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It’s time for an HR audit. Let’s go down the checklist!

That’s it! You’re done! You can no longer handle the antics of your bad worker. But how do you fire an employee the “right way?”

The passage of Senate Bill 3 (SB3), which introduced a step-based minimum wage in California, means another minimum wage increase in 2021. This was an anticipated step. We’re betting, however, that many employers haven’t considered the full scope of the impact on their businesses, including compliance areas.

If you think about it, effective management is a lot like parenting. Sure, you aren’t wiping runny noses or sending pouty children off to their rooms without dinner (hopefully), but you are guiding your employees towards the future. And a smart manager is one who, like a good parent, can tap into who their employees truly are, helping them to develop what makes them unique and valuable to the company.

Trust.

Let’s be real: Nobody actually likes reading job descriptions. They are boring, dry, and limited to the readership of only a few applicants and new hires.

The recipe for workplace conflict is decidedly simple: Bring two or more people together and assign them a task. Unless the stars have aligned in your favor, there’s going to be some cause for disagreement between them, and if conflict ensues, their ability to cooperate will suffer.

Employee turnover is expensive—more so than you might think. According to a recent survey by the Society for Human Resource Management, the average cost-per-hire is $4,129. However, turnover costs can vary depending on the length of time it takes to fill the role, the importance of the position to the employer, and the employer’s industry. Some costs are easily calculable, such as those of recruiting, hiring, and onboarding. Other costs can be difficult to measure, such as the impact of a termination on employee engagement. Easily measurable or not, all these costs hurt your bottom line.

Want to know how to freak out your HR folks? Tell them one of their managers has been failing to accommodate employees with disabilities.

No doubt about it, bosses and employers see work issues differently than their workers.  What a boss sees as an opportunity, workers see as a bigger workload. When employees don’t feel recognized or rewarded for their efforts, they simply take a reward they feel they deserve—like time. This is known as timecard theft.