At least seventy-two (72) hours notice prior to quitting
An employer who fails to pay any wages due a terminated employee (discharge or quit) in the prescribed time frame may be assessed a “waiting time penalty.” The waiting time penalty is an amount equal to the employee's daily rate of pay for each day the wages remain unpaid, up to a maximum of thirty (30) calendar days.  10 days, the number of days between the date the employer was obligated to pay the employee, July 12, 2002, and July 22, 2002, the date she is paid all of her wages. (See Labor Code Section 201, discharge of employee; immediate payment). 10 days x $56.00/day = $560.00 waiting time penalty. 30 days. Although the employee was not paid all of his wages due until June 14, 2002, 42 days after the date the employer was obligated to pay him, the maximum penalty allowed under the law, is 30 days wages. If the employee fails to provide their employer with at least seventy-two (72) hours notice prior to quitting, the employer must pay the employee all wages due within seventy-two (72) hours after the time of quitting. An employee may request that their final wages be mailed to a designated address. In California, most employers must pay employees their regular wages, with some exceptions, at least twice during each calendar month on the days designated in advance as regular paydays. The employer must establish a regular payday and is required to post a notice that shows the day, time and location of payment. The number of days per week or per month the employee actually worked does not matter when calculating the penalty. If, for example, an employee who worked two days per week and earned $75 per day is paid final wages two weeks late, the accrued waiting time penalty is 14 (days) x $75 = $1050. If the unpaid employee’s daily wages varied, an average daily wage should be used for calculating the penalties. For example, if an employee is owed hours, overtime, or if the employee had wages unlawfully deducted during an earlier pay period, the employer must make up for the mistake when the employee is fired or risk paying the employee a penalty. See section 4, below, for more information about this penalty. Severance pay provided in exchange for a release must be money over and above what the employee is already entitled to. For example, if the employee’s agreement already provides that he or she will receive 2 weeks’ pay at the time of termination, the employee must receive both that 2 weeks’ pay and severance pay. If termination is “without cause,” an employer is usually required to provide notice and may be required to pay certain amounts to the former employee. The required amount of notice and compensation varies from state to state, industry to industry, and employee to employee. (3) There is a reasonable good faith dispute as to the amount of wages due the employee, but only the amount in dispute may be withheld. If an employee is terminated, the employer must pay all wages due within seven working days or at the end of the next regular pay period, whichever is sooner.  The employee is entitled to an additional one-half times this regular rate for each hour over 40, plus the full piecework earnings. Example: An employee paid on a piecework basis works 45 hours in a week and earns $405. The regular rate of pay for that week is $405 divided by 45, or $9.00 an hour. In addition to the straight-time pay, the employee is also entitled to $4.50 (half the regular rate) for each hour over 40 - an additional $22.50 for the 5 overtime hours-for a total of $427.50. Under this agreement, the regular rate will vary in overtime weeks. If the employee works 50 hours, the regular rate is $9.60 ($480 divided by 50 hours). In addition to the salary, half the regular rate, or $4.80, is due for each of the 10 overtime hours, for a total of $528 for the week. 17 days, the number of days from the date the employer is obligated to pay the employee, March 15, 2002, until April 1, 2002, the date she is paid all of her wages. 17 days x $184.62/day = $3,138.54 waiting time penalty. 30 days. Although the employee was not paid all of his wages due until June 14, 2002, 42 days after the date the employer was obligated to pay him, the maximum penalty allowed under the law, is 30 days wages. Nonexempt workers must be paid overtime pay at a rate of not less than one and one-half times their regular rates of pay after 40 hours of work in a workweek. Wages required by the FLSA are due on the regular payday for the pay period covered. Under this agreement, the regular rate will vary in overtime weeks. If the employee works 50 hours, the regular rate is $9.60 ($480 divided by 50 hours). In addition to the salary, half the regular rate, or $4.80, is due for each of the 10 overtime hours, for a total of $528 for the week.
http://www.millerlawgroup.com/publications/faqs/Terminating-the-Employment-Relationship-How-to-Prevent-Lawsuits.html https://www.dir.ca.gov/dlse/FAQ_WaitingTimePenalty.html http://www.employmentlawhandbook.com/wage-payment-laws/state-wage-payment-laws/california/ https://las-elc.org/factsheets/final-paycheck.pdf http://www.legalzoom.com/assets/legalforms/Employee%20Termination%20Letter.pdf http://www.azbar.org/legalhelpandeducation/consumerbrochures/yourrightsasanemployee http://www.dol.gov/whd/regs/compliance/hrg.htm https://www.dir.ca.gov/dlse/FAQ_WaitingTimePenalty.html http://www.dol.gov/whd/regs/compliance/hrg.htm
must pay employee within certain amount of time after discharge