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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
Georgia does not have any laws dictating when an employer must pay wages to
employees who:
- have been fired or discharged;
- voluntary quit or resign;
- have left work due to a labor dispute or strike; or
- are laid off
Wages in Dispute
Georgia does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Georgia does not have any laws dictating when an employer must pay wages to
employees who:
- have been fired or discharged;
- voluntary quit or resign;
- have left work due to a labor dispute or strike; or
- are laid off
Wages in Dispute
Georgia does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Deductions from Wages
Georgia does not have any laws regarding what deductions may or may not be taken from
an employees paycheck or whether an employee must provide written consent prior to any
deduction. The lack of a law prohibiting deductions likely means an employer can withhold
or deduct wages from an employees pay check for:
- cash shortages
- breakage, damage, or loss of the employer's property
- dishonored or returned checks
- required uniforms
- required tools
- other items necessary for employment
In accordance with federal law, an employer may not make deductions for any of the
above-listed items if it would cause the employee to earn less than federal minimum wage
for the period in which the deduction was made. DOL Fact Sheet #16.
Deductions to pay for an employee's portion of any fringe benefit would be permissible.
Fringe Benefits.
Uniforms, Tools, and Other Equipment Necessary for Employment
Florida does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
Florida does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Georgia does not have any laws regarding what deductions may or may not be taken from
an employees paycheck or whether an employee must provide written consent prior to any
deduction. The lack of a law prohibiting deductions likely means an employer can withhold
or deduct wages from an employees pay check for:
- cash shortages
- breakage, damage, or loss of the employer's property
- dishonored or returned checks
- required uniforms
- required tools
- other items necessary for employment
In accordance with federal law, an employer may not make deductions for any of the
above-listed items if it would cause the employee to earn less than federal minimum wage
for the period in which the deduction was made. DOL Fact Sheet #16.
Deductions to pay for an employee's portion of any fringe benefit would be permissible.
Fringe Benefits.
Uniforms, Tools, and Other Equipment Necessary for Employment
Florida does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
Florida does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Notice of Wage Reduction
Georgia does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. However, a wage reduction can only be applied to hours
worked after the change and cannot be applied to hours already worked.
Georgia does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. However, a wage reduction can only be applied to hours
worked after the change and cannot be applied to hours already worked.
Statement of Wages (Pay Stub)
Georgia does not have any laws requiring employers to provide employees at the time of
payment any notice of wages paid, wage rates, deductions, or other wage payment
information.
Georgia does not have any laws requiring employers to provide employees at the time of
payment any notice of wages paid, wage rates, deductions, or other wage payment
information.
Record Keeping Requirements
An employer must maintain records showing the hours worked by each employee and the
wages paid to each employee. The law does not designate a minimum amount of time the
information must be kept. Georgia Stat. 34-4-5
Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to
keep certain records for each covered, nonexempt worker, for at least 3 years. For more
information, visit FLSA.
An employer must maintain records showing the hours worked by each employee and the
wages paid to each employee. The law does not designate a minimum amount of time the
information must be kept. Georgia Stat. 34-4-5
Federal law requires every employer covered by the Fair Labor Standards Act (FLSA) to
keep certain records for each covered, nonexempt worker, for at least 3 years. For more
information, visit FLSA.
Frequency of Wage Payments
Georgia does not have any laws dictating when or how frequently an employer must pay
employees their wages.
Georgia does not have any laws dictating when or how frequently an employer must pay
employees their wages.
Manner of Payments
Georgia does not have any laws dictating how an employer must pay employees their
wages.
Direct Deposit
Employers are likely permitted to use direct deposit to pay employees. It is uncertain
whether an employer may lawfully require an employee to be paid by way of direct deposit.
Georgia does not have any laws dictating how an employer must pay employees their
wages.
Direct Deposit
Employers are likely permitted to use direct deposit to pay employees. It is uncertain
whether an employer may lawfully require an employee to be paid by way of direct deposit.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
| E |
| H |
| L |
Notice Requirements
When an employee is separated from employment, regardless of the reason, an employer
is required to complete GA Dept. of Labor Form DOL-800 (fillable Form DOL-800),
“Separation Notice.” In the case of mass layoffs or other mass separations, the employer
must complete Form DOL-402 and Form DOL-402A. The employer must provide a
completed Form DOL-800 to an employee on the last day the employee works. If the
employee is not available on the last day of their employment, the employer must mail the
employee a copy of Form DOL-800 within three (3) days of the last day of work. Georgia
Stat. 34-8-190
When an employee is separated from employment, regardless of the reason, an employer
is required to complete GA Dept. of Labor Form DOL-800 (fillable Form DOL-800),
“Separation Notice.” In the case of mass layoffs or other mass separations, the employer
must complete Form DOL-402 and Form DOL-402A. The employer must provide a
completed Form DOL-800 to an employee on the last day the employee works. If the
employee is not available on the last day of their employment, the employer must mail the
employee a copy of Form DOL-800 within three (3) days of the last day of work. Georgia
Stat. 34-8-190
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
