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P. 6-8 set up the staff, compensation, office space, job functions, no representation for actions in progress (which sucks, wouldn't you want to protect those claims - it shouldn't be that many, right? RIGHT?), and info on hiring...not a thing on how this is paid for.pic.twitter.com/6jByzSpEfs
P. 9 - adds sexual harassment as a protection against firing, then leads into sexual relationships with staff members...which is probably a good idea, but you all have seen political dramas/comedies, right? I feel like this isn't a super practical stance.pic.twitter.com/9NIdpNBvWe
P. 10/11 - you can still have sexual relations if you are married to your staffer. So nepotism = yes, sex in general = no. I feel like there is something interesting in Sec. 7, but I don't know employment law well enough to put my finger on it. This would be a phone a friend.pic.twitter.com/Mpz49Dn7hu
Overall, I would probably vote FOR this bill contingent on the following: 1. Answering outstanding questions 2. WAY better references 3. Some idea how it would be paid for and that it isn't merely symbolic 4. It should give legal counsel to pending actions...& how many are there?
When you are voting for your federal delegation, no matter where you are, make sure that the person you cast your vote for can provide analysis of bills. It's probably not needed on each one, but they should be able to explain on request if not published. #mepolitics #ME02
You should be able to get the following information: 1. How did you/will you vote 2. Why will you vote that way 3. What compromises did you make and why 4. Did you have any unanswered questions
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I'm not playing go fish for another version tonight.