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With election season approaching, your may have employees who are running for local, state, or -- who knows? -- even national office.

While many employers encourage their employees to get involved politically off the clock, in some cases, an employee's political campaign can become an unwelcome distraction or even a potential conflict of interest.

In cases where an employee's political aspirations begin impinging on his professional obligations, is it legal to fire a worker for running for office?

The legendary Babe Ruth had an employment contract like any other employee, but his had a few extra conditions you might not have considered.

A 92-year-old contract between the New York Yankees and George Herman "Babe" Ruth is up for auction, and it reveals some interesting bits about the strings attached to his career. TMZ Sports reports that the Great Bambino was paid $52,000 per season, but he couldn't "stay up later than 1 o'clock A.M." without "permission and consent of the club's manager."

Here are three lessons your business can take away from Babe Ruth's careful contract:

You might consider what your employees do on their own time their own business. But when it comes to domestic violence, providing your employees workplace training can pay off both at home and at work.

For a dramatic example of how domestic violence at home can effect business, one can look to the NFL, where a rash of recent off-the-field incidents -- including video footage of a player hitting his wife and allegations of child abuse against another player -- have overshadowed the league's first three weeks of regular season play. Last week, the NFL announced that all NFL team personnel and staff would be required to undergo training on prevention of domestic violence.

Can the same kind of domestic violence training pay off for your business?

According to a new survey for the website Mashable by online survey company SurveyMonkey, almost one in 10 workers reports having gone to work high on marijuana.

For employers, stoned employees means potentially lower productivity as well as increased potential liability for accidents caused by an employee who is high on the job.

But what can you do about employees who show up high? Here are five possibilities to consider:

When an employee is injured on the job, demanding the injured employee submit to a drug test may prevent an employee whose was intoxicated at the time they were injured from claiming workers compensation benefits.

Unlike drug testing job applicants, however, drug testing employees isn't always legal. But when an employee is involved in a workplace accident and you have a reasonable suspicion the employee may be under the influence, you may typically require that worker to submit to a drug test.

How can you make sure your post-accident drug-testing policies and procedures are legally sound? Here are five tips:

A new law signed by California Gov. Jerry Brown will require most employers to give workers at least three paid sick days a year.

The governor's signature on the Healthy Workplaces, Healthy Families Act of 2014 will provide paid sick leave to over 6 million workers starting in July 2015, reports the Los Angeles Times.

Here's what California business owners need to know:

An increasing number of companies, both big and small, are using contractors to fill positions that would traditionally have been held by full-time employees.

While this may provide benefits in the form of saved time and money, using contractors can also pose a significant risk if done improperly. FedEx found this out this hard late last month, when a federal appeals court ruled that thousands of delivery drivers the company had claimed were independent contractors were actually employees, meaning the company may be on the hook for hundreds of millions of dollars in unpaid overtime.

How can you avoid the potential pitfalls of hiring contractors? Here are three legal lessons for employers from the FedEx case:

As a business owner, you likely do everything you can to discourage employees from stealing from your business.

Increasingly, however, employees are applying the same scrutiny to employers by filing so-called wage theft lawsuits against employers who fail to properly compensate them for their work. These lawsuits, including recent suits against large employers such as McDonalds and Walmart supplier Schneider, typically involve violations of minimum wage and overtime laws, reports The New York Times.

How can you stay clear of a potential wage theft lawsuit? Here are five tips:

As employees (slowly) return from their Labor Day holiday weekends, employers may be thinking about goal-setting for the rest of the year. Among the things you should never neglect are changes to employment laws that may require some sort of action by business owners.

To prevent your business from getting caught with its proverbial pants down, employers will want to keep these three kinds of employment law changes in mind:

Employing temporary or "temp" workers can often be a great way to fill vacancies in your business, but you'll need to get your legal ducks in a row.

Temps are often hired through staffing or "temp" agencies and may not be actual employees of your business. However, many companies have instituted temp-to-hire policies in which an employee has a short-term contract with that company which may lead to a full-time position.

These are but some of the legal concerns when employing temp workers, but these five legal reminders can help keep your business on the up-and-up: