If you need cash now, we offer fast payday loans up to $1000. The process takes less than 3 minutes.
Payday advance types of loans usually require the entire amount to be repaid on the next pay period. No credit or faxing needed for loans under $1000. Bad credit OK! Instant Decision; you can start today and have the cash you need quickly
We are an immediate loan specialist in Winchester, and we are quicker and more advantageous than run of the mill retail facade banks since we're based on the web and are open constantly. No compelling reason to sit tight for "ordinary business hours" or invest energy flying out to the store — our short application can be finished in not more than minutes. You can even apply from a cell phone while you're in a hurry!
We can loan up to $500 to Winchester occupants, in view of qualifying elements. On the off chance that endorsed, your credit will be expected on your next payday that falls in the vicinity of 10 and 31 days after you get your advance. Nitty gritty data with respect to expenses and reimbursement is accessible on our Rates and Terms page. As you consider whether an advance is proper for your prompt needs, you ought to likewise investigate other subsidizing alternatives. A payday credit is a genuine budgetary duty, and not an answer for long haul issues. Getting from a companion of relative may be a superior alternative.
My brother works for Fry's Electronics in California. He is on pure commission. On black Friday (tomorrow) he is being required to work 18 hours and will receive no overtime. The only pay or compensation he will make will come from any sales he completes. Perhaps it just seems unfair but it is legitimate, but it feels wrong. It's just hard to imagine that there is no law protecting employees like him from basically being taken advantage of. I only seek answers from people who have an understanding of California Labor laws or can at least point us in the right direction.
According to Winchester labor law website: "In California, the general overtime provisions are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one-half times his or her regular rate of pay for all hours worked over eight hours in any workday and over 40 hours in the workweek. Eight hours of labor constitutes a day's work, and employment beyond eight hours in any workday or more than six days in any workweek is permissible provided the employee is compensated for the overtime at not less than: One and one-half times the employee's regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any workday, and for the first eight hours worked on the seventh consecutive day of work in a workweek; and Double the employee's regular rate of pay for all hours worked in excess of 12 hours in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek. There are, however, a number of exemptions from the overtime law. An "exemption" means that the overtime law does not apply to a particular classification of employees. There are also a number of exceptions to the general overtime law stated above. An "exception" means that overtime is paid to a certain classification of employees on a basis that differs from that stated above." However, under the "exempt" types of employment: "Employees (except minors) whose earnings exceed one and one-half times the minimum wage and more than half their compensation represents commissions" So if he is paid entirely on commission, then according to the states website he is not garunteed any OT pay. BUT if he doesn't make 1 and a half times the min wage (which is $8 in CA. So he would effectively have to be earning $12/hr to remain exempt.) they may not know this until after the day is out though. but that's what a payroll department is for. make sure he keeps track of his earnings/hours worked. So, if he worked a non-commissioned job (like an hourly rate of pay) he would get OT. I think part of the reason for this is that the OT pay is calculated (in CA) based on what is called the "regular rate." which seems to be their base salary + any other forms of compensation. If he were to make 1K one day, and then like 200$ the next, it would be extremely difficult to calculate how much his overtime is supposed to be. I"m just guessing though.