As California lawmakers struggled this week to address an apparent new normal of epic wildfires, there was an inescapable subtext: Climate change is going to be staggeringly expensive, and virtually every Californian is going to have to pay for it.

My organization’s dress code is business casual — jeans are acceptable with nice tops. But our leadership team disagrees over who should have to follow this dress code. Should all our employees have the same expectations or is there a different standard for those that come in contact with clients or vendors more regularly?

State and federal labor laws give employees a wide range of worker protections, from overtime pay and minimum wages to the right to unionize. But those rights don’t extend to independent contractors, whose ranks have grown dramatically in the gig economy.

It was Arnold Schwarzenegger at his most persuasive: The then-California governor laid out an audacious vision, borrowed from legislators, of the Golden State leading the world in fighting the damaging effects of climate change.

Jennifer Randlett Madden, partner at Delfino Madden O’Malley Coyle & Koewler, offers her insight into independent contractor classification. For more from Madden, check out “Classification Complications” in our August issue, and now online.

Employee classification is already murky territory for many business owners, and recent changes have further tightened requirements. Yet, with huge penalties attached to mistakes, the laws are critical to understand.

Dilemma of the Month: My business is quite seasonal. We have work year round, but in the off-season we don’t need the same number of employees. It’s just not profitable to keep everyone on the payroll 12 months out of the year. Can I drop hours? Can I lay people off and rehire? Are there things that make one option better than the other?

Diana Dooley may have led the largest agency in California’s government as secretary of health and human services for the past eight years, a job that led to her current post as Gov. Jerry Brown’s chief of staff—but she’s also a country gal from Hanford, in the Central Valley.

Democratic legislators say they’ve settled their differences on net neutrality in California, advancing bills that, if passed, would create the most far-reaching internet regulation in the country.

In April, investigators arrested a suspect in the decades-old case of the Golden State Killer after sifting through online genetic data. The arrest has set off one of the most vigorous recent debates about privacy in the digital age. 

This year’s tax-filing deadline of April 17 will arrive whether or not your business is ready. What’s at stake? Comstock’s spoke with experts in the Capital Region to learn how your business can avoid tax audit triggers and abide by the rules.

The U.S. Supreme Court has yet to weigh in on a high-profile case that could slash the power of public-employee unions. But California labor leaders are already planning to push for new state laws to blunt the impact of an unfavorable ruling.

A client recently threatened to quit working with us after seeing politically-charged posts she deemed offensive on one of my account manager’s social media accounts. I’ve asked the employee not to let this happen again, but he countered that we have no policy in place (which is true), and furthermore, these are his personal accounts and he is entitled to free speech. How can I deal with this situation?

California rang in the new year with a newly legal product: cannabis.

The world’s biggest chipmakers and software companies, including Intel Corp. and Microsoft Corp., are coming to grips with a vulnerability that leaves vast numbers of computers and smartphones susceptible to hacking and performance slowdowns.

I interviewed a job candidate who was severely overweight and had trouble walking. While the job is mostly a desk job (administrative assistant) the admins are expected to run things back and forth when needed. Could I have asked her about her health? I didn’t. I didn’t offer her the job, either, and now I’m feeling guilty. What should I have done?

We drug test new hires at my company. When a potential employee’s test comes back positive it’s easy enough to rescind the offer, but we had a candidate have a test returned “negative but diluted” and we rescinded the offer. The candidate had already given two weeks’ notice at his current company and they won’t take him back. Did we do the right thing?

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?

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.