You have a job opening and the ideal candidate is one who is up-to-date on technology, modern trends and things of this nature. Maybe you want them to run your social media accounts, for instance. You need someone who uses social media all of the time and who understands it inherently, rather than someone who has to figure it out along the way.
California, like most every other state in the U.S., has its minimum wage standards that they expect all employers to pay their workers. This starting pay rate varies depending on the size of the staff that a company has and the industry that they operate in.
Fulfilling your obligations to clients or customers is only one aspect of running a successful business. You also have to hire and retain skilled workers who help you grow your business. Unfortunately, where there are people dealing with one another, the potential exists for significant conflicts.
If you have toxic workers and you're not sure what to do with them, some say the answer is simple: Fire them.
You hire a new employee. However, it seems like it may not be a good fit after all when they come into your office during their first week on the job and ask to take some vacation time. You point out that your vacation plan tells them specifically that they cannot earn any paid time off for the initial six months with the company.
Has an employee made false accusations at your company? Maybe they claimed that it was a toxic workplace. Maybe they said that you discriminated against them. Maybe they claimed that the workplace was unsafe, they made a report and you retaliated against them.
The daily concerns that preoccupy executives and managers are many and distinct. That is especially true in California, where regulatory rules and processes are noted across the country for being particularly rigorous and exacting.