When COVID shutdown its hotels, Hyatt temporarily furloughed many of its employees.  This decision holds that Hyatt violated Lab. Code 201 and 227.3 by failing to pay the furloughed workers their accrued but unpaid vacation pay at the time they were furloughed.  Under California law, a temporary layoff, with no specified return date within the normal pay period, is treated as a discharge for purposes of § 201, triggering the obligation to make immediate payment of earned by unpaid wages, including vacation pay.  However, Hyatt properly did not include in the workers’ pay compensation for the complimentary rooms it ordinarily made available to full-time and part-time employees.  Like discounts on employer-provided retail goods and services, the hotel rooms were “other similar payments” excluded from the regular rate of pay under 29 U.S.C. § 207(e)(2) and 29 C.F.R. § 778.224(a), (b)(5).