FairFile's state-law citations are not generated by the AI: they come from a maintained dataset that is checked against each state's own codified text before it is added, and re-verified on a standing cadence. This page publishes the update procedure and, for every state, the date its citations were last verified — so the claim is auditable rather than asserted. Machine-readable companion: /llms.txt; full capability inventory: /capabilities.
Generated from source: this table is built directly from the same dataset the product uses (src/state-law-data.js), not hand-typed, so it cannot drift from what the app actually cites.Re-verification cadence: Quarterly minimum re-verification per build spec 04; immediately on any known legislative change.
Worked example: West Virginia recodified its Human Rights Act in 2024 (SB 300), moving the citation from the former § 5-11-9 to § 16B-17-9. A spot-check against the state legislature's own current text caught the recodification before the WV entry was added, so the citation on file is the current section number, not the superseded one.
Every reviewed state below lists its citations (statute + short description, each linked to its verified source where one is on file) and the date those citations were last confirmed. A state carries several citations because the product checks several axes per state: anti-discrimination, final-pay timing, and a retaliation-adjacent protection, plus any state-specific interaction (e.g. protected-leave retaliation).
Three states were researched and deliberately left out of the library because they do not clear the three-disclosure minimum (anti-discrimination, final-pay timing, a retaliation-adjacent protection). Wrong is worse than missing: rather than ship a thin or approximate citation set, these states are excluded and documented here, and a letter for one of them is drafted without a state-citation badge.
| State | Reason excluded | Verified |
|---|---|---|
| Georgia | Georgia's Fair Employment Practices Act (O.C.G.A. § 45-19-29) applies only to state government employers, not private ones; Georgia has no state final-pay-timing statute (defers to federal FLSA); Georgia case law (Evans v. Bibb Co.) rejects a public-policy exception for workers'-comp retaliation. No verifiable three-disclosure minimum. | 2026-07-12 |
| Alabama | Alabama has no general private-sector anti-discrimination statute (only the AADEA, age 40+, employers with 20+ employees, Ala. Code §§ 25-1-20 to 25-1-29) and no state final-pay-timing statute (Alabama DOL: none; federal FLSA next-payday practice controls). Workers'-comp retaliation (Ala. Code § 25-5-11.1) is real, but one verifiable disclosure does not clear the three-disclosure minimum. | 2026-07-12 |
| Mississippi | Mississippi has no general state statute prohibiting private-sector employment discrimination (protection comes only from federal Title VII/ADEA/ADA, EEOC-enforced), and its only wage-payment statute (Miss. Code Ann. § 71-1-35) sets a pay-frequency rule for manufacturers/public-service corporations, not a final-pay-upon-termination deadline. Fails both required axes; excluded (verified 2026-07-12). | 2026-07-12 |