Small business is not corporate america and never should be. I’d laugh and end the interview

Similar but not exactly.

Had a prospective employee mention something about how a neighboring city/state had just upped their min wage and, after already agreeing on a set wage, she wanted an increase. She had t started worked.

Except, the area she mentioned didn’t increase their wage.

She was lying.

And now she was still unemployed.

Depends on the legislation, but I would likely decline to hire. It just feels like to high of a risk. Though I wouldn’t mind this specific example, but that is because we have already built company policies for full pay transparency. We don’t ask the “salary expectations” question, we just state the pay and don’t negotiate. If you don’t like the pay we offer, that is fine we’ll move on to the next applicant.

Explaining the law like this exact word for word video is ridiculous but if someone said “Since the company is in California, I’m hoping to hear what the range is to make sure they align with my expectations” that would not be out of line.

It is the responsibility of the hiring employer to know salary laws in states they’re based in or planning to hire. Potential employees deserve to know their rights and not be disqualified for wanting or expecting transparency.

I’ve been as transparent as possible regarding pay rage, PTO, work hours, company holidays etc.

It only came up once when I had to fire a guy and he threatened to file a complaint with our AG because I didn’t have his final check on the afternoon I terminated him (I planned to pay him the following day)

I wouldn’t hire them. Any time someone brings up rights or laws it’s a bad sign.

I never hire them.

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I’m not going to not tell them the salary. So, I’d never be in this predicament. Owners and managers that think this is a good way to run a business are shady and should be called out.

As a business owner you should already know the law and not be attempting to ignore it as the interviewer did.

I would absolutely never hire this person. Would probably quickly conclude the interview.

This type of person is why companies have to have HR departments.

Business owner. I would disclose the wage range. Honestly tho, this is a $25-30 per hour wage range, why be non-transparent?

In most industries, that is entry level work, if they show any aptitude, have a good resume and interview well, that is an easy hire.

I don’t necessarily agree with her specific approach, but I do agree that an applicant should know the range up front before wasting their time. I’ve had job interview processes last months and waste hours of time before they reveal the salary range and that’s a massive waste of time IMO

It’s a hard one

As a business owner I don’t do minimum wage so I don’t have a low pay issue.

I do variable pay though on a shared success model. If I (the business) makes a profit and hits our 1 other KPI (5 star ratings) then 20% of profit goes into a bonus pot.

Its hard to say what that pot will be at any time so total comp is hard to work out.

My gut reaction is that I won’t get on with a rule stickler. I need them in very select roles but in general want to be agile and responsive. So anyone that quotes legislation at me is likely to be declined

Also my past experience as a line manager is close to 100% of people who will quote legislation at you become disruptive even when you have 95% retention and a workforce that’s high morale.

The majority of them feel that rules trump outcomes and will try to slow, trip or hinder you in getting there.

I’m not talking about dumping toxic waste in the sea either. Stuff like a project slips and we have to do weekend work. All of my teams are usually happy to take my word that we will sort the right comp out if it was unexpected. These kinds of people will down tools until they have something in writing signed by HR.

You want these kinds of people in legal, finance, safety or other very heavy process roles. You don’t wnat them anywhere near service or operations in my experience.