My question involves labor and employment law for the state of: California
We are a startup fitness & nutrition coaching facility and are in the process of hiring personal trainers. Unlike the overwhelming majority of health clubs, each of our new hires shall undergo a ten-week in-house introductory course. We shall be focusing on all aspects of personal training and we want to make sure all of our employees are on the same page and showing a unified front.
There shall be no cost reflected upon the new hire for this course, and we shall be paying minimum wage for all course training hours (roughly 30 hours in total). The catch is that we shall be investing a great deal of time and effort in each of our new hires, and we want to incentivise our new hires to remain motivated and complete the course (and not waste our time). With that in mind, we would like to have one lump sum payout for all the course training hours at upon the end of their coursework.
So, we have a few questions we'd greatly appreciate your thoughts on: firstly, is it legal to have a payout of this manner? Would this be considered "retroactive" pay or "back-pay" (we're thinking back-pay)? Can we make their payout conditional upon their completion of the course (meaning, if they don't finish their training, can we withhold their pay--something we're not sure we're comfortable with even if it were legal; but it would be a definite incentive to complete)? Lastly, we've done quite a bit of research, and can't find any examples of clauses we may base our employee contract upon; any potential resources for such of which you're aware?