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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
An employer must pay an employee who quits or resigns, who is discharged or fired, or
who is laid off, all wages due within five (5) working days of the date of termination of
employment. The employer may offset from the final wages any sums due the employer
which have been incurred by the employee during his employment. This requirement does
not apply to the earnings of a sales agent employed on a commission basis where the net
amount due may not be determinable except after a verification of sales, accounts, funds or
stocks. Wyoming Stat. 27-4-104
Employees who are suspended or resigns due to a labor dispute (strike)
Virginia 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
resigns employment due to a labor dispute within five (5) working days of the date of
termination of employment.
Wages in Dispute
In the case of a dispute between an employer and an employee over wage offsets, the
employer must give written notice to the employee of the amount of wages conceded to be
due and must timely pay such amounts without condition. Acceptance by the employee of
any partial payment of wages does not constitute a release or waiver as to the balance of
any claim for the remaining unpaid wages. WY Dept. of Employment, Wage Offset Rules
An employer must pay an employee who quits or resigns, who is discharged or fired, or
who is laid off, all wages due within five (5) working days of the date of termination of
employment. The employer may offset from the final wages any sums due the employer
which have been incurred by the employee during his employment. This requirement does
not apply to the earnings of a sales agent employed on a commission basis where the net
amount due may not be determinable except after a verification of sales, accounts, funds or
stocks. Wyoming Stat. 27-4-104
Employees who are suspended or resigns due to a labor dispute (strike)
Virginia 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
resigns employment due to a labor dispute within five (5) working days of the date of
termination of employment.
Wages in Dispute
In the case of a dispute between an employer and an employee over wage offsets, the
employer must give written notice to the employee of the amount of wages conceded to be
due and must timely pay such amounts without condition. Acceptance by the employee of
any partial payment of wages does not constitute a release or waiver as to the balance of
any claim for the remaining unpaid wages. WY Dept. of Employment, Wage Offset Rules
Deductions from Wages
An employer may deduct from an employee's wages the following so long as the deduction
meet the specified criteria listed below:
- cash shortages
- breakage, damage, or loss of the employer's property
- purchase of required uniforms or clothing
- required tools
- other items necessary for employment
Wage Offset Rules, Chapter I, Section 6 - An employer may withhold or deduct wages from
an employees paycheck if it is deducted:
- for damages suffered by the employer due to the employee's negligence, provided:
employment of the employee, provided:
the employer, provided:
- pursuant to the Social Security Administration Act and the Federal Insurance Contribution
Act.
- as dues, contributions, or other fees to any labor organization or association or as
contributions for any employee's participation or eligibility in any health, welfare, insurance,
retirement, or other benefit plan or program, provided:
loan, trust or other financial institution, provided:
provided:
- as repayment to the employer by the employee of any cash advances, loans or payments
of expenses for optional benefits such as tuition assistance, relocation and training, made
to the employee by such employer, provided:
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may require an employee to pay for required uniforms, tools, or other
necessary equipment and can deduct the cost of the items from an employee's wages so
long as the employer takes the deduction:
- as payment for any purchase of tools, equipment, uniforms, or other items required for the
employment of the employee, provided:
the employer, provided:
Medical or Physical Exams, including Drug Tests, Required for Employment
Wyoming 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.
An employer may deduct from an employee's wages the following so long as the deduction
meet the specified criteria listed below:
- cash shortages
- breakage, damage, or loss of the employer's property
- purchase of required uniforms or clothing
- required tools
- other items necessary for employment
Wage Offset Rules, Chapter I, Section 6 - An employer may withhold or deduct wages from
an employees paycheck if it is deducted:
- for damages suffered by the employer due to the employee's negligence, provided:
- - the employee's negligence is determined by a judicial proceeding;
- the amount of the damage suffered by the employer is determined by a judicial
proceeding;
- the negligence and damages arise in the course of the employment; and
- the employer has not received payments, compensation, or any form of restitution
from any insurer, assurer, surety or guaranty to cover any of the damages. Where
the employer has received payments, compensation, or any form of restitution from
any insurer, assurer, surety or guaranty to cover any of the damages caused by the
employee's negligence, the sum of the offset shall not exceed the amount of any
applicable deductible or two hundred fifty dollars ($250.00) whichever is less.
- - the employee gives written acknowledgement upon beginning employment that he
or she shall be responsible for any such shortages;
- the employer and employee verify in writing the amount of cash that is in the
register or cash box at the beginning of the employee's work period;
- the employer and employee verify in writing the amount of cash that is in the
register or cash box immediately at the end of the employee's work period; and
- the employee is the sole and absolute user and had sole access to the register or
cash box from the time they checked in until the time they checked out;
employment of the employee, provided:
- - the employee has actual or constructive possession of the items; and
- the employee's purchase and receipt of the item is evidenced by written
acknowledgement.
the employer, provided:
- - the item was assigned to the employee to be used within the scope of the
employee's employment.
- the employee gave written acknowledgement of the receipt of such items; and
- the items have not been returned to the employer upon termination.
- pursuant to the Social Security Administration Act and the Federal Insurance Contribution
Act.
- as dues, contributions, or other fees to any labor organization or association or as
contributions for any employee's participation or eligibility in any health, welfare, insurance,
retirement, or other benefit plan or program, provided:
- i) the employee has granted written authorization for such deductions; and
ii) the deductions terminate upon the employee’s written revocation of the
authorization.
loan, trust or other financial institution, provided:
- i) the employee has granted written authorization for such deductions; and
ii) the deductions terminate upon the employee’s written revocation of the
authorization.
provided:
- - the goods or services sold by the employer are sold in the ordinary course of his or
her business;
- the employee has actual or constructive possession of the goods or services
purchased; and
- the employee's purchase is evidenced by the employee's written
acknowledgement.
- as repayment to the employer by the employee of any cash advances, loans or payments
of expenses for optional benefits such as tuition assistance, relocation and training, made
to the employee by such employer, provided:
- - the cash advance, loan or payment of expenses to the employee occurred while
said employee was in the employ of such employer; and
- the employee's receipt of such cash advance, loan or payment of expenses is
evidenced by the employee's written acknowledgement.
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer may require an employee to pay for required uniforms, tools, or other
necessary equipment and can deduct the cost of the items from an employee's wages so
long as the employer takes the deduction:
- as payment for any purchase of tools, equipment, uniforms, or other items required for the
employment of the employee, provided:
- - the employee has actual or constructive possession of the items; and
- the employee's purchase and receipt of the item is evidenced by written
acknowledgement.
the employer, provided:
- - the item was assigned to the employee to be used within the scope of the
employee's employment.
- the employee gave written acknowledgement of the receipt of such items; and
- the items have not been returned to the employer upon termination.
Medical or Physical Exams, including Drug Tests, Required for Employment
Wyoming 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
Wyoming 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. Any wage reduction can only be applied to hours worked after
the change and cannot be applied to hours already worked. WY Dept. of Employment FAQ
Wyoming 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. Any wage reduction can only be applied to hours worked after
the change and cannot be applied to hours already worked. WY Dept. of Employment FAQ
Statement of Wages (Pay Stub)
An employer must, at the time of each payment of wages, furnish each of his employees
with a an itemized statement in writing showing all deductions made from wages.
Wyoming Stat. 27-4-101
An employer must, at the time of each payment of wages, furnish each of his employees
with a an itemized statement in writing showing all deductions made from wages.
Wyoming Stat. 27-4-101
Record Keeping Requirements
An employer must make and keep for a period of not less than two (2) years in or about the
premises wherein any employee is employed, a record related to each employee of:
- their name, address and occupation;
- their rate of pay;
- the amount paid to them each pay period;
- the hours worked by them each day and each work week.
Wyoming Stat. 27-4-203
An employer must make and keep for a period of not less than two (2) years in or about the
premises wherein any employee is employed, a record related to each employee of:
- their name, address and occupation;
- their rate of pay;
- the amount paid to them each pay period;
- the hours worked by them each day and each work week.
Wyoming Stat. 27-4-203
Frequency of Wage Payments
Wyoming does not have laws governing how frequently an employer must pay its
employees, except for employers who operate a railroad, mine, refinery, factory, mill, or
workshop or who engage in work incidental to prospecting for, or the production of, oil and
gas. Employers in those specific industries must pay employees all wages earned from
the 1st to the 15th day of any month on or before the 1st day of the following month. Those
employers must pay employees all wages earned between the 16th and last day of any
month on or before the 15th day of the following month. An employer in any of the above
listed industries must pay an employee who is absent on payday on demand by the
employee. If a payday falls on a nonwork day, the employer must pay the employee on the
workday preceding the nonworkday. Wyoming Stat. 27-4-101
Wyoming does not have laws governing how frequently an employer must pay its
employees, except for employers who operate a railroad, mine, refinery, factory, mill, or
workshop or who engage in work incidental to prospecting for, or the production of, oil and
gas. Employers in those specific industries must pay employees all wages earned from
the 1st to the 15th day of any month on or before the 1st day of the following month. Those
employers must pay employees all wages earned between the 16th and last day of any
month on or before the 15th day of the following month. An employer in any of the above
listed industries must pay an employee who is absent on payday on demand by the
employee. If a payday falls on a nonwork day, the employer must pay the employee on the
workday preceding the nonworkday. Wyoming Stat. 27-4-101
Manner of Payments
An employer may pay employees by:
- cash,
- check,
- direct deposit, but only with written authorization from the employee.
Wyoming Stat. 27-4-101
Direct Deposit
An employer may pay an employee by direct deposit but only with written authorization from
the employee. An employer cannot require an employee to receive payment of wages by
direct deposit. Wyoming Stat. 27-4-101
An employer may pay employees by:
- cash,
- check,
- direct deposit, but only with written authorization from the employee.
Wyoming Stat. 27-4-101
Direct Deposit
An employer may pay an employee by direct deposit but only with written authorization from
the employee. An employer cannot require an employee to receive payment of wages by
direct deposit. Wyoming Stat. 27-4-101
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Notice Requirements
Wyoming 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.
Wyoming 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
