This law outlines how employment can end. An employment relationship can be terminated if its agreed term is up, if the job's purpose no longer exists, if the employee passes away, or if the employee becomes legally unable to perform the job.

This law states that if an employee is working in a role where their power isn't tied to owning an interest in the business, their job ends when either the employer dies or becomes legally unable to make contracts.

This law explains that if a job doesn't have a set duration, either the employer or the employee can end the employment at any time, as long as they notify the other party. If a job is supposed to last longer than one month, it's considered employment for a specified term.

If your boss passes away or becomes unable to work, you're generally expected to keep working to avoid harming the business. However, this only applies if your employment contract hasn't ended and you can't quit without notice. You must continue working until the new owner or person in charge knows the situation and can take action, and they should pay you according to your contract for this time.

This law says that if an employee is hired for a specific length of time, the employer can fire them at any point if the employee deliberately fails to do their job, regularly neglects their responsibilities, or can no longer perform their duties.

If a worker has an employment contract for a specific period of time, they can quit at any time if their employer seriously or permanently breaks their promises or obligations to them.

If you work for an employer without a set time frame and you're let go, you have the right to be paid for the work you've done up until you were dismissed.

If you're an employee who doesn't have a specific contract end date and you decide to quit your job, you're still owed payment for the work you've done up until you leave.

This California law states that if an employee arrives late to work, the employer can only deduct the exact pay for the time that was actually missed. However, if the time lost is under thirty minutes, the employer is allowed to deduct a half hour's worth of wages.

This law states that employers in California cannot fire employees just because their wages are threatened with garnishment or if their wages are garnished to pay one debt. If an employee is fired for this reason, they can still earn wages up to 30 days post-discharge, but it can’t be more than their earnings in the 30 days before their wages were garnished. The employee must notify their employer about their intent to claim these wages within 30 days and, if needed, file a claim with the Labor Commissioner within 60 days. This doesn’t affect any other rights the employee might have. Also, it aligns with federal protection against discharge for wage garnishment under the Consumer Credit Protection Act of 1968.