if i'm terminated from a job and have 2 weeks vacation due me,am i entitled to my vacation pay?
138905
Every state's laws are different; and, every company's policies are different. In most cases if you are terminated you are entitled to receive the number of hours of accrued vacation. This must be paid with your final paycheck.
461607
It ALL depends on their policy.  You should have received a copy of the policies and procedures manual when you first started.  Some PTO is accrued and payable, some is not.  AND, I would not recommend taking your days off and then quitting, employers frown on that and you might burn a bridge or the chance of a good referral when you need it!!
939735
On them terminating you,, 4 days i think. On you quiting,, till the next pay period.
617952
Yes, he should get paid for it.  Alternatively, if he resigned, he should also get paid for whatever he accrued.  But, this has to be earned time, and it has to be PAID time - not just vacation.  I will note, if he is an attorney or a consultant or part of a profession that is responsible for billable hours, he might not qualify.  He needs to check the policy also, b/c vacation time may not roll over from one year to another.\nMost companies don't voluntarily send you the money - he needs to ask for it, and he should ask for severance.  Usually saying you will file for unemployment unless they give severance prods them into it b/c that is cheaper than having to pay more to the state unemployment fund forever and ever.\nFor Max Power's question, the idea is that, if I were to give notice of quitting on May 1, effective May 15, I could simply take my two weeks earned vacation time starting on May 1, and get paid for the next two weeks - and never show up again.
932349
only when you are ready to give the two-week notice.\nunless you are trying to pressure him for a raise.\nwhich could backfire.  i would wait until you have another job.
639087
Yes, but it would have to be small claims court. Make sure you bring all the paper work you can muster up, especially your child's statement, the fact that the DA couldn't proceed.. and that you did indeed lose 2 weeks for work because of her. And some pay stubs to prove how much you would have made. Mention your feelings, how it embarrassed you at your work/or in front of your boss.(Don't dramatize it though, just mention)!\n\nYOU CAN SUE FOR SLANDER AND DEFAMATION OF CHARACTER.- because you lost work because of her, I think your chances are very good. I wish you luck!
510718
under certain circumstances you can get unemployment if you are fired.  Check with the labor board or unemployment commission
802421
Most companies don't pay their employees "current". All that means is that the pay period cuts off one week before the checks are cut and paid to the employees. That gives the Payroll department time to process the payroll. \n\nFor instance, If you were hired on the first of a month and the first payday was the fifteenth, the timecard showing your hours worked would probably be due the 7th of the month. You would turn in a timesheet reflecting one week of hours worked. By the time you get paid on the fifteenth you will have worked two weeks, but the second week goes into the next pay period, and so on. \n\nWhen you leave employment your final check will reflect all hours worked, so it will work out in the end, I promise!
1177440
Customarily it's common to give at least a 2-week notice. As far as paid for holidays I only know of paying for vacation days left
536293
Hello,  no being on salary means that they can not dock his pay for being out.  If they do, then he is not on salary and would have to be paid overtime pay based on his average hourly pay.\n\nIf they have actually not paid him (not merley used a vacatoin day)  then you need a labor attorney. If they have always merely taken vacation days when he took off, there may not be a real case unless the police to not pay is a written policy to prove what theywould do.
1025958
There are "right to work" states and "work at will" states, they type of employment place in effect in the state where you are employed is important to knwo to answer the question.\n\nEssentially in a right to work state, once employed an employer cannot fire you except under serious circumstances, those empployers will usually practice a form of progressive discipline.  (3 strikes and you're out!)\n\nIn an at-will state the employer can terminate you without cause.  Employers may have a progressive discipline program in place but need not adhere to it in order to terminate.\n\nEither way you indicate your boss may have had reasons to discipline you and you gave notice, so a panel is unlikely to support a wrongful discharge claim.  2 weeks notice is never necessary, it is a courtesy, and in some right to work states by announcing your intention to leave the job you forfeit your protection under the law. \n\nSome companies, especially small business owners, don't accept two weeks notice if the employee is going to another job bcause it demonstrates the employee's heart is no longer in the job.  The figure why pay someone for two weeks of mediocre work and give them 2 weeks to steal customers for the new job.
209283
Severance is pay that is contingent if you get laid off.  You may not even get it if you are simply fired for breaking some policy.  It is not considered a savings account or wage owed to you.  This is true for vacation too.\n\nShares might be in the same boat if they were not bought as stocks and the certificate given to you.  I could wallpaper my house with all the "shares" I have been given in my life.  \n\nIt stinks bad but those are the breaks unfortunately.
841270
NO!  You have to be payed for what you work. I had a previous employer that did the same to me and I had to go all the way up the chain and eventually was paid for 60 days of docked lunches I never took!
825654
A)  One reason why this may have been "the wrong thing to do" is if the termination date of your insurance under employer #1 really isn't November 30th.\n\nTypically, when a person leaves an employer, their coverage under the group policy terminates pursuant to the "Individual Terminations" provision.  The termination may be the date the employer notifies the insurer that you're no longer working there; the date your employment terminates; the first day of the month following your termination; or some other date specified in the contract.  Unfortunately, some employers tell their employees that they have a "30-day grace period" after they leave.  In each and every contract I've ever seen, this isn't the case.\n\nWhy could this be a problem for you?  Because IF insurer # 1 finds out your coverage should have terminated earlier, AND there's no insurance law that prohibits it in your state, it could "retroactively terminate" your coverage, take back the money it paid, and you'll be stuck with the bill.  Some states, such as mine, restrict an insurer's ability to do this.  The problem is, if insurer #1 retroactively denies your claims, you may be beyond insurer #2's timely filing period, which means the claims would be denied.\n\nYou may want to absolutely confirm the termination date under insurer #1 so you can rest easily.\n\nB)  Another reason this may have been incorrect has to do with "Coordination of Benefits" between insurer 1 and insurer 2.  The National Association of Insurance Commissioner's "Model Regulation" regarding COB in your case reads:\n\nSection 5:  Rules for Coordination of Benefits:\n     Subsection D\n          Number (3):  "Active or Inactive Employee:"  The plan that covers a person as an active employee who is neither laid off nor retired is primary.  If the other plan does have this rule; and if, as a result, the plans do not agree on the order of benefits, this rule is ignored."\n\nThat's "insurance-ese" for insurer #1 should have paid as your secondary, since you're no longer covered as an active employee under employer # 1's group policy.  If this is the case and insurer # 1 finds out, it can retroactively deny the claims and take the money back.\n\nLet me know if I can help further.
8546
If you are not currently UNemployed, then write down "ASAP", if you are employed, give them a date 2 weeks from today and let them know that you have to give your current employer a 'two-week' notice, that way they know that you are responsible and won't leave them hanging if you find another job. :)
917651
You can put in a notice of resignation anytime you want. You don't have to be back at work in order to do that.  I know people who are pregnant who are out on FMLA leave and they decided they don't want to come back, so they just give their notice. It probably doesn't even have to be 2 weeks since you are already out and not currently working anyways.
532466
As long as you talk to your boss beforehand, it's not a big deal since you have a decent excuse.  Your paycheck on that last day won't be affected because usually paychecks are for the previous 2 weeks.  Your final paycheck will be missing that last day since you didn't show up unless you can argue that it was a vacation day or whatever.\n\nIf you just leave, you might not get a good reference from your former company.   You might also want to rearrange your exit interview for your final day that you will be there so that you leave on relatively good terms.