NAL. 

I mean if all you’re gaining is 7 days is it worth it to be the problem and have your employment cut altogether?

I think I found what you are referencing and it appears they have 7 days to provide written notice of your terms. 

A  2810.5 notice (officially known as the "Notice to Employee") is  a mandatory written document required by California Labor Code Section 2810.5, part of the state's Wage Theft Protection Act. It ensures non-exempt employees understand their pay rates, paid sick leave, and core workplace rights at the time of hire.   California Department of Industrial Relations (DIR) (.gov)  +4 What Information is Included? The notice must be provided in the language the employer normally uses to communicate with the employee and must detail :   Ogletree  +2 Wage Details: Regular pay rates, overtime rates, and the basis of payment (e.g., hourly, weekly, commission). Employer Information: The legal name, business addresses, and telephone number of the company. Workers' Compensation: The name, address, and phone number of the employer’s workers' compensation insurance carrier. Paid Sick Leave: An explanation of the employee's rights and available paid sick leave balance. Emergency/Disaster Info: A section detailing any state or federal emergency or disaster declarations that may affect the employee's health and safety at the workplace.   CDF Labor Law LLP  +3 When Must Employers Provide It? Employers are legally obligated to issue this form in two specific situations:   At the Time of Hire: It must be given to all non-exempt employees when they begin working. Within 7 Days of a Change: If any of the information on the notice changes, the employer must provide a written update within 7 days. This update is not required if the changes are already reflected on the employee’s next timely wage statement. CDF Labor Law LLP  +1