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Rather than filing all your documents personally, discover modern online solutions for all types of paperwork. Many of them will cover your needs for filling out and signing forms, but require you to use a computer only. In case you're searching for advanced features to get your paperwork to the next level and make it accessible across all devices, try pdfFiller.

pdfFiller is a web-based document management platform with a wide selection of tools for modifying PDFs. This tool will be great for those who regularly have to modify documents in PDF, fill out the form in Word, or convert a PNG scan to editable format. With pdfFiller, you can make the documents fillable and share them with others right away, edit PDF files, sign contracts and more.

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At-will employment doesn't just cover firing, however: An employer can also change the status of an at-will employee -- including, for example, the employee's hours, salary, title, job duties, worksite, and so on -- without notice and without cause.
The U.S. Department of Labor Wage and Hour Division doesn't look favorably on employers who do this. However, once an employee is classified as salaried, exempt or hourly, non-exempt doesn't necessarily mean that an employer can't change the classification.
The U.S. Department of Labor Wage and Hour Division doesn't look favorably on employers who do this. However, once an employee is classified as salaried, exempt or hourly, non-exempt doesn't necessarily mean that an employer can't change the classification.
Even if the employee takes a partial day off, you must pay full salary for that day. Hourly employees are paid for the exact amount of hours they work during the pay period. Therefore, if they take partial days off and do not have benefit days to cover the hours, you do not have to pay them for the time taken.
If an employer cuts an employee's pay without telling him, it is considered a breach of contract. Pay cuts are legal as long as they are not done discriminatory (i.e., based on the employee's race, gender, religion, and/or age). To be legal, a person's earnings after the pay cut must also be at least minimum wage.
California does not have a law addressing when or how an employer may reduce an employee's wages or whether an employer must provide employees notice prior to instituting a wage reduction. Moreover, a wage reduction can only be applied to hours worked after the change and cannot be applied to hours already worked.
The general employment rule in California is that if you work more than 8 hours in a day or more than 40 hours in a week, you are entitled to overtime pay.
Yes. Even when a position qualifies for exempt status an employer may change the status to nonexempt to help cure an attendance problem. A week by week change or frequent changes back and forth from exempt to nonexempt status may indicate the employer is trying to avoid overtime pay.
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