I have an employee who hasn’t been performing well. Last week, she was out sick again and I needed a report. I tried to call her, but she didn’t answer. So, I asked IT if I could get the report from her email, and they gave me access to her inbox. I found the report, but curiosity overcame me, and I opened a few other emails. I feel totally guilty — I snooped. Is this legal? Is it moral? What do I do with this information?
The opioid crisis was born in the late 1990s. Pharmaceutical companies said opioids — a class of drugs that produce pleasurable effects and relieve pain — weren’t addicting. Healthcare providers prescribed more of them. Twenty years later, we’re in the throes of an epidemic.
Sacramento’s historic river district is primed to become a desirable place to live and work for the next generation.
Did you make any progress during October’s National Cyber Security Awareness Month? Did you, as I like to say, lock your business’s cookie jar?
By now, most employers know there are certain questions they can ask, and certain questions they must avoid when interviewing a candidate for a job. They know that anti-discrimination laws apply before a worker is even hired, and have heard stories about costly lawsuits resulting from an employer asking the wrong question of a prospective employee during a job interview.
I’ve heard him introduce himself as Woodrowe. I’ve heard him introduce himself as Radio. The first time I met him, he didn’t introduce himself at all. He just sat down next to me and started rapping. Then he started beatboxing (mouth percussion, for those who may not be familiar). He was clearly a talented artist, but the layers of his story began to unfold in our following conversation.
For the past seven years, I have taught a class at the UC Davis Graduate School of Management, which is called “The Business of Politics.” As a guest speaker, Chris Micheli has presented a lecture for several years on lobbying at the State Capitol.
The market conditions preceding a bubble, where prices are overvalued and driven up, thanks to unsustainable demand.
It would have been impossible to predict that from the card table in my grandmother’s living room, I would start a business in 1987, now called Byers Enterprises, and 30 years later would have grown it from a single contractor to an 87-employee full-service roofing, gutter and solar business.
My assistant “Jane” has a reduced work week, from 8:30 a.m. to 3:30 p.m. I agreed to this when she was hired. However, two years later, I now need her to work more hours. I don’t need or want to hire an additional person — I just need her to work an 8-hour day. But she doesn’t want to. What can I legally do?