Termination



Termination
Wyoming is an “employment-at-will” state so, without a contract or statute protecting the job, either the employee or employer may end the relationship at any time, for any reason, as long as it is not a protected matter.
Protected matters are:
• Equal Pay – Making a claim for equal pay. WY Stat. Section 27-4-304
• Jury Duty-Fulfilling jury duty. WY Stat. Section 1-11-401
• Military Service-For uniformed service and for 1 year after reemployment, except for cause. WY Stat. Section 19-11-104 and 19-11-111.
• Political Activity-For serving in public office. WY Rev. Stat. Section 22-26-117.
• Tobacco use—Cannot discriminate for use or nonuse of tobacco outside employment unless it is a bona fide occupational qualification.

There is no private right of action for wrongful termination; therefore, you must proceed by filing a grievance with the union or filing a claim with the EEOC or WLSD.
Credits
http://www.hr.blr.com/HR-TOPICS-termination/EMPLOYEE-termination-withdischarge
http://www.woman.thenest.com/filing-employment-termination-grievance-wyoming-20849.html

Pay check delivery upon termination
Wyo. Stat. Ann. Section 27-4-104 requires a final paycheck to be issued within five (5) business days from being terminated. Similarly, if an employee quits a job the final paycheck must be issued within five (5) business days.
Deductions allowed from final paycheck
Only deductions required under federal or Wyoming law, such as taxes or garnishments, or deductions authorized by the employee in writing, may be taken from the final paycheck.
Vacation Pay
Effective July 1, 2013, accrued vacation pay is forfeited upon termination (1) if the employer has a written policy stating it and (2) the employee has acknowledged the policy in writing.
Credit
http://resources.lawinfo.com/labor-employment/wages/Wyoming/
http://www.xperthr.com/new-wyoming-law-excludes-accrued-vacation-from-wages-at-termination/9559/