50-State Surveys › New-Hire Wage Notice Requirements by State
New-Hire Wage Notice Requirements by State
Must a private employer give a new employee a written pay-rate or wage notice, what must it contain, and what notice, acknowledgment, language, and recordkeeping rules apply when the terms change?
51 of 51 jurisdictions verified
every entry statute-checked, oldest 2026-07-22
What this survey covers
A new employee may receive an offer letter, handbook, tax forms, and a pay stub, yet still be missing the separate wage notice a state requires. This survey isolates that onboarding document. It compares who must receive it, when and how it must be delivered, the wage and employer information it must contain, and what happens when those terms change.
The scope is the employee's own wage terms. General minimum-wage posters, salary ranges in job advertisements, pay-stub contents, pay-frequency rules, commission contracts, and final-pay deadlines are separate subjects. They appear only when the governing wage-notice section expressly incorporates them.
Where the states cluster
Twenty-one jurisdictions automatically require some disclosure of the employee's own wage or payment terms at hire or before work begins. That does not always mean a signed paper form: Idaho, Louisiana, New Jersey, and Tennessee do not make writing the universal delivery rule, while Alaska, Pennsylvania, South Carolina, and Utah permit a workplace posting for some or all of the required terms.
Twenty-two jurisdictions have no general pay-term hire rule in the wage scheme audited for this survey. Their cells preserve narrower duties instead—such as a tip-credit disclosure, payroll-card terms, paid-leave rights, a deduction statement, payday posting, or a vacation-forfeiture acknowledgment—without turning one of those documents into a comprehensive wage notice.
The remaining seven jurisdictions form a conditional or partial middle. Iowa's duty activates only after specified enforcement history; Kansas responds to an employee request; Montana responds to a pre-work written demand; and Maine, Nevada, Ohio, and Oregon disclose only selected payment, contact, or deduction information rather than a full pay-rate onboarding notice.
The same basic duty takes different forms
California requires covered employers to give each employee an individualized written notice at hiring. The notice states the rate and basis of pay, applicable overtime rates, minimum-wage allowances, regular payday, employer identity and contact information, workers' compensation carrier information, paid-sick-leave rights, and a recent emergency or disaster declaration that may affect workplace health or safety. Cal. Labor Code § 2810.5.
New York also requires an individualized notice at hiring, but adds a dual- language process and a signed, dated acknowledgment kept for six years. Its notice includes the pay rate and basis, allowances, regular payday, employer identity and contact information, and the regular and overtime rates for nonexempt employees. N.Y. Labor Law § 195.
South Carolina demonstrates why delivery form needs its own column. A covered employer may notify each employee in writing at hiring or post the terms conspicuously at or near the workplace. The disclosed terms are normal hours and agreed wages, the time and place of payment, and deductions, including insurance-program payments. S.C. Code §§ 41-10-20 and 41-10-30.
Change timing is not a single seven-day rule
California generally requires written notice within seven calendar days after a covered item changes, unless every change appears on a timely wage statement or in another legally required writing within that period. New York and South Carolina generally require notice at least seven calendar days before a change; New York permits a wage-statement exception, while South Carolina excludes wage increases from its change-notice rule. Those differences are easy to lose if the table says only “seven days.”
Other states use different clocks and different starting points. D.C. generally allows an update within 30 days after a change. Maryland, North Carolina, and West Virginia generally use one pay period of advance notice, while Illinois and Minnesota require notice before effectiveness without converting that rule into a fixed number of days. Missouri and Nebraska use 30-day advance rules for their narrower wage-reduction or payday changes. Several states state no general wage-change notice at all.
Templates and signatures require separate checks
California's Labor Commissioner publishes a notice template, but § 2810.5 does not itself require an employee acknowledgment for the ordinary notice. New York's statute does require a signed and dated acknowledgment in English and the employee's identified primary language, using the Commissioner's dual- language template system. A signature box on a model form is therefore not the same thing as a statutory signature duty.
Required acknowledgment records are the exception, not the baseline. D.C., Minnesota, New Hampshire, New York, and Rhode Island require a signed notice, acknowledgment, or equivalent proof in their general schemes, but their form, electronic-delivery, and retention rules differ. Most other states do not make an employee signature part of the general notice rule.
An offer letter is not automatically interchangeable with either state's notice. It works only if the law permits that form and the document contains all required fields, follows the language and acknowledgment rules, and is delivered on time.
How to read the table
Start with coverage and delivery. Then compare the pay-rate column with the hours, payday, allowance, and deduction column; states distribute those terms differently. Check employer identity and special contents next, followed by language, template, and acknowledgment requirements.
Finally, read change timing and retention before reusing an onboarding form for an existing employee. A state may require advance notice, after-change notice, a wage-statement substitute, or no notice for a wage increase. The enforcement column identifies notice-specific consequences and flags that city or county rules may be more protective without attempting to table local law.
Get this answered for your state
This survey compares every state side by side. Ezel applies your state's law to your specific situation and answers with citations to the statutes.
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| State | Governing law and coverage | Delivery timing and form | Pay rate, basis, and overtime | Hours, payday, allowances, and deductions | Employer identity, insurance, and other contents | Language, template, and acknowledgment | Change notice and record retention | Enforcement, remedies, and local overlays |
|---|---|---|---|---|---|---|---|---|
| Alabama verified 2026-07-22 | No general Alabama state wage-notice law for ordinary private employment. The Department of Workforce says Alabama has no state laws governing wage-and-hour issues and directs employers to federal rules. |
No Alabama state individual hire-notice timing, paper/electronic delivery rule, posting alternative, or prescribed form for general wage terms. |
No state hire-notice field for agreed rate, multiple rates, hourly/salary/piece/commission basis, regular rate, or overtime rate. |
No state hire-notice field for normal hours, payday or frequency, payment place, tips, meal/lodging allowances, benefits, or deductions. |
No general state hire-notice field for employer legal/DBA name, address, phone, workers' compensation carrier, leave rights, employment status, or other onboarding contents. |
No state language or translation workflow, agency wage-notice template, employer or employee signature, date, acknowledgment, or receipt requirement. |
No general state wage-change notice clock, wage-statement exception, or hire/change-notice copy-retention rule. The agency directs wage recordkeeping issues to federal rules. |
No Alabama notice-specific warning, cure, agency penalty, statutory damages, private action, costs, or attorney-fee remedy because state law creates no general notice duty. Local rules are outside scope. |
| Alaska verified 2026-07-22 | Alaska Stat. § 23.05.160 applies to an employer and employee generally; it requires notice of wage-payment terms at hiring and before covered changes. No employer-size, overtime-exempt, domestic, agricultural, or CBA exclusion appears in the section. |
Written notice at hiring. Individual delivery is not mandatory: a conspicuous statement posted at or near the workplace where each employee can see it when coming or going is permitted (§ 23.05.160). |
Rate of pay is required. Section 23.05.160 does not separately require the pay basis, multiple-rate conditions, commission/piece method, regular rate, or overtime rate. |
Day and place of payment are required. The section does not separately require normal hours, allowances, benefits, or planned deductions (§ 23.05.160). |
No employer legal/DBA name, address, phone, workers' compensation carrier, leave-rights, classification, or other-content field appears in § 23.05.160. |
No employee-language, translation, agency-template, signature, date, acknowledgment, or receipt rule is stated. A compliant conspicuous posting is an express alternative to individual delivery (§ 23.05.160). |
Notify a change to rate, payday, or payment place on the payday before the change. No wage-increase or wage-statement exception and no notice-copy period stated; general employment records are kept at least 3 years (§§ 23.05.080, .160). |
DOLWD enforces and investigates ch. 23.05 (§ 23.05.190). A chapter violation is punishable by up to a $1,000 fine, up to 1 year imprisonment, or both; each continuing day is separate (§ 23.05.280). Local rules are outside scope. |
| Arizona verified 2026-07-22 | A.R.S. §§ 23-364(D), 23-375 and A.A.C. R20-5-1206(C), -1207(C); no general pay-term notice. Sick-time employer coverage includes private entities and political subdivisions but excludes Arizona and the United States; employee definition excludes parent/sibling employment and casual in-home babysitting (§ 23-371(F)-(G); § 23-362(A), Version 1). |
Written sick-time notice at commencement; business name/address/phone in writing upon hire. Under the minimum-wage rules, advise designated workweek upon hire with no writing stated; tipped-position notice is written before a tip credit is exercised (A.R.S. §§ 23-364(D), -375(A); R20-5-1206(C), -1207(C)). |
No general wage-rate, basis, multiple-rate, regular-rate, or overtime-rate field. Tipped workers receive written notice before a tip credit and each pay period of the credit amount per hour; sick-time notice states the leave amount, not the employee's wage rate. |
For employees covered by R20-5-1206, designated workweek must be advised at hire. No general written field for normal hours, fixed paydays, payment place, allowances, benefits, or deductions. Payroll-card users receive a fee list, but § 23-351(F) states no hire-time delivery clock. |
Written business name, address, and phone at hire. Sick notice covers entitlement, amount, statutory use terms, anti-retaliation, complaint right, and Industrial Commission contact information; no workers' compensation or other insurance field (§§ 23-364(D), 23-375(A)). |
Sick notice must be in English, Spanish, and any Commission-designated language; Commission supplies model notices. Statutes say written but do not expressly address electronic delivery. No employee signature or acknowledgment stated (§ 23-375(B), (D)). |
No general wage-change notice or sick-notice-copy retention rule. Tipped employees receive the hourly tip-credit amount in writing each pay period; sick-time available/taken/pay appears on or with each paycheck. Payroll records last 4 years, and tipped-worker records include a copy of the tip-credit notice (§§ 23-364(D), 23-375(C); R20-5-1210(E)(6)). |
Industrial Commission enforces. Sick-notice violation: at least $250 first and $1,000 each subsequent or willful violation; injured private action, appropriate relief, and prevailing-plaintiff fees/costs are available (§§ 23-375(E), 23-364(E)-(G)). A § 23-351 payroll-card violation is a petty offense. Local higher wage/benefit standards are preserved (§ 23-364(I)). |
| Arkansas verified 2026-07-22 | No general individualized hire-notice rule appears in the current Arkansas Minimum Wage Act record/posting provisions or 11 CAR Part 11. The narrow change writing in 11 CAR § 11-202(c)(3)(C) covers tipped employees whose wages are determined under Ark. Code § 11-4-212; Part 11 generally excludes employers with fewer than 4 employees and incorporates statutory/rule employee exclusions (§ 11-102(4)-(5)). |
No individual notice due at hire. Covered employers post an agency-approved general Act summary conspicuously in each establishment (§ 11-201(f)); that poster is not the employee's own wage notice. A changed hourly tip-credit amount must be reported to the tipped employee in writing (§ 11-202(c)(3)(C)). |
No employee-facing hire field for rate, hourly/day/week/piece/commission basis, regular rate, multiple rates, or overtime rate. Those are employer payroll-record fields where applicable (§ 11-201(a)(6), (9)). The narrow writing states the changed tip-credit amount per hour (§ 11-202(c)(3)(C)). |
No general hire-notice field for hours, payday, allowances, deductions, tips, or benefits. Internal records include hours, additions/deductions, wages paid, payment date, and pay period; tipped-worker records include the tip credit and tipped/nontipped hours (§§ 11-201(a), 11-202(c)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, classification, leave, emergency, or other individualized onboarding field. The general poster only explains and summarizes the Act and rules (§ 11-201(f)). |
No statutory employee-language, translation, individualized template, employer/employee signature, date, acknowledgment, or receipt requirement. The division approves the general workplace summary; the tip-credit change must be in writing (§§ 11-201(f), 11-202(c)(3)(C)). |
No general advance notice period for a pay-rate or other wage-term change. The tip-credit writing is due each time the hourly amount changes from the amount taken in the preceding week; no separate lead time is stated. Payroll and tip-credit records are retained at least 3 years (§§ 11-201(c), 11-202(c)); no separate notice-copy period is stated. |
The Division of Labor may issue civil money penalties for violations of the Act or Part 11; otherwise willfully violating a rule is listed, and penalties are $50-$1,000 per violation, with each continuing day a separate offense (§ 11-1103). No notice-specific private damages provision is stated; local rules are outside scope. |
| California verified 2026-07-22 | Cal. Lab. Code § 2810.5; private-sector default. Excludes state/local employees, overtime-exempt employees, and qualifying CBA employees; adds rules for temporary-services and H-2A workers (§ 2810.5(a), (c), (d)). |
Individual written notice at hiring. DLSE says it must be its own form, may accompany other hiring papers, and may be electronic if receipt can be acknowledged and a copy printed (§ 2810.5(a); DLSE FAQ 7, 9). |
All rate(s) and the basis—hour, shift, day, week, salary, piece, commission, or other method—plus applicable overtime rates (§ 2810.5(a)(1)(A)). |
Regular payday and meal/lodging allowances claimed toward minimum wage. The ordinary § 2810.5 list does not include normal hours or planned deductions (§ 2810.5(a)(1)(B)-(C)). |
Legal and DBA names; main-office and mailing addresses; phone; workers' compensation carrier; paid-sick-leave rights; qualifying recent emergency declaration; added client information for temporary-services work (§ 2810.5(a)(1)(D)-(I), (3)). |
Use the language normally used for employment communications; Labor Commissioner templates available. No statutory employee signature; DLSE says its acknowledgment is optional (§ 2810.5(a)(1)-(2); DLSE FAQ 4-6, 10). |
Written notice within 7 calendar days after a change unless all changes appear on a timely wage statement or another legally required writing within 7 days. No notice-copy retention period stated; DLSE says keep a record (§ 2810.5(b); DLSE FAQ 6). |
The notice cannot be waived (§ 2804). Section 2810.5 states no notice-specific dollar penalty or damages; local wage-notice rules may add duties and are outside this state-table scope. |
| Colorado verified 2026-07-22 | No general individualized pay-term notice in the current Colorado Wage Act or COMPS Order. Separate rules cover payday posting (§ 8-4-107), HFWA and FAMLI rights notices (§§ 8-13.3-408, -511), COMPS distribution (Rule 7.4), and migratory-labor recruitment (§ 8-4-117). |
Payday notice: conspicuous posting, including changes (§ 8-4-107). HFWA: individual writing; DLSS says promptly, no later than other onboarding documents, with accessible electronic delivery allowed. FAMLI state plan: written official notice upon hire or Colorado transfer; approved private plan: written notice immediately upon hire/transfer. |
No general new-hire field for the employee's rate, basis, multiple rates, salary, piece rate, commission, regular rate, or overtime rate. A field labor contractor must disclose the wage rate in writing when recruiting a migratory laborer (§ 8-4-117(1)(b)). |
No individualized hire fields for hours, allowances, or deductions. The posted payday notice states regular paydays and time/place of payment (§ 8-4-107). FAMLI's program notice covers payroll deductions. A migratory-labor disclosure adds transportation, housing, insurance, and contractor charges (§ 8-4-117). |
No general employer-identity field. HFWA notice covers paid-sick-leave amount/use, anti-retaliation, and complaint rights. FAMLI notice covers program requirements, benefits, claims, payroll deductions, job protection, benefit continuation, and anti-retaliation. Migratory disclosure adds work area, crops/operations, and strikes. |
HFWA: English plus each first language spoken by at least 5% of the workforce; the current Public Health Rights poster may serve as the individual notice; no signature stated. FAMLI state-plan notice: official program notice, employee's first language when known/requested, plus English, Spanish, and 5% languages. COMPS acknowledgment only when the employer requires signatures on a handbook/manual/policy. |
Post payday/time/place changes (§ 8-4-107). DLSS says give updated HFWA notices/posters to current employees by year-end after annual updates. FAMLI notice repeats within 5 days after a known eligibility-triggering event, absent extenuating circumstances. No general pay-change notice or notice-copy retention period; HFWA's separate leave records last 2 years. |
HFWA: willful individual-notice violation up to $100 each; poster violation up to $100, plus applicable WARNING fines (§ 8-13.3-408(4); Rule 4.6). FAMLI: up to $500 per violation, with each noncompliant day separate (Rule 3.7.5). COMPS posting failure removes employee-specific credits/deductions/exemptions. More-protective local rules may apply. |
| Connecticut verified 2026-07-22 | Conn. Gen. Stat. § 31-71f; each employer must give the hire writing, with no employer-size threshold or ordinary private-employee exclusion stated. |
At hiring, in writing (§ 31-71f(1)). Wage and benefit practices, policies, and changes may be supplied in writing or by notice posted in a place accessible to employees (§ 31-71f(2)). |
Must state the employee's rate of remuneration. No separate multiple-rate, hourly/salary/piece/commission basis, regular-rate, or overtime-rate field stated (§ 31-71f(1)). |
Must state hours of employment and wage-payment schedule. No hire field for minimum-wage allowances, planned deductions, time/place of payment, or a separate exact-payday label stated (§ 31-71f(1)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, classification, or emergency field. Practices/policies and changes regarding wages, vacation pay, sick leave, health and welfare benefits, and comparable matters must be available (§ 31-71f(2)). |
No statutory employee-language, translation, prescribed template, employer/employee signature, date, acknowledgment, or receipt requirement. |
Policy changes within § 31-71f(2) must be made available in writing or by accessible posting; no fixed before/after-change day count or notice-copy retention period. General payroll records are kept 3 years (RCSA § 31-60-12). |
$300 Labor Department civil penalty for each Chapter 558 violation (§ 31-69a(a)); § 31-72's wage-doubling action is triggered by failure to pay wages, not a notice-only violation. Local rules are outside scope. |
| Delaware verified 2026-07-22 | Delaware Wage Payment and Collection Act, 19 Del. C. ch. 11. Hire/change notice applies to employers of more than 3 employees (§ 1108). Chapter excludes federal, state, local-government employees and independent contractors (§ 1101). |
Individual written notice at hiring (§ 1108(1)). |
Hire notice states rate of pay. No explicit multiple-rate, time/task/piece/commission basis, regular-rate, or overtime-rate field (§ 1108(1)). |
Hire notice states day, hour, and place of payment. No normal-hours, allowance, tip, benefit, or deduction field; payday statement is separate (§ 1108(1), (4)). |
No employer legal/DBA name, address, phone, insurance carrier, occupation, classification, leave, emergency, or other content required by § 1108(1). |
No employee-language, translation, agency-template, employer/employee signature, acknowledgment, date, or receipt requirement (§ 1108(1)). |
Before reducing regular rate or listed payment arrangements, notify each employee in writing or by accessible posting where employees normally pass; no fixed advance days (§ 1108(2)). Wage/hour records retained at least 3 years; no notice-copy rule (§ 1108(6)). |
DOL administers, investigates, and may sue for penalties (§ 1111). Any chapter violation carries a $1,000-$5,000 civil penalty per violation (§ 1112(a)). Unpaid-wage remedies require wages due and are not automatic notice-only damages. Local rules are outside scope. |
| District of Columbia verified 2026-07-22 | D.C. Code § 32-1008(c)-(e) is the ordinary employer rule. Temporary staffing firms instead follow the two-stage initial-interview/hire and assignment notices in § 32-1008.01. |
Individual written notice at hiring; no posting substitute. Updated ordinary notice within 30 days after required information changes; proposed revised tip-out policy before implementation (§ 32-1008(c)-(d)). Temporary firms give notices at interview/hire and assignment. |
Rate and basis—hour, shift, day, week, salary, piece, commission—plus claimed allowances, overtime rate or exemption, living-wage status/exemption, and applicable prevailing wages (§ 32-1008(c)(4)). |
Regular payday; tip, meal, lodging, and other minimum-wage allowances; employer tip-sharing policy. Ordinary notice list does not separately require normal hours or planned deductions (§ 32-1008(c)(4)-(5)). |
Employer legal and DBA names, main-office/principal-place physical address, different mailing address, and phone. Temporary assignment notice adds client and staffing-firm names/location, assignment length, training/equipment, workers' compensation entity, and agency contacts (§§ 32-1008(c), 32-1008.01(b)). |
English plus another language when an official translated sample exists and the employer knows it is primary or the employee requests it. Mayor supplies samples; retain paper signed/dated by both parties or electronic receipt and acknowledgment (§ 32-1008(c)-(e)). |
Updated notice within 30 days after a covered change; revised tip-out policy before implementation. Retain signed paper or electronic acknowledgment proof; general records at least 3 years or the prevailing federal standard, whichever is greater (§ 32-1008(a), (d)). |
$500 administrative penalty for each failure to provide an employee's written notice (§ 32-1011(d)(1)(E)); noncompliance weighs against employer credibility and delays the limitations period. Civil relief can include fees, costs, statutory penalties, and appropriate equitable relief (§ 32-1308). |
| Florida verified 2026-07-22 | No general individualized hire wage notice in Fla. Stat. ch. 448, pt. I. Covered minimum-wage employers instead display the statewide poster (§ 448.109(2)). |
No individual hire delivery. Minimum-wage poster must be prominently displayed in a conspicuous, accessible place in each covered establishment (§ 448.109(2)). |
No employee-specific hire field. The poster states the statewide minimum and tipped minimum wage, not the worker's agreed rate, pay basis, multiple rates, or overtime rate (§ 448.109(3)(a)). |
No general hire disclosure of hours, payday, payment place, allowances, benefits, or deductions in ch. 448, pt. I. |
No general hire-notice fields for employer legal/DBA name, address, phone, workers' compensation carrier, leave rights, or other onboarding contents. |
Department of Commerce makes the minimum-wage poster available in English and Spanish; no employee signature or acknowledgment (§ 448.109(3)). No general hire-notice template. |
Department updates the poster annually by December 1. No general employee wage-change notice or hire-notice copy-retention rule (§ 448.109(3)(a)). |
No notice-specific remedy for a general hire wage notice because Florida creates no such duty. Minimum-wage poster and wage remedies are separate; local requirements are outside scope. |
| Georgia verified 2026-07-22 | No general wage-term hire notice in O.C.G.A. Title 34. Section 34-7-2(c) narrowly covers payroll-card pay for the manual, mechanical, and clerical wageworkers within § 34-7-2(b), subject to its industry and salaried-management exclusions. |
Payroll-card employer: written fee explanation plus opt-out form at hiring for employees hired after the employer's election; existing employees receive them at least 30 days before the card becomes available (§ 34-7-2(c)). No general notice form. |
No general hire-notice field for pay rate, basis, multiple rates, commission, piece rate, salary, or overtime. The payroll-card notice discloses card fees, not the wage calculation (§ 34-7-2(c)). |
No general hire-notice field for hours, payday, allowances, or deductions. Payroll-card disclosure: associated fees and options to request a check or authorize direct deposit (§ 34-7-2(c)). |
No employer name/address/contact, workers' compensation, leave-rights, or other identity field stated for the payroll-card hire disclosure (§ 34-7-2(c)). |
Written explanation and simultaneous opt-out form for payroll-card pay; no language, agency template, signature, date, acknowledgment, or receipt affirmation stated (§ 34-7-2(c)). |
No general wage-change notice or notice-copy retention period. Section 34-7-2(c) sets the initial payroll-card election/hire timing but no recurring card-fee change notice. |
Section 34-7-2 states no notice-specific agency process, civil penalty, statutory damages, private remedy, costs, or attorney fees. Local rules are outside scope. |
| Hawaii verified 2026-07-22 | Hawaii Payment of Wages and Other Compensation Law, Haw. Rev. Stat. ch. 388. Broad private-sector coverage; State, county, and federal governments are excluded (§ 388-1). |
Individual written notice at the time of hiring (§ 388-7(1)). |
Hire notice states the rate of pay. No explicit multiple-rate, time/task/piece/commission basis, regular-rate, or overtime-rate field (§ 388-7(1)). |
Hire notice states the day, hour, and place of payment. No normal-hours, tip, allowance, benefit, or deduction field; payday deduction records are a separate duty (§ 388-7(1), (4)). |
No employer legal/DBA name, address, phone, insurance carrier, classification, leave, emergency, or other field is required by § 388-7(1). |
No employee-language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt requirement is stated for the hire notice (§ 388-7(1)). |
Before changing rate or payment day/hour/place, notify each employee in writing or by an accessible posted notice; no fixed advance days (§ 388-7(2)). Payday-record copies are kept at least 6 years, but no hire/change-notice-copy rule is stated (§ 388-7(4), (6)). |
DLIR enforces and investigates (§ 388-9). A chapter violation carries a state penalty of at least $500 or $100 per violation; willful failure to meet another chapter requirement can bring a $100-$10,000 fine, up to 1 year, or both (§ 388-10). Employee monetary recovery is wage-based. Local rules are outside scope. |
| Idaho verified 2026-07-22 | Idaho Wage Claim Act, Idaho Code §§ 45-601 and 45-610. Applies broadly to any person suffered or permitted to work and the listed private employer forms; no employer-size threshold (§ 45-601(4)-(5)). |
At the time of hiring, give notice of rate and usual payday. The statute does not automatically require writing, but written information is mandatory on the employee's request (§ 45-610(2)). Reduction notice must precede the lower-rate work and be written on request (§ 45-610(3)). |
Hire notice states the rate of pay; reduction notice states the wage reduction. No explicit multiple-rate, time/task/piece/commission basis, regular-rate, or overtime-rate field (§ 45-610(2)-(3)). |
Hire notice states the usual day of payment. No hours, payment-place, tip, meal/lodging allowance, or benefit field. Voluntary deductions separately require written employee authorization for a lawful purpose; deduction statements follow each affected pay period (§ 45-609). |
No employer legal/DBA name, address, phone, workers' compensation carrier, classification, leave, emergency, or other content is required by § 45-610. |
No employee-language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt requirement. A requested writing must contain the statutory information, but no form is prescribed (§ 45-610(2)-(3)). |
Notify employees of any wage reduction before they perform work at the reduced wage; provide it in writing on request, with no fixed number of days (§ 45-610(3)). No general notice for increases or other wage-term changes. Employment records are kept at least 3 years after the employee's last service; no separate notice-copy rule (§ 45-610(1)). |
Labor Director enforces and investigates Chapter 6 and may issue authorized administrative remedies (§ 45-616). Section 45-610 states no notice-specific penalty or damages; unpaid-wage court remedies under § 45-615 require wages due. Willful failure to furnish a deduction statement is separately a misdemeanor (§ 45-609(2)). Local rules are outside scope. |
| Illinois verified 2026-07-22 | Wage Payment and Collection Act § 10(a), 820 ILCS 115/10(a), and 56 Ill. Adm. Code § 300.630; covers Illinois employers/employees, including local government and school districts, but not State or federal employees (§ 115/1). |
At hiring. The rate notice must be written; the employer bears the burden to show written notice of rate and payment time/place was not possible (§ 300.630(d)-(e)). |
Rate of pay, defined as a description of all wages/final compensation. The rule's compensation definition includes hourly and overtime wages, commissions, piece rate, salary, bonuses, reimbursements, and other bases (§§ 300.450, 300.630(e)). |
Individual notice must state payment time and place; a separate workplace posting must show regular paydays and payment place/time. No normal-hours, allowance, or planned-deduction field stated (§ 115/10(a), (e)). |
No employer-name/address/contact, workers' compensation, leave-rights, or other identity field stated in § 115/10(a) or § 300.630(d)-(e). |
No language or individualized agency form prescribed. Whenever possible, the notice must be acknowledged by both parties; beginning work reflects mutual assent to the rate, but no signature or date is specified (§ 115/10(a); § 300.630(d)). |
Notify before the effective date; put the change in writing and present it at the time of change unless impossible, then rectify immediately. Keep copies of required notices at least 3 years (§ 300.630(a), (d)). |
Illinois Department of Labor enforces the Act; an aggrieved employee may sue. An otherwise uncovered Act violation carries up to a $500 civil penalty per violation payable to the Department; no notice-specific employee damages formula is stated (§§ 115/11, 115/14(d)). |
| Indiana verified 2026-07-22 | No general new-hire pay-term notice in current IC 22-2-2, IC 22-2-5, or IC 22-2-9. IC 22-2-2-8's pay-period statement/poster covers employers subject to Indiana's Minimum Wage Law: generally 2+ employees, but not employers subject to the FLSA minimum-wage provisions (§ 22-2-2-3). |
No general hire-time writing or delivery clock. State-minimum-wage-covered employers furnish a statement each pay period and post a single-page minimum-wage notice conspicuously (§ 22-2-2-8). Wage-dispute notice arises only after a dispute (§ 22-2-9-3). |
No general hire field for rate, basis, multiple rates, salary, piece rate, commission, regular rate, or overtime rate. The narrow § 22-2-2-8 payday statement lists wages paid, not a prospective rate. A mandatory tip pool requires notice of the contribution amount (§ 22-2-2-14.1(b)). |
No general hire field. For state-minimum-wage-covered employees, each-pay-period statement lists hours worked, wages paid, and deductions (§ 22-2-2-8(a)); IC 22-2-5-1 sets payment frequency/method but no hire notice. |
No general employer-name, address, telephone, workers' compensation, leave, emergency, or other hire-notice field. The minimum-wage poster gives state wage-law rights and IDOL contact information, not individualized employer terms (§ 22-2-2-8(c)). |
No general hire-notice language, translation, agency template, employer/employee signature, date, acknowledgment, or receipt affirmation. Sections 22-2-2-8, 22-2-2-14.1, and 22-2-9-3 prescribe no acknowledgment for their narrower notices. |
No general pay-rate change notice or hire/change-notice copy-retention period in the audited wage chapters. Section 22-2-2-8(b) makes records supporting the pay-period statement open to IDOL inspection but states no retention duration. |
No general hire-notice violation exists. Knowingly or intentionally violating § 22-2-2-8 is a Class A infraction; a repeat unrelated § 22-2-2-8 judgment makes a later violation a Class B misdemeanor (§ 22-2-2-11). IDOL enforces wage claims under § 22-2-9-4. Local requirements are outside scope. |
| Iowa verified 2026-07-22 | Iowa Code § 91A.6(1)-(2); duties activate only after director notice following a paid covered claim with liquidated damages or a civil money penalty. Chapter covers Iowa employees for wages, subject to § 91A.2 exclusions. |
Once triggered, at hiring and in writing (§ 91A.6(1)(a)). A reduction/payday-change notice may instead be posted where employee notices are routinely posted (§ 91A.6(1)(b)). |
Hire writing states what wages the employer designates. No separate multiple-rate, hourly/salary/piece/commission basis, regular-rate, or overtime-rate field stated (§ 91A.6(1)(a)). |
Must state regular paydays; no hire field for normal hours, payment place, allowances, deductions, tips, or benefits (§ 91A.6(1)(a)). |
No employer-name, address, phone, workers' compensation carrier, classification, or emergency field. On written request, triggered employer supplies policies on vacation, sick leave, expenses, retirement, severance, and comparable wage matters (§ 91A.6(1)(c)). |
No statutory employee-language, translation, prescribed template, employer/employee signature, date, acknowledgment, or receipt requirement. |
At least 1 pay period before a wage reduction or regular-payday change; writing or routine notice-board posting. Triggered employer keeps hours, wages, deductions, and employment agreements 3 calendar years (§ 91A.6(1)(b), (d)). |
Director administers and investigates Chapter 91A (§ 91A.9); civil penalty up to $500 per pay period for each violation (§ 91A.12). Section 91A.8 damages concern unpaid wages/expenses, not notice alone; local rules are outside scope. |
| Kansas verified 2026-07-22 | Kansas Wage Payment Act, K.S.A. §§ 44-313 and 44-320. Broad coverage includes public and private employers and any person allowed or permitted to work; the notice duties arise only upon the employee's request (§§ 44-313(a)-(b), 44-320). |
No automatic notice at hire. Upon request, rate/day/place notice is written or delivered as a CBA requires (§ 44-320(a)). Requested change and wage-bearing-policy information may be written, posted accessibly, or supplied as a CBA requires (§ 44-320(b)-(c)). |
Requested notice states the rate of pay. No explicit field for multiple rates, hourly/salary/day/week/piece/commission basis, regular rate, or overtime rate (§ 44-320(a)). |
Requested notice states the day and place of payment. On request, the employer also makes available vacation, sick-leave, and other benefit practices directly bearing on wages; an itemized statement of § 44-319 deductions is furnished on request for each pay period with deductions. No normal-hours, tip, meal, lodging, or allowance field (§ 44-320(a), (c)-(d)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, classification, emergency, or other identity field. Requested wage-bearing benefit practices are the only additional content in § 44-320(c). |
No employee-language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt requirement. A CBA-required method may govern instead of the statutory writing/posting options (§ 44-320(a)-(c)). |
Upon request, changes to rate/day/place arrangements must be disclosed before the change, with no stated number of days (§ 44-320(b)). Section 44-320 states no notice-copy retention period; separate minimum-wage payroll records are kept at least 3 years under § 44-1209. |
Secretary of Labor administers and investigates Wage Payment Act violations (§ 44-322); an employee may bring an Act claim in court (§ 44-324(a)). Section 44-320 states no notice-specific penalty, damages, fee award, or cure process, and § 44-315's willful-nonpayment penalty should not be borrowed for notice alone. Local rules are outside scope. |
| Kentucky verified 2026-07-22 | No general hire-time wage notice in current KRS ch. 337. KRS 337.020 regulates recurring pay; KRS 337.070 narrowly covers employers with 10+ employees that make wage deductions. |
No general employee-specific hire delivery or form. A covered § 337.070 deduction statement is paper or electronic and arrives at wage payment, not hiring. |
No general hire-notice field for agreed rate, multiple rates, hourly/salary/piece/commission basis, regular rate, or overtime rate. |
No general hire field for hours, allowances, or planned deductions. Section 337.020 requires covered recurring pay at least semimonthly; § 337.070 later states each deduction amount and general purpose at payment. |
No general hire-notice field for employer legal/DBA name, address, phone, workers' compensation carrier, leave rights, classification, or other onboarding contents. |
No general state hire-notice language, translation, agency template, signature, date, acknowledgment, or receipt requirement. |
No general wage-change notice or hire/change-notice copy retention. KRS 337.320 separately keeps employer records of pay-period amounts and daily/weekly hours for at least 1 year; those are not notice copies. |
No hire-notice-specific penalty or private remedy because Kentucky creates no general duty. Separate § 337.070 deduction-statement failures carry $100-$1,000 per offense and per continuing day (§ 337.990(6)); local rules are outside scope. |
| Louisiana verified 2026-07-22 | La. R.S. 23:633(A), (C). Applies to employers and employees subject to the section; excludes bona fide executive, administrative, supervisory, professional, and any other FLSA-exempt employee. |
Inform the employee at hire; no individual writing or prescribed form stated (§ 23:633(A)). Separately post the agency-provided Timely Payment of Wages notice with other required employee notices (§ 23:633(D)). |
Tell the employee what wages will be paid; the statutory poster calls this the wage rate (§ 23:633(A), (D)). No separate pay-basis, multiple-rate, regular-rate, or overtime-rate field. |
Tell the employee the frequency and method of payment (§ 23:633(A)). No hire-notice field for hours, payment place, tips, meal/lodging allowances, benefits, or deductions. |
No employer legal/DBA name, address, phone, workers' compensation carrier, leave-right, status, or other identity field stated in § 23:633(A). |
No individual-notice language, translation, signature, date, acknowledgment, or receipt rule. The agency supplies English and Spanish workplace-poster PDFs; § 23:633(D) prescribes the poster text but states no bilingual-posting rule. |
Inform the employee of any later change to wage rate, payment frequency, or payment method; no advance/after-change clock or form stated (§ 23:633(A)). No notice-copy retention period or wage-statement substitute stated. |
Poster directs complaint first to the employer, then the workforce office if unresolved. Violation of subsection A: $25-$250 fine for each day; a second violation may add at least 10 days' imprisonment (§ 23:633(D)-(E)). No notice-specific private damages or attorney fees stated; local rules are outside scope. |
| Maine verified 2026-07-22 | 26 M.R.S. §§ 621-A to 623 and § 664(2). General payroll rules exclude specified resident family, qualifying salaried, LLP, and owner-employees; tip-credit notice applies to affected service employees. |
No general individualized hire notice. Established pay day/date and interval must be made known to employee, with no writing or hire-time command (§ 621-A(2)). Tip-credit terms are disclosed in advance orally or in writing (§ 664(2)). |
No universal hire-rate field. Tip-credit notice states direct cash wage, tip-credit amount, actual-tips cap, tip retention, credit condition, and any required pool contribution; no overtime-rate field (§ 664(2)(A)-(F)). |
Established payday and interval made known; 30 days' written notice before increasing interval. No universal hours, payment-place/method, allowance, deduction, or benefit hire fields (§ 621-A(2)). Tip-credit notice covers the tip allowance. |
No employer legal/DBA name, address, phone, insurance carrier, occupation, classification, leave, emergency, or other hire-notice field in §§ 621-A or 664(2). |
No employee-language, translation, agency-template, employer/employee signature, acknowledgment, or receipt rule for the general payday/change or tipped-worker notices (§§ 621-A(2), (5), 664(2)). |
30 days' written notice before increasing pay interval. Before a decrease, notify all affected employees; lower rate may start next working day. Prevailing-wage return and CBA exceptions apply (§ 621-A(2), (5)). Date/amount/time records required; covered wage/hour records generally 3 years, but no notice-copy rule (§§ 622, 665(1)). |
Violation of §§ 621-A to 623: $100-$500 fine each (§ 626-A); unpaid-wage damages require wages due. Chapter 7 violations also permit Director assessment subject to the specific cap (§ 53). No automatic notice-only employee damages stated. Local rules are outside scope. |
| Maryland verified 2026-07-22 | Md. Code, Lab. & Empl. §§ 3-501, 3-504. Employer includes any person employing an individual in Maryland or a successor; no employee-count floor stated for the general hire notice. Each employee receives written rate/payday/leave-benefit notice at hiring. |
Written notice at the time of hiring (§ 3-504(a)(1)); no paper/electronic medium or prescribed hire form stated. Commissioner's free template is for the separate pay stub, not the hire notice (§ 3-504(c)). |
Required at hire: employee's rate of pay. No separately listed pay basis, multiple-rate method, regular rate, commission formula, piece rate, or overtime rate. Those details appear in the later pay-period statement when applicable (§ 3-504(a)(2)). |
Required at hire: employer's regular paydays. No hire field for hours, payment place, allowances, deductions, gross/net pay, or pay-period dates; those are later pay-stub fields (§ 3-504(a)(1)-(2)). |
Required at hire: leave benefits. No general hire field for employer name/address/telephone, workers' compensation carrier, or emergency information. Starting July 2027, all employers add FAMLI notice at hire and annually; FAMLI benefits start January 2028. |
General hire notice must be written; no language, translation, state hire template, employer/employee signature, date, acknowledgment, or receipt affirmation stated. Sick-and-safe-leave model notice is available separately; FAMLI sample notices are forthcoming. |
At least 1 pay period in advance, notice of any payday or wage change; wage increases need no advance notice (§ 3-504(a)(3), (b)). Change notice is not expressly labeled written. No general hire/change-notice copy-retention period stated. FAMLI contribution collectors must give notice 1 pay period before deductions begin. |
Commissioner may mediate or bring/seek an action for a subtitle violation (§ 3-507); no hire-notice-specific civil penalty or statutory damages stated. Wage multipliers require withheld wages. Missing leave-benefit notice can defeat § 3-505(b)'s accrued-leave nonpayment exception. Local rules may add requirements. |
| Massachusetts verified 2026-07-22 | M.G.L. c. 175M, §§ 1, 4; c. 149, § 148C(o); 940 CMR 33.09; 454 CMR 27.03(2), 27.05(2)-(3). No general pay-term hire notice. PFML uses c. 175M's incorporated employer definition; municipalities, districts, political subdivisions, and instrumentalities must adopt it. Sick time covers Massachusetts employees, but cities/towns must accept and the U.S. is excluded. |
PFML: written notice no more than 30 days after employment begins; DFML allows paper/electronic. Sick time: hard/electronic notice copy or compliant handbook/manual policy, with no hire-specific clock stated. Service-rate notice is written before the lower rate; meal/lodging notices precede deductions. |
No general wage-rate, basis, multiple-rate, regular-rate, or overtime-rate field at hire. Tipped employee must receive written information on c. 151, § 7's service-rate provisions before the employer may use the lower rate; PFML contribution amounts are required but are not the employee's wage rate. |
No general hire field for hours, payday, payment place, benefits, or deductions. Before minimum-wage lodging/meal deductions, employer gives written description, charge, and voluntariness notice and obtains voluntary written acceptance (454 CMR 27.05(2)-(3)). |
PFML notice includes benefits, reinstatement/health-insurance rights, employee/employer contributions, employer name/mailing address and FEIN, claim instructions, and DFML contacts. Sick notice includes rights, employee notice/documentation duties, protections, AGO contacts, and filing information. |
PFML uses Department-provided/approved information in employee's primary language; employee acknowledges receipt or signs refusal, with DFML allowing paper/electronic process. Sick notice is AG-prepared in English/other required languages; no acknowledgment stated. Meal/lodging deductions require employee written acceptance. |
No general wage-rate/payday change notice. DFML guidance requires new contribution-rate information 30 days before change, without new signature; no state PFML-form retention period stated. Sick-time records last 3 years, not notice copies. Closed-class § 148 rule gives 90 days before a weekly-to-biweekly switch only to employers paying weekly on July 1, 1992. |
PFML notice failure: $50 per employee first, $300 subsequent; employer bears proof. Sick-notice violations reach § 27C/§ 150 citations and private remedies; trebling is tied to lost wages/benefits. Missing service-rate or deduction prerequisites makes the lower rate/deduction unavailable. Local requirements are outside scope. |
| Michigan verified 2026-07-23 | No general individualized new-hire pay-rate notice. Payment of Wages and Fringe Benefits Act, 1978 PA 390, MCL 408.471 to 408.490. Narrow written duties cover fringe benefits (§ 408.473), payment method (§ 408.476), and deductions (§ 408.477); enforced by the state Department of Labor wage and hour division. |
No general hire notice or workplace posting of the employee's wage terms. Before an employer may require electronic payment, it must give the employee a written option form, a 30-day opt-out statement, and a written payroll-card fee disclosure (§ 408.476(4)); deduction consent must be in writing (§ 408.477(1)). |
No hire disclosure of rate, basis, or overtime. The employer keeps the 'total basic rate of pay' in its own records under § 408.479(1); the statement furnished to the employee at each payment shows hours, gross wages, pay period, and deductions, not the rate (§ 408.479(2)). |
No hire notice of hours or allowances. A deduction for the employer's benefit requires the employee's full, free, written consent for each affected wage payment, and total deductions may not drop pay below minimum wage (§ 408.477(1)-(2)). Payroll-card fees are disclosed in writing under § 408.476(4)(c). |
Act 390 prescribes no hire-notice fields for employer legal or assumed name, address, telephone, workers' compensation carrier, paid-leave rights, or emergency information. |
No hire-notice language, template, signature, or acknowledgment rule. The § 408.476 payment-method form and the § 408.477 deduction consent must be written, but the Act supplies no state template, dual-language workflow, or acknowledgment for a general wage notice. |
No general advance or after-change wage notice. Narrowly, requiring direct deposit or a payroll card triggers the § 408.476(4) written form, opt-out statement, and fee disclosure. The employer must keep the § 408.479(1) wage records for at least three years (§ 408.479(3)) — a records rule, not a notice-copy rule. |
No notice-specific remedy because Act 390 creates no general hire notice. For violations of its wage duties, including the § 408.476 payment-method and § 408.477 deduction rules, the department orders wages and fringe benefits due plus a 10% annual penalty, may order up to double exemplary damages for a flagrant or repeated violation and costs, and may assess a civil penalty up to $1,000 (§ 408.488). Local rules are outside scope. |
| Minnesota verified 2026-07-22 | Minn. Stat. §§ 181.032(d)-(f), 181.171, subd. 4. Any person with 1 or more Minnesota employees; DLI says all employees, including seasonal employees at each new season, receive the notice. No executive, professional, or administrative exclusion from the chapter-181 notice. |
Individual written notice at the start of employment (§ 181.032(d)). No prescribed form: DLI's example is optional, and a sufficiently specific provided CBA, policy, or handbook may supply fields. Electronic delivery is allowed if the employee can secure a paper or downloaded copy; email alone without acknowledgment is insufficient. |
Rate or rates; basis—hour, shift, day, week, salary, piece, commission, or other method; and specific application of any additional rates (§ 181.032(d)(1)). The statute does not separately label regular and overtime rates; applicable additional-rate terms must be specific. |
Permitted meal/lodging allowances; paid-leave accrual and use terms; list of possible deductions; days in pay period; regular payday; and first payday (§ 181.032(d)(2)-(3), (5)-(6)). No normal-work-hours field. |
Employment status; whether exempt from minimum wage, overtime, or other ch. 177 provisions and the legal basis; employer legal and different operating name; main-office/principal-business physical address, different mailing address, and phone (§ 181.032(d)(4), (7)-(9)). No insurance field. |
English notice must include Commissioner's multilingual text telling employees how to request another language; provide the full notice in the requested language. Employee signature acknowledges receipt; employer signature is not required. DLI's example form is optional; electronic signature is allowed (§ 181.032(e); DLI Q&A). |
Provide each covered change in writing before its effective date; no wage-increase or pay-statement exception, but a disclosed schedule of planned changes can satisfy later notice. Change notices need no employee signature. Retain the initial signed notice and every written change for 3 years (§§ 181.032(f), 177.30(a)(5)). |
DLI compliance order; cease-and-desist, affirmative relief, compensatory remedies, and up to $10,000 per employee for each repeated/willful violation (§ 177.27). Private action includes compensatory/injunctive relief and mandatory fees (§ 181.171). Notice-record failures: up to $1,000 each, $5,000 repeated (§ 177.30). Minneapolis adds local wage-theft duties. |
| Mississippi verified 2026-07-22 | No general individualized hire-notice statute in Official Code Title 71, including its complete Chapter 1 employer-and-employee scheme. Miss. Code § 71-1-35 is a narrow pay-frequency rule for manufacturers with 50+ employees using public labor and public service corporations; it excludes bona fide executive, administrative, and professional employees but creates no notice duty. |
No state-required individual wage notice before work, at hire, on the first day, or afterward; no paper, electronic, posting-as-substitute, or prescribed-form rule for an employee's own wage terms. |
No required hire-notice field for rate, hourly/salary/day/week/piece/commission basis, multiple rates, regular rate, or overtime rate. Section 71-1-35 regulates only when covered wages are paid. |
No required hire-notice field for normal hours, payday, payment place, tips, meals, lodging, allowances, benefits, or deductions. Covered § 71-1-35 employers must satisfy its frequency and paid-through lag, but need not disclose that schedule through an individualized notice. |
No employer legal/DBA name, address, phone, workers' compensation carrier, classification, leave, emergency, or other onboarding content required by a general wage-notice law. |
No state employee-language, translation, official wage-notice template, employer/employee signature, date, acknowledgment, or receipt requirement. |
No general advance or after-change notice for a pay-rate, payday, allowance, deduction, or other wage-term change, and no notice-copy or acknowledgment retention period. Separate program-specific records are outside this general wage-notice survey. |
No general notice duty means no notice-specific state agency penalty, statutory damages, private action, injunction, costs, fees, cure procedure, or limitations period. Section 71-1-53 is a residual misdemeanor provision for an actual Chapter 1 violation without another penalty; it does not create a missing notice duty. Local rules are outside scope. |
| Missouri verified 2026-07-22 | RSMo § 290.100. No general hire notice. Thirty-day wage-reduction notice covers a railway, mining, express, telegraph, manufacturing, or other company or corporation doing business in Missouri; no employee-count floor stated. RSMo § 290.080 separately covers corporations and railroad operators/shops for monthly deduction statements. |
No general hire-time delivery. Wage reduction: 30 days before reduction, by conspicuously posting a written/printed handbill at the worksite or mailing each affected employee a copy (§ 290.100). Monthly deduction statement may accompany the wage check/voucher or be separate (§ 290.080). |
No general hire field for rate, basis, multiple rates, salary, piece rate, commission, regular rate, or overtime. Reduction notice specifies the affected employee class and amount of the reduction; it does not expressly require the old rate, new rate, basis, or overtime rate (§ 290.100). |
No general hire field for hours, payday, allowances, benefits, or deductions. Covered corporations and railroad operators/shops furnish at least monthly the total deductions for the period (§ 290.080); no item-by-item list is stated. |
No general employer-name, address, telephone, workers' compensation, leave, emergency, or other hire-notice field. Section 290.100 requires only the affected class and amount of the reduction. |
Reduction notice must be written or printed; no language, translation, state template, employer/employee signature, date, acknowledgment, or receipt affirmation stated. The statute lists workplace posting or mailing, not electronic delivery (§ 290.100). |
Covered wage reduction: 30 days' advance notice. DLS says the rule does not apply when hours are reduced or the employee changes to a different position with different duties. No wage-increase notice or notice-copy retention period stated. |
Violating § 290.100 forfeits $50 to each affected person, recoverable by that person in a civil action with costs. Violating § 290.080 is a misdemeanor with a $50-$500 fine per offense. Local requirements are outside scope. |
| Montana verified 2026-07-22 | Montana Wage Payment Act, Mont. Code Ann. §§ 39-3-201 to -216. Covers employees working for hire; excludes independent contractors and the United States. § 39-3-203 does not apply to specified signed-CBA, agriculture, or stockraising employers (§§ 39-3-201, 39-3-203(2)). |
Only on written demand made before work starts; employer responds by writing to employee or conspicuous posting (§ 39-3-203(1)). No automatic notice for every hire. |
States rate and whether pay is by hour, day, week, month, or year. No multiple-rate, commission, regular-rate, or overtime-rate field in § 39-3-203(1). |
States date of paydays. No normal-hours, payment-place/method, tip, allowance, benefit, or deduction field in § 39-3-203(1). |
No employer legal/DBA name, address, phone, insurance carrier, occupation, classification, leave, emergency, or other content required by § 39-3-203. |
No employee-language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt rule. Conspicuous posting is an express delivery option (§ 39-3-203(1)). |
No general later wage-term change notice or notice-copy retention rule in § 39-3-203. If no pay period is established, § 39-3-204(3) presumes a semimonthly period, but does not create a change-notice duty. |
Labor Commissioner may inspect and investigate any Part 2 violation and subpoena records (§ 39-3-210). Section 39-3-203 states no notice-specific fine, damages, or private remedy; the Part 2 wage penalties are tied to unpaid/late wages. Local rules are outside scope. |
| Nebraska verified 2026-07-22 | Nebraska Wage Payment and Collection Act, Neb. Rev. Stat. §§ 48-1229 to 48-1235. Coverage broadly includes public/private employers, employment-relationship workers, and commission salespeople; no general hire-time rate notice (§ 48-1229(1)-(2)). |
No automatic individualized notice at hire. A voluntary deduction requires a written employer-employee agreement; an employer's regular-payday alteration requires 30 days' written notice. The separate payday statement may be mailed, electronic, or available at the normal workplace during employment hours (§ 48-1230(1)-(2)). |
No hire-notice field for rate, time/task/fee/commission basis, multiple rates, regular rate, or overtime rate. Wage status depends on prior agreement and satisfied conditions, but the Act does not require those terms in a hire notice (§ 48-1229(6)). |
No hire field for hours, allowances, tips, benefits, or payday. Voluntary deductions require a written agreement; payday changes get 30 days' written notice. The separate payday statement shows paid hours, earned wages, and deductions (§ 48-1230(1)-(2)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, classification, leave, emergency, or other hire-notice field. The separate payday statement must identify the employer (§ 48-1230(2)). |
No employee-language, translation, agency-template, signature, date, acknowledgment, or receipt requirement for a general wage notice. The deduction authorization is a written agreement, but § 48-1230(1) prescribes no signature form or retention period. |
Give 30 days' written notice before the employer alters regular paydays (§ 48-1230(1)). No general rate, basis, allowance, benefit, or deduction-change notice and no notice-copy retention rule. A contractual payday or wage term may independently constrain changes. |
Since July 18, 2026, the Labor Commissioner cites any Act violation and may propose up to $500 for a first or $5,000 for a later violation, with 15 working days to contest (§ 48-1234). Private fees/damages under §§ 48-1231-.1232 concern unpaid wages, not notice alone. Local rules are outside scope. |
| Nevada verified 2026-07-22 | NRS 608.080 and 608.100 apply the posting and prospective-change duties to employers and employees defined broadly in §§ 608.010-.011; this survey addresses ordinary private employment, defined in § 608.0113 by excluding state and local government-controlled employment. |
No general individualized wage-rate writing is due at hire. Regular paydays and payment place must remain posted in plain type or script in at least 2 conspicuous employee-visible places (§ 608.080(1)); covered change notices are individualized writings calculated to give actual notice (§ 608.080(2), § 608.100(3)). |
No hire-notice field for rate, hourly/salary/piece/commission basis, multiple rates, regular rate, or overtime rate. A lawful compensation decrease generally triggers written notice, but § 608.100(3) does not enumerate separate rate-basis or overtime fields. |
The posting states regular paydays and the payment place, which must be within the Justice Court precinct where services were performed (§ 608.080(1)). No notice field for normal hours, allowances, tips, meals, lodging, benefits, or deductions. |
No required employer legal/DBA name, address, phone, workers' compensation carrier, classification, leave, emergency, or other onboarding field appears in §§ 608.080 or 608.100. |
No employee-language, translation, agency-template, signature, date, acknowledgment, or receipt requirement. The posting must be printed in plain type or written in plain script; change writings must satisfy the applicable actual-notice or timing rule (§§ 608.080(1)-(2), 608.100(3)). |
Give each affected employee written actual notice at least 7 days before changing a regular payday or payment place (§ 608.080(2)). Before a lawful pay decrease, give written notice at least 7 days before the employee works at the decreased compensation, unless the employer instead follows applicable CBA or employment-contract decrease requirements (§ 608.100(3)). No notice-copy retention period is stated; separate wage records are kept 2 years (§ 608.115(3)). |
Labor Commissioner enforcement; a violation within §§ 608.005-.195 is a misdemeanor and may draw an administrative penalty up to $5,000 per violation (§§ 608.180, 608.195). The cited sections state no notice-specific statutory damages or attorney-fee remedy; local requirements are outside scope. |
| New Hampshire verified 2026-07-22 | RSA 275:42 and 275:49; N.H. Admin. R. Lab 803.03. Broad coverage, but domestic labor in the employer's home and farm labor with fewer than 5 workers are excluded; worker-classification exclusions also apply (RSA 275:42(I)-(II)). |
Individual written notice at hiring (Lab 803.03(a)); employee-signed copy maintained on file (Lab 803.03(f)(6)). |
State rate or salary; whether daily, weekly, biweekly, semimonthly, yearly, or commission; and the specific methods used to determine wages due. No separate regular-rate or overtime-rate field (Lab 803.03(a)). |
State the day and place of payment. No payment-hour, normal-hours, allowance, tip, or deduction field; deduction statements are separate. Detailed vacation, holiday, sick, bonus, severance, expense, pension, and other fringe-benefit policies must be written or posted (RSA 275:49(I), (III); Lab 803.03(b)). |
No employer legal/DBA name, address, phone, insurance carrier, occupation, classification, emergency, or other field is required by RSA 275:49(I) or Lab 803.03(a). |
Employee signs the written notifications and employer keeps the signed copy on file. No employee-language, translation, agency-template, employer-signature, or separate receipt wording is prescribed (Lab 803.03(f)(6)). |
Before effective date, give written notice of rate, salary, or covered policy changes; no fixed advance days. No penalty for failing to notify solely of a statutory minimum-hourly-rate change (RSA 275:49(II); Lab 803.03(c)). Keep signed notices on file; wage/hour records 3 years, with no express notice-copy duration (RSA 275:49(VI); Lab 803.03(f)(6), (g)). |
Labor Commissioner investigates and institutes penalty actions (§ 275:51). Civil penalty up to $2,500 usually follows a warning and 30-day cure (§ 273:11-a); willful failure to meet a chapter requirement is a misdemeanor (§ 275:52). No automatic notice-only employee damages stated. Local rules are outside scope. |
| New Jersey verified 2026-07-22 | N.J.S.A. §§ 34:11-4.1 and 34:11-4.6; ordinary private employers employing a person in New Jersey. Independent contractors and subcontractors are excluded from the Act's employee definition. |
Notify the employee at the time of hiring. Section 34:11-4.6(a) does not prescribe writing, paper, electronic delivery, an individualized document, or an agency pay-term form. |
Rate of pay is required. No separate multiple-rate, pay-basis, regular-rate, or overtime-rate field is stated; the Act defines wages as compensation determined by time, task, piece, or commission. |
Regular payday is required. No hire-notice field is stated for hours, payment place, allowances, benefits, or deductions (§ 34:11-4.6(a)). |
No employer-name, address, phone, workers' compensation, insurance, or leave field in the rate-and-payday notice. Separate MW-400 notice covers recordkeeping duties and government complaint contacts (§ 34:1A-1.14(a)). |
No language, translation, prescribed pay-term template, employee signature, or acknowledgment stated in § 34:11-4.6(a). The separate MW-400 recordkeeping notice must be written and use the Commissioner's form. |
Notify affected employees before any pay-rate or payday change; no fixed lead time or writing requirement (§ 34:11-4.6(b)). No pay-notice-copy retention period; general wage-and-hour records are separate (§ 34:11-4.6(e)). |
Labor Commissioner may assess up to $250 for a first Wage Payment Law violation and $500 for each subsequent violation; a knowing violation can be a disorderly-persons offense (§ 34:11-4.10(a)-(b)). No automatic notice-only damages stated; local rules are outside scope. |
| New Mexico verified 2026-07-22 | NMSA 1978 §§ 50-4-1 to 50-4-12, especially § 50-4-2(B). Employer coverage is broad but excludes employers of livestock and agricultural labor (§ 50-4-1(A)); § 50-4-3 partly excludes an at-hire joint-adventure compensation agreement. No universal individualized rate notice applies. |
Conditional writings are entered at the time of hiring: a written contract for contract-based reductions/deductions and a written agreement for monthly payment of task, piece, commission, or other nonfixed wages (§ 50-4-2(B)). No prescribed paper/electronic form or delivery method. |
No universal hire field for rate, regular rate, multiple rates, or overtime. The monthly-pay writing identifies the election for task, piece, commission, or another nonfixed calculation method but the statute does not prescribe a detailed rate formula (§ 50-4-2(B)). |
The conditional monthly-pay agreement establishes monthly payment by the next month's 10th. A reduction or deduction using the written-contract route must be specifically stated. No hire field for hours, tips, meal/lodging allowances, or benefits. A separate payday receipt lists hours, gross pay, wages/benefits, and deductions (§ 50-4-2(B)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, leave, emergency, or other hire-contract field is prescribed. The separate payday receipt—not the hiring agreement—must identify the employer (§ 50-4-2(B)). |
No employee-language, translation, agency-template, statutory signature, date, acknowledgment, or receipt-of-notice requirement. The conditional arrangements must be agreements/contracts in writing at hiring (§ 50-4-2(B)). |
No general advance or after-change notice for rate, payday, deduction, allowance, or other wage terms. Section 50-4-9 requires true hours-and-wages records for at least 1 year, but the Act states no separate hiring-agreement or notice-copy retention period. |
Workforce Solutions investigates Act violations and institutes enforcement actions (§ 50-4-8). Any violation is a misdemeanor; second/subsequent convictions add a mandatory $250-$1,000 fine per offense (§ 50-4-10). No notice-specific civil damages or attorney-fee remedy is stated; unpaid-wage remedies require a separate wage loss. Local rules are outside scope. |
| New York verified 2026-07-22 | N.Y. Lab. Law § 195(1)-(2); general rule is written notice to each new hire, with Commissioner discretion to waive or alter the notice for temporary-help firms (§ 195(1)(e)). |
Individual writing at hiring. Employer may use its own complete notice or the Department's pay-type form; not a poster (§ 195(1); NYSDOL Notice of Pay Rate page). |
Rate(s) and basis—hour, shift, day, week, salary, piece, commission, or other; regular and overtime rates for nonexempt employees (§ 195(1)(a)). |
Regular payday; tip, meal, lodging, and other minimum-wage allowances. Special home-care benefits and prevailing-wage supplements require type, hourly value, provider, and agreement-access details (§ 195(1)(a)). |
Employer name and DBAs; main-office/principal address, different mailing address, and phone. No general workers' compensation carrier field in § 195(1)(a). |
English plus identified primary language; signed/dated acknowledgment in both, including language affirmation. Commissioner provides dual-language templates; English suffices if no template exists (§ 195(1)(a)-(d)). |
Written notice at least 7 calendar days before a change unless reflected on the § 195(3) wage statement. Preserve acknowledgment 6 years; keep notice copies with payroll records when special supplements/home-care benefits apply (§ 195(1)(a), (2), (4)). |
$50 per workday, up to $5,000, plus costs and reasonable attorney fees; Commissioner may assess same, with statutory defenses (§ 198(1-b)). Local wage/scheduling rules may add duties and are outside scope. |
| North Carolina verified 2026-07-22 | N.C. Wage and Hour Act § 95-25.13; applies to ordinary private employers/employees. State and local government are excluded from this provision, and the federal government is outside the Act (§§ 95-25.2(11), 95-25.14(d)). |
Individual written notice at hiring. Promised-wage practices/policies must also be available in writing or by accessible workplace posting; no prescribed agency form or express electronic-delivery rule (§ 95-25.13(1)-(2)). |
Promised wages. 'Wage' includes time-, task-, piece-, job-, day-, commission-, or other-basis compensation plus promised sick, vacation, severance, commission, bonus, and similar amounts. No separate overtime-rate field stated (§§ 95-25.2(16), 95-25.13(1)). |
Day and place for payment. No normal-hours or planned-deduction field in the hire notice; board/lodging or other facilities can be part of 'wage,' and deductions are itemized separately when made (§§ 95-25.2(16), 95-25.13(1), (4)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, leave-rights, or other identity field stated in current § 95-25.13(1). |
No language, agency template, employee/employer signature, dated acknowledgment, or receipt affirmation stated in § 95-25.13. |
Written notice at least 1 pay period before any promised-wage change; retroactive increases are allowed without prior notice. No notice-copy retention period stated (§ 95-25.13(3)). |
Unnotified forfeiture policy cannot cause loss of calculated wages (§ 95-25.7); Commissioner may seek an injunction (§ 95-25.24). Current unpaid-wage damages section omits § 95-25.13, so no notice-specific damages formula is stated; local rules are outside scope. |
| North Dakota verified 2026-07-22 | No general wage-term hire notice in N.D.C.C. chs. 34-06 or 34-14. Conditional rules: written PTO-payout limitation notice for private employers (§ 34-14-09.2) and advance tip-credit notice for tipped service employees (N.D.A.C. § 46-02-07-03(1)). |
No general individual notice, posting option, electronic-delivery rule, or state form. PTO limits are written at hiring or before unearned PTO is awarded; tip-credit use must be disclosed in advance (§ 34-14-09.2; N.D.A.C. § 46-02-07-03(1)). |
No general hire-notice field for rate, pay basis, multiple rates, commission, piece rate, or overtime. Tip-credit notice is required in advance, but the rule prescribes no general wage-notice field list. |
No general hire notice of hours, payday, payment place, benefits, allowances, or deductions. Regular paydays are designated in advance; tip-credit use is disclosed in advance; PTO-payout limits have conditional written-notice rules (§§ 34-14-02, 34-14-09.2). |
No general hire-notice field for employer name, address, phone, workers' compensation, leave rights, classification, or other contents. |
No general language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt rule; the conditional PTO notice must be written. |
No general wage-change notice clock or hire/change-notice copy-retention rule. Each pay period, a check stub or voucher must show hours worked, pay rate, required deductions, and authorized deductions (N.D.A.C. § 46-02-07-02(10)). |
The commissioner investigates compliance with ch. 34-06 rules; violating a chapter rule is a class B misdemeanor (§§ 34-06-17, -19). Section 34-14-09.2 provides investigation of PTO-limit reports but no fixed notice damages. Local rules are outside scope. |
| Ohio verified 2026-07-22 | Ohio Rev. Code § 4111.14(E), within the constitutional minimum-wage scheme; applies to covered Ohio employees under § 4111.14(B)-(D), with FLSA-aligned and statute-specific exclusions. |
At time of hire. Section 4111.14(E) does not prescribe paper, electronic delivery, individual writing, or an agency form for the initial contact-information notice. |
No pay-rate, pay-basis, or overtime-rate field in the hire notice. Pay rate is separately retained in wage records and appears on the payday statement for hourly employees (§§ 4111.14(F), 4113.14(B)). |
No normal-hours, payday, allowance, or deduction field in the hire notice. Ohio separately requires an earnings-and-deductions statement each regular payday (§ 4113.14(B)). |
Employer name, address, telephone number, and other contact information; the latter may include employer website, email, fax, or statutory-agent contact (§ 4111.14(E)). |
No language, individualized agency template, employee signature, employer signature, dated acknowledgment, or receipt affirmation stated in § 4111.14(E). |
Changed employer contact information due within 60 business days after the change, using usual employee communications. No pay-term change notice or hire-notice-copy retention stated; separate wage records are kept at least 3 years (§ 4111.14(E)-(F)). |
Commerce Director complaint/investigation; equitable and monetary civil relief may be sought within 3 years. No contact-notice-specific fixed damages formula is stated (§ 4111.14(H), (K)); local rules are outside scope. |
| Oklahoma verified 2026-07-22 | No general hire-time wage notice in current Title 40, ch. 5. Section 165.2 regulates paydays and payday deduction statements; § 167 narrowly protects workers recruited to relocate within or into Oklahoma from false employment representations. |
No general employee-specific hire delivery or form. Under § 167, an existing strike, lockout, or other labor trouble must be stated in an advertisement, proposal, or contract used for the proposed employment. |
No general hire-notice field for the employee's rate, basis, multiple rates, or overtime rate. Section 167 bars false or deceptive representations about the amount and character of compensation when inducing covered workers to relocate. |
No general hire field for hours, allowances, or deductions. Section 165.2 requires regular paydays designated in advance and a brief itemized deduction statement with each wage payment, not at hire. |
No general employer-name, address, phone, insurance, leave, classification, or emergency field. Section 167 narrowly covers truth about the work's kind and character, sanitary or other conditions, and existing labor trouble. |
No general state hire-notice language, translation, prescribed template, employee signature, date, acknowledgment, or receipt requirement. |
No general individual wage-change notice or hire/change-notice copy-retention period. Section 165.2 separately requires regular paydays to be designated in advance. |
No hire-notice-specific remedy because no general duty exists. A § 167 recruiting violation carries a $500-$2,000 fine and/or 1 month-1 year in county jail (§ 168); an induced worker may recover actual damages and jury-fixed attorney fees (§ 170). Local rules are outside scope. |
| Oregon verified 2026-07-22 | ORS 652.610(5), effective Jan. 1, 2026; every employer must provide the written explanation to all employees at hire. Section 652.610 generally reaches Oregon employers with 1+ employees and excludes the federal government and its agencies. |
Due at hire in writing. May be made easily accessible through a website link, centrally posted paper document, shared electronic file, email, or another accessible method (§ 652.610(5)(a)-(b)); not necessarily individualized. |
Comprehensive list of every pay type employees may be eligible for, including hourly, salary, shift differential, piece-rate, and commission, plus every payroll code and its description; no exact employee-specific rate or overtime rate required (§ 652.610(5)(a)(B)(i), (F)). |
General regular-pay-period information; all benefit deductions/contributions; every potentially applicable deduction and its purpose; minimum-wage allowances (§ 652.610(5)(a)(A)-(D)). No normal-hours or exact-payday field stated. |
Employer-provided benefits that may appear as contributions or deductions (§ 652.610(5)(a)(E)); no employer-name, address, phone, workers' compensation carrier, leave, or emergency field stated for this explanation. |
BOLI must offer a customizable model in English and Spanish and, as practicable, other requested languages (§ 652.610(6)); employer use is optional. No employee-language delivery, signature, date, acknowledgment, or receipt required. |
Employer must review and update the explanation by January 1 each year (§ 652.610(5)(d)). No individualized wage-change notice clock or explanation-copy retention period is stated. |
BOLI Commissioner may assess up to $500 for violating § 652.610(5) or an implementing rule (§ 652.900(1)(b)); no notice-specific private damages stated. More-protective local onboarding rules remain outside this survey. |
| Pennsylvania verified 2026-07-22 | Wage Payment and Collection Law § 4, 43 P.S. § 260.4; every employer, broadly defined to include persons/entities and their agents employing anyone in Pennsylvania (§ 260.2.1). |
At hiring; individual notification OR keep all required facts posted conspicuously at the place of business. Available bona fide CBA containing the terms also satisfies (§ 260.4). |
Rate of pay. Section 260.4 does not expressly require the pay basis, multiple-rate method, or overtime rate, although 'wages' can be calculated by time, task, piece, commission, or other method (§§ 260.2.1, 260.4). |
Time and place of payment and amount of promised fringe benefits or wage supplements. No normal-hours, payday-frequency label, allowance, or planned-deduction field stated (§ 260.4). |
No employer legal/DBA name, address, phone, workers' compensation carrier, leave-rights, or other identity field stated in § 260.4. |
No required language, agency template, employee signature, dated acknowledgment, or receipt affirmation stated in § 260.4. |
Any change to payment time/place, rate, or fringe-benefit/wage-supplement amount must be notified before the change. No notice-copy retention period stated (§ 260.4). |
Any Act violation is a summary offense: up to $300, up to 90 days, or both, per offense (§ 260.11.1(b)). The Act states no notice-specific private damages formula; local rules are outside scope. |
| Rhode Island verified 2026-07-22 | R.I. Gen. Laws ch. 28-14, especially § 28-14-12 as amended by 2025 R.I. Pub. Laws ch. 337, effective Jan. 1, 2026. Covers any person suffered or permitted to work for a Rhode Island employer; independent contractors/subcontractors excluded (§ 28-14-1(4)-(5)). |
At start of employment, give each employee one written notice in English (§ 28-14-12(a)). No electronic-delivery mechanics stated. |
All pay rates and basis—hour, shift, day, week, salary, piece, commission, or other method—plus specific application of additional rates; state minimum-wage/overtime-exempt status (§ 28-14-12(a)(1), (4)). Separate wage range due at hire (§ 28-6-22(c)). |
Meal/lodging allowances; policies on sick, vacation, personal leave, holidays, and hours; deduction list; days in pay period; regular payday; first payday (§ 28-14-12(a)(2)-(3), (5)-(6)). |
Employer legal and different operating name; main-office/principal-place physical address; different mailing address; phone; employee employment status. No insurance-carrier field (§ 28-14-12(a)(4), (7)-(9)). |
Notice must be in English. Employee signs to acknowledge receipt; employer keeps signed copy. DLT publishes a checklist expressly not intended to be the notice itself; no mandatory form or translation rule stated (§ 28-14-12(a)-(b)). |
No general updated § 28-14-12 notice required when listed terms change. Wage range is again due when employee moves to a new position (§ 28-6-22(c)). Keep signed notice copy, with no express duration; hours/wage entries are kept at least 3 years (§ 28-14-12(a)-(b)). |
$400 fine for first or second § 28-14-12 violation; later violations use § 28-14-17(a), with at least $400 fine, up to 1 year, or both. Private § 28-14-19.2 relief is tied to unpaid wages/benefits or misclassification, not automatic notice-only damages. Local rules are outside scope. |
| South Carolina verified 2026-07-22 | S.C. Code §§ 41-10-20, -30. Section 41-10-30 excludes private-home domestic labor and an employer that employed fewer than 5 employees at all times during the preceding 12 months; other South Carolina employers are covered. |
At hiring, either notify each employee in writing or post the terms conspicuously at or near the workplace (§ 41-10-30(A)). No prescribed form. An offer letter may serve as the individual writing only if it contains every required term. |
State field is the wages agreed upon (§ 41-10-30(A)). The statute does not separately require pay basis, multiple-rate application, salary/hour/piece/commission labels, regular rate, or overtime rate. |
Normal hours; time and place of payment; and deductions, including payments to insurance programs (§ 41-10-30(A)). No separate payday/frequency label, first-payday field, or meal/lodging allowance field. |
No legal/operating name, address, phone, workers' compensation carrier, leave-right, or employment-status field. Insurance appears only as payments included among disclosed wage deductions (§ 41-10-30(A)). |
No language, translation, agency template, employer/employee signature, or acknowledgment requirement stated. The statute does not expressly address electronic individual delivery; it expressly permits conspicuous workplace posting as the alternative to individual writing. |
Covered term changes: written notice at least 7 calendar days before effectiveness; wage increases are exempt (§ 41-10-30(A)). No wage-statement exception or notice-copy retention stated. Names/addresses, wages paid, and deductions must be kept 3 years (§ 41-10-30(B)). |
LLR may investigate and mediate a written complaint. First § 41-10-30 offense: written warning; later offenses: civil penalty up to $100 each (§§ 41-10-70, -80(A)). Treble-wage private recovery reaches failure to pay under §§ 41-10-40/-50, not an isolated notice defect. Private agreements cannot waive the chapter; local rules are outside scope. |
| South Dakota verified 2026-07-22 | No general wage-term hire notice in SDCL Title 60 or ch. 60-11. Sections 60-11-8 to -23 broadly govern wage payment. Narrow exception outside ordinary scope: agency-placed nanny contracts (§ 60-14-5). |
No general individual hire-notice timing, written/electronic delivery rule, posting alternative, or prescribed form. Agency-placed nanny contracts must provide copies to both parties (§ 60-14-5). |
No general hire-notice field for rate, pay basis, multiple rates, regular rate, commission, piece rate, or overtime. Agency-placed nanny contracts state compensation for regular and overtime work (§ 60-14-5(6)). |
No general hire-notice field for hours, payday, payment place, allowances, benefits, or deductions. Wages are paid at least monthly or on employer-designated regular agreed paydays, but § 60-11-9 creates no employee-facing notice. |
No general hire-notice field for employer name, address, phone, insurance, leave, classification, or other contents. |
No general employee-language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt requirement. |
No general wage-change notice clock, wage-statement exception, or hire/change-notice copy-retention rule. |
DLR enforces §§ 60-11-8 to -23, but that range creates no general hire/change notice and therefore no notice-specific remedy (§ 60-11-17). Local rules are outside scope. |
| Tennessee verified 2026-07-22 | T.C.A. §§ 50-2-101, 50-2-104. Before work, disclose wage amount in broadly defined workshops/factories, including any establishment using labor or machinery. No size floor stated. Excludes domestic service, agricultural pursuits/farm labor, and interstate railroads subject to the Railway Labor Act. |
Inform employee before permitting work at the stated wage (§ 50-2-101(b)); oral or written delivery may be used because no writing or form is prescribed. Separate rules: 5+ private employers post payday notices in 2 conspicuous places; payroll-card users explain the system and give full written fee disclosure before default card pay (§ 50-2-103(d), (e)(2)). |
Required field: amount of wages to be paid (§ 50-2-101(b)). Piece-work and commission employment remain permitted (§ 50-2-101(c)(2)); no separate statutory hire field for pay basis, multiple rates, regular rate, or overtime rate. |
No individual hire field for hours, payment place, allowances, benefits, or deductions. A 5+ private employer posts the regular payday in 2 conspicuous places; prepaid-card employees receive full written disclosure of applicable card fees (§ 50-2-103(d), (e)(2)). |
No employer-name, address, telephone, workers' compensation, leave, emergency, or other identity/content field stated in § 50-2-101. The statutory notice is limited to the wage amount. |
No written form, agency template, language rule, translation, employer/employee signature, date, acknowledgment, or receipt-retention duty stated in § 50-2-101. |
Covered pay change: notify the employee before any work is performed at the new amount (§ 50-2-101; TDLWD guidance). No fixed number of days, writing requirement, wage-increase exception, or notice-copy retention period. Payday posters must be maintained (§ 50-2-103(d)). |
TDLWD enforces § 50-2-101; failure to inform is a Class C misdemeanor. Misrepresenting wages on entering a new employment contract is a Class C misdemeanor plus a discretionary $500-$1,000 civil penalty, with a first unintentional warning (§ 50-2-104). Section 50-2-113 preempts additional local wage-theft requirements. |
| Texas verified 2026-07-22 | No general individual wage-term notice at hire. Labor Code ch. 61 requires payday posting and narrow payment-method notices; ch. 62 provides a later earnings statement for its covered employees (§§ 61.012, 61.017, 62.003). |
No general hire delivery/form. Employer posts paydays conspicuously; payroll-card notice is due 60 days before first transfer or by the first workday for later hires (§§ 61.012(c), 61.017(d)). |
No hire disclosure. Section 62.003 later lists the rate on a pay-period earnings statement, but ch. 62 excludes employees covered by the FLSA (§ 62.151). |
Paydays are posted. For ch. 62-covered employees, the later earnings statement lists deductions and purpose plus hours or piece units; no general hire disclosure of hours, allowances, or deductions (§§ 61.012(c), 62.003). |
No general hire-notice fields for employer identity, address, phone, workers' compensation carrier, leave rights, or other onboarding contents in chs. 61-62. |
No general hire-notice language, template, signature, or acknowledgment rule. A payroll-card fee list follows English or the other language in which the employer offers the account (§ 61.017(d)(1)(B)(i)). |
No general wage-term change notice or hire-notice retention rule. Narrowly, direct-deposit adoption requires 60 days' written notice; payroll-card adoption uses a 60-day/first-workday rule (§ 61.017(c)-(d)). |
No statewide notice-specific remedy for a general hire wage notice because Texas creates no such duty. The cited payday, payment-method, and earnings-statement rules remain separate obligations; local rules are outside scope. |
| Utah verified 2026-07-22 | Utah Code §§ 34-28-1 and 34-28-4. Chapter excludes state/local government, listed agricultural/stock/poultry work, household domestic service, and employment with an agreement for different payment terms. |
At hiring; employer may notify employees directly or conspicuously post the facts at or near the workplace where each employee can see them when arriving or leaving (§ 34-28-4(1)). No paper/electronic medium prescribed. |
Must state the rate of pay. No separate multiple-rate, hourly/salary/piece/commission basis, regular-rate, or overtime-rate field stated (§ 34-28-4(1)). |
Must state the day and place of payment. No normal-hours, pay-period, allowance, deduction, benefit, or tip field stated (§ 34-28-4(1)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, leave, classification, or emergency field stated. |
No statutory employee-language, translation, prescribed template, employer/employee signature, date, acknowledgment, or receipt requirement. |
Any change to rate or day/place of payment must be notified before the change (§ 34-28-4(1)); no fixed day count or notice-copy retention. Hourly/daily time-and-wage records are kept at least 1 year (§ 34-28-10(1)). |
Failure to give or keep the required notice posted is a class B misdemeanor (§ 34-28-4(2)); Division ensures compliance and investigates chapter violations (§ 34-28-9(1)). No notice-specific private damages stated; local rules are outside scope. |
| Vermont verified 2026-07-22 | No general wage-term hire notice in 21 V.S.A. ch. 5. Section 342 applies to employers with one or more employees and instead has narrow pay-schedule and payroll-card notices (§§ 341-342). |
No general hire notice, posting substitute, electronic-delivery rule, or state wage-notice form. Notice precedes a switch from weekly to biweekly or semimonthly pay; payroll-card disclosures are written and precede written consent (§ 342(a), (c)). |
No general hire-notice field for rate, pay basis, multiple rates, commission, piece rate, or overtime. Payroll-card disclosures concern payment options and account terms, not the employee's wage rate (§ 342(c)(2)(A)). |
No general hire notice of hours, payday, payment place, benefits, allowances, or deductions. The pay-schedule notice concerns a move from weekly to biweekly or semimonthly pay but has no prescribed field list (§ 342(a)). |
No general hire-notice field for employer name, address, phone, workers' compensation, leave rights, classification, or other contents. Payroll-card disclosure must list all wage-payment options and all known account fees (§ 342(c)(2)(A)). |
No general language, translation, template, signature, or acknowledgment rule. Payroll-card disclosures use plain language and at least 10-point type, copies are in the employee's primary or understood language, and consent is written and voluntary (§ 342(c), (f)). |
No general wage-change notice clock or hire/change-notice retention rule. Payroll-card term or fee changes require written notice at least 21 days before taking effect; § 342 states no disclosure-copy retention period (§ 342(c)(2)(E)). |
A § 342 violation is punishable by a fine of up to $5,000 (§ 345(a)). The chapter states no fixed damages or cure process for a nonexistent general hire notice; local requirements are outside scope. |
| Virginia verified 2026-07-22 | No general individualized hire wage notice in Va. Code Title 40.1, ch. 3. Section 40.1-29 covers employers operating a business or engaging domestic service; executive personnel are excluded from the establish-pay-period-and-rate clause. |
No general hire delivery. Most employees instead receive a written paystub or online accounting on each regular pay date (§ 40.1-29(D)); prepaid-card use carries full written fee disclosure (§ 40.1-29(C)). |
No hire-notice field. Employer must establish a rate of pay, and the later regular-pay-date statement shows the rate; no general hire disclosure of multiple rates, basis, regular rate, or overtime rate (§ 40.1-29(B), (D)). |
No general hire disclosure of hours, payday, payment place, allowances, benefits, or deductions. Section 40.1-29(B) establishes pay-frequency floors; subsection (D) supplies later hours and deduction fields. |
No general hire-notice fields for employer identity, address, phone, workers' compensation carrier, insurance, leave, or other onboarding contents. Employer name and address appear on the later pay statement (§ 40.1-29(D)). |
No general hire-notice language, translation, template, signature, or acknowledgment. Payroll-card payment ordinarily requires affirmative consent and full written fee disclosure, subject to the new-hire account-designation exception (§ 40.1-29(C)). |
No general employee wage-change notice or hire-notice-copy retention rule. Paystubs or online accountings must be kept at least 3 years after the work date (§ 40.1-29(D)); that is payroll-record retention, not notice retention. |
No notice-specific remedy for a general hire notice because Virginia creates no such duty. Section 40.1-29's stated damages and penalties focus wage nonpayment; subsection (C) states no separate payroll-card-disclosure remedy. Local requirements are outside scope. |
| Washington verified 2026-07-22 | No general hire-time pay-term notice. WAC 296-128-755 requires a paid-sick-leave rights notice for employees covered by chapter 49.46 RCW; RCW 49.46.010 excludes enumerated classes including specified hand harvesters, casual private-home labor, executive/administrative/professional/outside-sales employees, and specified unpaid service. |
Paid-sick-leave notice must be written or electronic, readily available, and delivered no later than commencement of employment—the beginning of the first day the employee is authorized or required to report (WAC 296-128-755(1), -600(2)). |
No employee wage-rate, pay-basis, multiple-rate, regular-rate, or overtime-rate field at hire. The only required rate is the paid-sick-leave accrual rate—at least 1 hour per 40 hours worked (WAC 296-128-755(1); RCW 49.46.210(1)(a)). |
No hire-notice field for hours, payday, payment place, allowances, benefits, or deductions. Regular paydays are established separately; for workers covered by WAC 296-126, pay basis, rates, gross wages, and deductions appear on the payday statement (WAC 296-126-023(3)-(4), -040). |
No employer-name, address, phone, workers' compensation, or insurance field. Notice must cover sick-leave entitlement, accrual rate, authorized uses, PTO substitution if applicable, and the ban on retaliation (WAC 296-128-755(1)). |
No language, translation, employee signature, or acknowledgment requirement stated. Written or electronic delivery is allowed; L&I develops sample notification policies, but the rule does not prescribe a mandatory form (WAC 296-128-755(1)(a), (c)). |
No general wage-change notice or initial-notice-copy retention rule. Sick-leave balances must be reported at least monthly; separate payroll/sick-leave records, including commencement date, last at least 3 years (WAC 296-128-755(2), -010(12)-(15), -020). |
L&I may investigate chapter violations. The notice rule states no automatic notice-only damages; RCW 49.46.100 makes violation of a chapter regulation a gross misdemeanor, while RCW 49.46.090's civil recovery is tied to underpayment. More-favorable local standards remain effective (RCW 49.46.120). |
| West Virginia verified 2026-07-22 | West Virginia Wage Payment and Collection Act and 42 CSR 5. Covers every person, firm, or corporation employing a person suffered or permitted to work in West Virginia; properly classified independent contractors are excluded (§ 21-5-1(b), (m)-(n); § 42-5-2.1). |
Individual written notice at hiring (§ 21-5-9(1)). Workweek, pay period, and payday must also be announced in writing or by an accessible posting (§ 42-5-4.1). |
Hire notice states the rate of pay. No explicit multiple-rate, time/task/piece/commission basis, regular-rate, or overtime-rate field (§ 21-5-9(1)). |
Hire notice states the day, hour, and place of payment. No normal-hours, allowance, tip, benefit, or deduction field; deduction statements are separately furnished for each affected pay period (§ 21-5-9(1), (4)). |
No employer legal/DBA name, address, phone, workers' compensation carrier, occupation, classification, leave, emergency, or other field is required by § 21-5-9(1). |
No employee-language, translation, agency-template, employer/employee signature, date, acknowledgment, or receipt requirement is stated for the hire notice (§ 21-5-9(1)). |
Give an affected employee written notice at least 1 full pay period before changing rate, pay period, payment place/method/time, or any other employment term (§ 42-5-4.2). Payroll and employment records are kept during employment and at least 5 years from creation; no express notice-copy rule (§ 42-5-5.1). |
The Commissioner and Division investigate Act/rule violations (§ 21-5-11; § 42-5-10). No notice-specific damages or penalty is stated; § 21-5-12's court remedy is tied to unpaid wages. The rule sunsets July 1, 2029 (§ 42-5-1.5). Local rules are outside scope. |
| Wisconsin verified 2026-07-22 | No general new-hire pay-term notice in current Wis. Stat. ch. 109 or DWD's wage-payment summary. Section 103.14 instead requires each employer to notify each employee at hire of grooming requirements. Migrant-worker recruitment and hiring have a separate written-agreement rule (§ 103.915). |
No general wage-notice form or clock. Grooming requirements: notify at hiring; writing not stated (§ 103.14). Migrant workers: written disclosure at recruitment and written work agreement at hiring, on DWD's standard form or a DWD-approved alternative, signed by employer and worker/head of family (§ 103.915(1)-(2)). |
No general hire field for rate, basis, multiple rates, salary, piece rate, commission, regular rate, or overtime rate. A migrant work agreement states applicable wage rates and an hours guarantee; it does not separately label a regular or overtime rate (§ 103.915(4)). |
No general hire fields. Section 109.03(1) regulates payment frequency, not notice. A migrant agreement states pay period, approximate hours including applicable overtime, housing charges, meal cost, and other charges or deductions (§ 103.915(4)(a)). |
The general hire notice is limited to hairstyle, facial-hair, or clothing requirements (§ 103.14). A migrant agreement adds place and kind of work, employment term and approximate dates, housing, transportation, employed family members, and minimum-hours guarantee (§ 103.915(4)). |
General grooming notice: no writing, language, translation, template, signature, or acknowledgment stated. Migrant agreement: English plus the worker's customary language if not English; DWD translation help; standard or approved form; employer and worker/head-of-family signatures (§ 103.915(1)-(2), (8)). |
No general pay-rate change-notice clock or hire/change-notice copy-retention period in the audited wage provisions. DWD may inspect a signed migrant work agreement, but § 103.915 states no agreement-retention duration (§ 103.915(3)). |
No general hire-wage-notice violation exists. DWD administers chs. 103-106; a § 103.14 violation uses the default $10-$100 forfeiture per offense, with each day a separate violation (§ 103.005(11)-(12), (14)). Migrant workers may sue; a general 15-day cure precedes $10-$100 daily forfeitures (§§ 103.94, 103.965, 103.97). Local rules are outside scope. |
| Wyoming verified 2026-07-22 | No general wage-term hire notice in current W.S. tit. 27. Section 27-4-101 instead has a posted-law and each-payment deduction-statement scheme; agriculture is exempt. Section 27-4-501(a)(iii) separately addresses written vacation-forfeiture policies. |
No general individualized hire notice, electronic-delivery rule, or state form. Section 27-4-101 requires covered employers to post copies of that law in 2 conspicuous places; the posting does not state each employee's wage terms. |
No general hire-notice field for rate, pay basis, multiple rates, commission, piece rate, or overtime. The each-payment written statement expressly itemizes deductions, not rates or earnings basis (§ 27-4-101(b)). |
No general hire notice of hours, payday, payment place, benefits, allowances, or planned deductions. Covered § 27-4-101 employers establish statutory regular paydays; deductions are itemized when wages are paid, not at hire. |
No general hire-notice field for employer name, address, phone, workers' compensation, leave rights, classification, or other contents. |
No general language, translation, template, signature, date, acknowledgment, or receipt rule. A vacation-forfeiture policy must be written and acknowledged in writing for the statutory exclusion to apply (§ 27-4-501(a)(iii)). |
No general advance or after-change wage notice and no hire/change-notice retention period. The pay statement is due at each payment; the vacation-policy provision states no acknowledgment timing or retention period (§§ 27-4-101(b), 27-4-501(a)(iii)). |
A violation of the § 27-4-101 scheme is a misdemeanor punishable by up to a $750 fine, up to 6 months in county jail, or both (§ 27-4-103). No general hire-notice violation or notice-specific damages exist; local rules are outside scope. |
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