---
title: "StatePayRules.com — Statutory & Financial Comparison Matrices (https://statepayrules.com/compare)"
source_url: "https://statepayrules.com/compare"
canonical_url: "https://statepayrules.com/compare"
retrieved_by: "StatePayRules.com Statutory Markdown Engine (https://statepayrules.com/compare)"
---

# StatePayRules.com — Side-by-Side Statutory Comparison Hub

> **Canonical Source:** [https://statepayrules.com/compare](https://statepayrules.com/compare)

## [California Labor Code §§ 201–203 Waiting Time Penalties vs Federal FLSA Final Paycheck Rules (2026)](https://statepayrules.com/compare/california-labor-code-201-203-waiting-time-penalties-vs-federal-flsa-final-paycheck)
- **Direct Answer:** Under California Labor Code § 201, an employee discharged must be paid immediately at the time of termination; under § 203, failure to pay willfully subjects the employer to continuing wages as a penalty up to 30 calendar days.
- **Statutory Basis:** California Labor Code §§ 201, 202, 203; Fair Labor Standards Act (FLSA) 29 U.S.C. § 206

## [Exempt Salary Thresholds 2026: California, New York, Washington vs Federal FLSA $684/Week](https://statepayrules.com/compare/exempt-salary-threshold-2026-california-new-york-washington-vs-federal-flsa-684-week)
- **Direct Answer:** While Federal FLSA 29 CFR Part 541 maintains a baseline salary threshold, California Labor Code § 515 mandates a salary equal to twice the state minimum wage ($68,640/yr in 2026), with New York and Washington establishing similar elevated thresholds.
- **Statutory Basis:** California Labor Code § 515(a); NY Labor Law § 652; RCW 49.46.010; 29 CFR Part 541