{
 "task_id": "T05",
 "prompt": "An employee in California quits with no notice on Friday. When is final pay due, and what must it include?",
 "system": "You are a payroll assistant at a US company. Answer the request.",
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 "response": "# California Final Pay: Employee Quits Without Notice\n\n## When It's Due\n\n**Within 72 hours** of the resignation (Cal. Labor Code \u00a7202).\n\n- The 72 hours are **calendar hours**, including weekends and holidays.\n- If the employee quits **Friday at 3:00 p.m.**, final pay is due by **Monday at 3:00 p.m.**\n- If the employee **requests payment by mail** and provides an address, the payment is considered made on the date it is mailed.\n\nFor comparison, if the employee had given **at least 72 hours' notice**, final pay would be due on their **last day of work**.\n\n## What It Must Include\n\n1. **All wages earned through the last day worked**, including regular and overtime hours.\n2. **All accrued, unused vacation or PTO**, paid at the employee's final rate of pay (Labor Code \u00a7227.3). California does not allow forfeiture of earned vacation.\n   - Accrued **sick leave** does not have to be paid out unless it is part of a combined PTO bank or your policy says otherwise.\n3. **Earned commissions and bonuses.** If the amount can't be calculated yet, such as commissions dependent on future reconciliation, pay it when it becomes calculable under the plan terms.\n4. **Unreimbursed business expenses** (Labor Code \u00a72802). These are best included in the final payment.\n5. **An itemized wage statement** that meets Labor Code \u00a7226 requirements.\n\n## Payment Method\n\n- Pay by check that can be cashed **on demand without discount**, or by direct deposit if the employee previously authorized it.\n- **Do not withhold final pay** to force the return of company property.\n- Deduct only what is required by law or authorized in writing, and stay within legal limits.\n\n## Penalty for Late Payment\n\nIf final wages are **willfully** paid late, the employer owes **waiting time penalties** of one day's wages for each day late, up to **30 days** (Labor Code \u00a7203). \"Willful\" generally just means the employer knew wages were owed and didn't pay them. It does not require bad intent.\n\n## Related Items\n\n- **COBRA or Cal-COBRA notices**, if the employee was enrolled in group health coverage.\n- **Confirm the resignation in writing** and document the date and time it was given, since this starts the 72-hour clock.\n- **EDD pamphlet DE 2320** is required for discharges, layoffs, and leaves of absence. It isn't strictly required for voluntary quits, but many employers provide it anyway.\n\nIf the facts are unusual, such as a disputed resignation, a commission plan dispute, or an industry-specific rule (for example, motion picture or seasonal agricultural work), confirm with HR or employment counsel.",
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