California rang in the new year with a newly legal product: cannabis.
Direct democracy can be an exhausting business.
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?
It is impossible to know what West Sacramento would look like without its most prominent advocate, Mayor Christopher Cabaldon. And it’s impossible to understand the mayor without understanding the tragic accident that drove him towards success.
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.
Do Capitol employees have enough protection to believe that they can report sexual harassment or assault and maintain their careers?
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.
There’s sometimes a fine line between good governance and trolling.
One of this year’s most controversial—if not quite as consequential—state bills is a proposal by Democratic Sen. Mike McGuire of Healdsburg that would require presidential candidates to release their tax returns before they can appear on a California ballot.
Environmentalists are accustomed to notching wins in the California Legislature, where their projects often receive a friendly hearing from a supermajority of Democrats and a governor with a laser focus on climate change.
When an at-will termination is at issue, there are certain steps to take and considerations an employer should evaluate to minimize the risk of later becoming the target of a wrongful termination lawsuit.