re: New employee question

Several things:

First, instead of mocking the OP this should be used as a teachable moment.

OP,

1. This is not your first gay employee. It's your first gay employee that you know about.
2. Why did you hire this guy? Focus on his strengths, they are still there.
3. Having a gay employee should not hurt your business. Well, I can imagine scenarios it might, but I think that would be pretty rare.

Now more to your specific question.
1. Yes, LA is an at will state, so you can fire him for just about any reason (as long it is not because he is in a protected class).
2. BUT, don't just fire him (or anyone) willy-nilly. Your exposure is that he might make a claim that he is a protected class or (and this is the more serious issue) he might claim sexual harassment. Make sure you have a reason to fire someone, and there is a document trail. That's both risk management and good business practice.

Sexual harassment is some serious bad legal voodoo. Your attorney or HR professional can help train your whole office. Basically don't talk about sexual stuff. Not even as a joke. It sucks but that is the way it is.

And let me point out, you are far more likely to be sued by a women for sexual harassment than a gay man. But still, don't be stupid.

Don't make gay jokes. Don't ask about his personal life. No, "so what is it like to be gay?" questions. 99% chance it won't be a problem, but why risk it?

Note again, this does not specficially apply to gay men. Ask a female coworker "how has it been lately, been on any good dates?" could come back to bite you.

It's more complicated than that, but basically stick to business and talk about sports.