I saw a youtube reel a while ago ( https://youtube.com/shorts/GsXOk1hXGJg?si=FXmipp4taAEX4-cW )where the title happened. I’ve also this advice said a lot. But I don’t think it’s a good strategy.
I’m curious to hear the pov of business owners in this situation.
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 don’t think anyone disagrees. Are you a business owner? If so would you hire this person?
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.
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.