When the pay date is scheduled before the appointment end date because of a conflict with a holiday or weekend, it is permissible to use Surepay for employees with such appointment end dates. For example, a monthly-paid employee enrolled in Surepay has an appointment end date of June 30, 2001. The employee will receive pay for the month of June on June 29 because the normal pay date (i.e., July 1) falls on Sunday, a non-working day.
It does not appear that the use of Surepay will satisfy the Code. Section 213(d) provides: “If an employer discharges an employee or the employee quits [a] voluntary authorization for deposit shall be deemed terminated” and the employee must be paid according to “this article relating to the payment of wages.” A discharged employee must be paid immediately, which contemplates in person.
The letter of dismissal should explain that the employee may call to make an appointment to pick up his or her final check on the dismissal date or the employee may request the check to be mailed. A second approach would be for the department to mail the check with the dismissal letter if the department does not want the employee to return to the work site.
The 72 hours is measured in continuous actual hours, including holidays and weekends, from the date and time of separation. If the pay date falls on a Saturday, Sunday, or weekday holiday, actual payment may be made on the next business day. This is also true for the hospitals or any other 24/7 operations where the