When workers quit their jobs, they typically need to notify their employers and give them a specific date that they will be leaving. This is generally so the employer is not left in a situation where they cannot find a replacement fast enough. This is at times more common decency than it is a requirement, but giving notice can have its benefits if the employer does not pay the employee their final payment on the day that they quit.
Waiting time penalties
If the employee gives the employer at least 72 hours notice before the day that they are quitting, the employer is required to pay the employee their final check their final day or work. If the employer does not do this they may be required to compensate the employee for every day that they do not give them payment.
The compensation is the employee’s average daily pay for every day after they quit up to 30 days. The 30 days includes days that the employee normally does not work as well. So, if the employee quits on a Monday and normally does not work weekends, even if the employer pays them on the following Monday, the employee would be entitled to three days compensation.
Wage and hour laws in California are designed to ensure that the employee earns fair compensation for their work. That is why there are also laws requiring employers to promptly pay employees for their work up until the day they quit. Receiving the compensation employees are owed can sometimes be difficult though and experienced attorneys may be able to guide one through the process.