LinkedIn connection limits in 2025 cover weekly, daily, and maximum caps for requests, messages, and profile views. Use proven tactics to raise safe outreach, prevent account blocks, and improve results with stronger profiles, SSI, and smart tools.
Nonsolicitation agreements affect employees and employers by shaping client interactions, coworker recruitment, and potential contract restrictions. Courts, antitrust laws, and state regulations influence their enforceability, making these agreements complex for businesses and workers alike.
California Labor Code 204 sets strict rules on pay schedules, ensuring employees receive wages on time with clear deadlines. It outlines payday requirements, exceptions, overtime rules, and penalties for employers who fail to meet legal payment obligations.
Employee file retention rules differ by record type and federal law, with some documents requiring storage for years. This guide explains which employee files HR must maintain, how long to keep them, and how compliance reduces risk.
California’s 2024 PAGA reform updates standing, penalties, cure options, and timelines for employers. See how SB 92 and AB 2288 impact compliance.
Fomites are everyday objects that can spread bacteria, viruses, and fungi through contact with contaminated surfaces. Hospitals, homes, and workplaces all contain fomites that increase infection risks without proper cleaning and hygiene practices.
Fair-chance hiring helps fill talent gaps with motivated candidates and strengthens team retention across industries. Adopt clear frameworks, risk controls, and supportive onboarding to build stable, inclusive workforces.
California State Holidays 2025 covers federal and California-only days off affecting work schedules, business planning, and employee benefits. Details on paid and unpaid holidays for public workers, private employees, and businesses across California.
9–5 equals eight hours on site, but unpaid breaks often reduce paid time to seven to 7.5 hours. Weekly, monthly, and yearly totals range from 37.5–40 hours weekly to about 1,800–1,920 annually.
I-9 compliance ensures employers properly verify work eligibility, avoid costly fines, and stay aligned with federal employment regulations. This guide explains requirements, penalties, and best practices to help businesses maintain accurate records and prepare for inspections.