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How long does an employer have to pay an employee retro pay? Are they allowed to refuse to work until they recieve the payment?

1 Answers. Asked on Apr 06th, 2017 on Labor and Employment - Pennsylvania
More details to this question:
My boyfriend was given a pay raise in October of last year and the raise was not applied to his paycheck until two and a half months later. The corporate office said that he was entitled to retro pay, but he still has not recieved it.
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Answered on Apr 07th, 2017 at 5:31 AM

Under Pennsylvania law, wages due and owing must be paid no later than 15 days after the normal date.  For example, if paychecks are issued on the first of the month, the latest the pay that is due on the first of the month could be paid and not violate PA law is the 15th.  In your case, the pay is long overdue.  Employers can be required to pay penalties and interest on overdue payments.  Most in this situation balance rocking the boat with their employer and getting the pay they are due.  Best bet is to be pesistent about it.  squeaky wheel gets the grease. If that doesn't work, can always retain counsel to send a letter requesting that the matter be resolved.

I recommend that you seek out a local attorney for a more in depth discussion of the matter. I do not recommend that you take any action steps without such a consult. Act quickly because by waiting, you may lose certain rights and remedies available to you.

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Labor and employment attorneys can help both employers and workers prevent, address and resolve a variety of issues related to the employer-employee relationship. Small business owners and managers should consult with employment lawyers when crafting employment policies (including those related to hiring, affirmative action, compensation, medical leave and sexual harassment); negotiating employment contracts, non-compete agreements and severance agreements; and resolving employment-related personnel disputes. Workers should talk to a labor and employment law firm before signing any job-related contracts and for help addressing issues related to discrimination, harassment, Americans with Disabilities Act (ADA) accommodations and Family and Medical Leave Act (FMLA) requests.
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