A vast majority of business owners or managers will say that terminating employees is the hardest part of the job. Even under the most business-like of circumstances where laying off staff was necessary, it can be emotional and unpleasant. This can then be followed by an expensive and time-consuming wrongful termination suit.
You have a great idea for a business, and you have found someone who is willing to join you in your venture. Perhaps your potential partner is someone you have known for years, someone you recently met at a conference or someone who saw your profile on a job networking site.
The beleaguered Pacific Gas & Electric (PG&E) power utility has been blamed for power lines and business practices causing massive fires here in California. While it filed for bankruptcy protection in January, the company has announced that it will pay $1 billion to 14 municipal agencies and jurisdictions to help rebuild.
Americans are living longer these days, and many look to stay employed past the traditional age of retirement, either because of economic necessity or because they enjoy working. Despite the Age Discrimination in Employment Act of 1967, there is mounting evidence that some employers or hiring managers are adhering to an old habit of avoiding new hires who are middle-aged and up, particularly women.
Paid-leave and parental-leave policies are becoming increasingly common, either through states with leave policies in place or offered as part of employment packages. These can provide many welcome benefits, including retaining top-tier talent. However, temporary or long-term holes in staffing will likely have a broad impact on a business.
Those who build businesses sometimes console themselves about the hard work paying off by handing the successful company to their children and even subsequent generations. This was an easier task for past generations for a variety of reasons, but it is still possible to do it.