I received this note from an HR Bartender reader recently:
An employee’s home address is Texas. He works in North Dakota. He is being terminated. Should the guidelines for his final check be in accordance with Texas or North Dakota?
Good news! We’ve actually answered this question in a previous post. Attorney Andrea Paris spoke about it in “Employment Laws” Where Employees Work or Live.” The answer isn’t as straightforward as it seems. The question also reminded me that we’ve talked about employee pay, final paychecks, and giving notice a few times on HR Bartender.
I worked in organizations where HR and payroll were separate functions. And I’ve also worked in companies where I’ve been responsible for payroll. Regardless of the reporting relationship HR and payroll must work together successfully. Employees expect to be paid properly.
Employees also expect when mistakes are made – and they will be – that the organization will quickly remedy the situation. Employees should not have to go without because the company didn’t process payroll correctly.
Image courtesy of Sharlyn Lauby