿
             ³  OTHER STATE LABOR LAW PROVISIONS  ³
             ÀÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÄÙ

@CODE: CA CT DE HI ID IA MD MA MI MN MT NJ NY OR PA RI UT VT WA WV WS
Note that federal law generally prohibits the use of lie
detector tests in most employment situations.  Also, most
private employers are forbidden, by state law, to use lie
detector tests as a condition of employment, in the state
of @STATE.

@CODE:OF
@CODE: DC
Use of lie detector tests as a condition of employment is
illegal in Washington, D.C., 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 em-
ployer, need to know of:

    . Wages must be paid at least twice a month (except
      to exempt employees, such as executive, administra-
      tive 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 additional pay.  This can be an expensive les-
      son, 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 condi-
tion.  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 em-
ployers are spelled out on the poster, Form HPWL-1, Notice
to Employees, which you are required to post in the work-
place.  The poster notifies employees 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 fre-
quency 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.