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Florida Paychecks: What you need to know

Wages may be paid in cash or check on demand, without discount, at an established business in the state (FL Stat. Sec. 532.01). An employer may pay wages in coupons, punch-outs, tickets, or other devices in lieu of cash that are redeemable for goods or merchandise (FL Stat. Sec. 532.02). If an employer uses these alternative methods of payment, it will be liable to pay the full face value of the ticket or coupon, in currency, any time after the 30th day from issuance.
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Direct deposit. An employer may pay wages via direct electronic deposit of wages into an employee's account if the employee has authorized it in writing and has chosen a bank (FL Stat. Sec. 532.04). An employee may not be fired for refusing to authorize direct deposit.
Payday law. Florida has no payday law. Employers are free to set up pay schemes that best suit their business needs.
The wages of a deceased employee may be paid to the surviving spouse, any children over the age of 18, or the employee's parents, in that order (FL Stat. Sec. 222.15).
Wages remaining unclaimed by an employee for more than 1 year are presumed to be abandoned property (FL Stat. Sec. 717.115). Employers in possession of any such abandoned property are required to file a report with the Department of Banking and Finance on or before May 1 each year.

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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