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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
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, the employer must pay the
employee all wages due on the day of discharge. If the wages are not paid on the date of
discharge, the employee should request in writing that the employer pay the wages. If the
wages are not paid by the employer with seven days of the request, the employee can seek
payment of the wages by filing suit against the employer in civil court. Missouri Stat. 290.110
Employees who quit or resign
Missouri has no law regarding an when an employer must pay an employee who has
voluntarily quit employment. Presumably an employer would pay an employee who quit
employment by the next regular pay day on which the wages would have been paid had
employment continued.
Employees who are suspended or resigns due to a labor dispute (strike)
Missouri has no law regarding an when an employer must pay an employee who has
resigned due to a labor dispute. Presumably an employer would pay an employee who
resigned employment due to a labor dispute by the next regular pay day on which the
wages would have been paid had employment continued.
Wages in Dispute
Missouri 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.
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, the employer must pay the
employee all wages due on the day of discharge. If the wages are not paid on the date of
discharge, the employee should request in writing that the employer pay the wages. If the
wages are not paid by the employer with seven days of the request, the employee can seek
payment of the wages by filing suit against the employer in civil court. Missouri Stat. 290.110
Employees who quit or resign
Missouri has no law regarding an when an employer must pay an employee who has
voluntarily quit employment. Presumably an employer would pay an employee who quit
employment by the next regular pay day on which the wages would have been paid had
employment continued.
Employees who are suspended or resigns due to a labor dispute (strike)
Missouri has no law regarding an when an employer must pay an employee who has
resigned due to a labor dispute. Presumably an employer would pay an employee who
resigned employment due to a labor dispute by the next regular pay day on which the
wages would have been paid had employment continued.
Wages in Dispute
Missouri 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.
Frequency of Wage Payments
Any corporation doing business in Missouri and all persons operating railroads or railroad
shops in Missouri must pay wages at least twice per month (semi-monthly). The wages
must be paid within sixteen days of the close of each payroll period. Executive,
administrative and professional employees and sales people and other employees
compensated in whole or in part on a commission basis, at the option of such employers,
may be paid monthly. Missouri Stat. 290.080
Any corporation doing business in Missouri and all persons operating railroads or railroad
shops in Missouri must pay wages at least twice per month (semi-monthly). The wages
must be paid within sixteen days of the close of each payroll period. Executive,
administrative and professional employees and sales people and other employees
compensated in whole or in part on a commission basis, at the option of such employers,
may be paid monthly. Missouri Stat. 290.080
Manner of Payment
An employer may pay employees by cash or check redeemable for full face value without
deduction. Missouri Stat. 290.080
Direct Deposit
There is no state law regarding payment by direct deposit, however, the state itself
mandates all employees use direct deposit. MN Admin. Policy SP-14 Thus, it is likely
lawful for private employers to do the same.
An employer may pay employees by cash or check redeemable for full face value without
deduction. Missouri Stat. 290.080
Direct Deposit
There is no state law regarding payment by direct deposit, however, the state itself
mandates all employees use direct deposit. MN Admin. Policy SP-14 Thus, it is likely
lawful for private employers to do the same.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Deductions from Wages
Missouri 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
An employer can deduct the cost the following from an employee's wages, unless the
deduction would drop the employee's wage rate below either the state or federal minimum
wage:
- Tools;
- Equipment;
- Uniforms, including, but not limited to, garments such as suits, dresses, aprons and all
other garments whatsoever as worn by the employees as a condition of employment. This
apparel of a similar design, color or material, or forming part of the decorative pattern of the
establishment or distinguishing the employee as an employee of the concern is presumed
to be worn as a condition of employment;
- Laundry or cleaning of uniforms;
- Maintenance of tools, equipment or uniforms;
- Breakage or loss of tools, equipment or uniforms;
- Any other item required by the employer to be worn or used by the employee as a
condition of employment; and
- Transportation furnished to the employee where that transportation is an incident of and
necessary to the employment, such as travel costs of railroad maintenance-of-way workers.
Missouri Reg. 8 CSR 30-4.050
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer can deduct the cost the following from an employee's wages, unless the
deduction would drop the employee's wage rate below either the state or federal minimum
wage:
- Tools;
- Equipment;
- Uniforms, including, but not limited to, garments such as suits, dresses, aprons and all
other garments whatsoever as worn by the employees as a condition of employment. This
apparel of a similar design, color or material, or forming part of the decorative pattern of the
establishment or distinguishing the employee as an employee of the concern is presumed
to be worn as a condition of employment;
- Laundry or cleaning of uniforms;
- Maintenance of tools, equipment or uniforms;
- Breakage or loss of tools, equipment or uniforms; and
- Any other item required by the employer to be worn or used by the employee as a
condition of employment.
Missouri Reg. 8 CSR 30-4.050
Medical or Physical Exams, including Drug Tests, Required for Employment
Missouri 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.
Missouri 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
An employer can deduct the cost the following from an employee's wages, unless the
deduction would drop the employee's wage rate below either the state or federal minimum
wage:
- Tools;
- Equipment;
- Uniforms, including, but not limited to, garments such as suits, dresses, aprons and all
other garments whatsoever as worn by the employees as a condition of employment. This
apparel of a similar design, color or material, or forming part of the decorative pattern of the
establishment or distinguishing the employee as an employee of the concern is presumed
to be worn as a condition of employment;
- Laundry or cleaning of uniforms;
- Maintenance of tools, equipment or uniforms;
- Breakage or loss of tools, equipment or uniforms;
- Any other item required by the employer to be worn or used by the employee as a
condition of employment; and
- Transportation furnished to the employee where that transportation is an incident of and
necessary to the employment, such as travel costs of railroad maintenance-of-way workers.
Missouri Reg. 8 CSR 30-4.050
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer can deduct the cost the following from an employee's wages, unless the
deduction would drop the employee's wage rate below either the state or federal minimum
wage:
- Tools;
- Equipment;
- Uniforms, including, but not limited to, garments such as suits, dresses, aprons and all
other garments whatsoever as worn by the employees as a condition of employment. This
apparel of a similar design, color or material, or forming part of the decorative pattern of the
establishment or distinguishing the employee as an employee of the concern is presumed
to be worn as a condition of employment;
- Laundry or cleaning of uniforms;
- Maintenance of tools, equipment or uniforms;
- Breakage or loss of tools, equipment or uniforms; and
- Any other item required by the employer to be worn or used by the employee as a
condition of employment.
Missouri Reg. 8 CSR 30-4.050
Medical or Physical Exams, including Drug Tests, Required for Employment
Missouri 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
An employer must give an employee 30 days written notice of its intent to reduce the
employee's wages. The notice may be given a written letter or by posting a notice in a
conspicuous location. Missouri Stat. 290.100
An employer must give an employee 30 days written notice of its intent to reduce the
employee's wages. The notice may be given a written letter or by posting a notice in a
conspicuous location. Missouri Stat. 290.100
Statement of Wages (Pay Stub)
Any corporations or railroad must furnish employees at least once a month with a
statement showing the total amount of deductions for the period. Missouri Stat. 290.080
Any corporations or railroad must furnish employees at least once a month with a
statement showing the total amount of deductions for the period. Missouri Stat. 290.080
Record Keeping Requirements
An employer must make and keep for a period of not less than three years on or about the
premises wherein any employee is employed or at some other premises which is suitable
to the employer, a record of:
- the name, address and occupation of each of his employees,
- the rate of pay,
- the amount paid each pay period to each employee,
- the hours worked each day and each workweek by the employee
- and any goods or services provided by the employer to the employee in lieu of wages.
Missouri Stat. 290.520
An employer must make and keep for a period of not less than three years on or about the
premises wherein any employee is employed or at some other premises which is suitable
to the employer, a record of:
- the name, address and occupation of each of his employees,
- the rate of pay,
- the amount paid each pay period to each employee,
- the hours worked each day and each workweek by the employee
- and any goods or services provided by the employer to the employee in lieu of wages.
Missouri Stat. 290.520
Notice Requirements
Missouri does not have any laws requiring employers to provide employees, whether at
hire or at any other time, of notice of wage rates, dates of pay, employment policies, fringe
benefits, or other terms and conditions of employment.
Missouri does not have any laws requiring employers to provide employees, whether at
hire or at any other time, of notice of wage rates, dates of pay, employment policies, fringe
benefits, or other terms and conditions of employment.
| 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
