Like many states, California is considered an at-will employment state. This means that absent a specific contract of employment, an employer is free to terminate an employee for any reason or no reason at all. Despite this, many employers believe it is a good idea to have written policies on hiring and firing as well as other employee matters to avoid disputes where possible and maintain workplace stability. To that end, a well-written and comprehensive employee manual can serve to establish the standards of the particular company and serve as notice as to what is expected of the employees.
Some California employers may not be sufficiently prepared to deal with allegations of bullying, discrimination, bias and harassment. According to a report by pelotonRPM, a company that develops workplace training, many leaders and managers are falling short when employees report these issues to them.
Most businesses in California need to hire workers at some point. When choosing who to hire, employers may want to consider the type of work they need done and for how long.
When companies in California are looking to hire more employees, they often turn their attention to candidates who fit the mold for the ultimate contributor. While this outlook can provide businesses with qualified employees who are capable of being productive, in some cases this narrow focus can prevent them from recognizing candidates who have a lot to offer.
When you are interviewing for various job opportunities in California, chances are you have done your research to find something that caters to your career goals and enables you to progress toward your overall vision. However, once you have narrowed your options and it is time to make a decision, you may be asked to sign an employment contract. This important agreement serves as a protection for both yourself and your employer, and it is imperative that you are aware of some of the things that may be discussed in the document.
CNN reports that when one law student got a job offer from a prestigious California law firm in Silicon Valley, she was asked to sign some unusual documents. This included signing over her right to participate in a class action lawsuit against her employer. She also signed a non-disclosure agreement. Believing she did not have room to bargain as a new graduate, she did not at first raise any objections.
According to the National Public Radio, the unemployment rate of transgender people are double the national average. To combat this, California restaurants set up America’s first large-scale program to bring more transgender people back into the workforce. The program started with a trans woman who has provided employment to trans people at her restaurants for seven years.
The state of California outlines specific laws that govern what types of breaks employers must give their employees throughout a workday. Employers must follow these regulations or face certain consequences.