Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on behalf of customers who utilize Justworks’ PEO services, Justworks may need to collect account information such as your account number and current rate. You can read more about it here: State Unemployment Insurance.
Missouri has a statewide minimum wage that exceeds federal standards. Employers can find the most up-to-date minimum wage requirements from the Missouri Department of Labor.
Additionally, female employees in Missouri are protected by regulations guaranteeing equal pay.
Missouri law requires that employees be paid their owed wages at the time of separation if the separation is involuntary. For voluntary resignations, the final pay can be paid out with the next regular payroll via direct deposit or otherwise.
For an involuntary separation, best practice is to provide employees with a physical check for all outstanding wages upon separation. It is possible to schedule this final check in advance to be paid via direct deposit on the separation date, but can be tricky for a variety of logistical reasons. All funds paid via physical check should be recorded in Justworks for tax purposes.
Accrued and unused vacation need not be paid out to employees upon separation, unless company policy dictates otherwise.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.