It’s official–Hillary Clinton will be the Democratic nominee for president. For weeks, any other legitimate potential Democratic challengers have been backing away very quickly from a nomination consideration. Honestly, with the way this race is probably going to go we might as well just have the convention right now, because Hills is definitely sitting pretty.

So now we turn our eyes to the much more interesting and significantly less important race on the Democratic side–who will be Hillary Clinton’s Vice Presidential nominee?

Given that everyone is still freaking out over her announcement, it’s probably best to let the dust settle before coming up with any concrete answer. But that doesn’t mean we can’t have some fun speculating in the meantime.

Speculation about who Clinton may pick includes a lot of mid-to-high-level players in the Democratic Party. Both sitting Virginia senators, Tim Kaine and Mark Warner, might be legitimate choices, as they are from a crucial swing state. Martin O’Malley, Governor of Maryland, and long considered a potential contender to fight Clinton for the nomination, could also make a strong partner.

Julian Castro, the Housing and Urban Development Secretary and former mayor of San Antonio, could also be a tempting second in command. While Texas isn’t purple yet, it may be relatively soon, and capitalizing on that in advance could be a smart overall strategy for the Democratic Party. Castro is Hispanic, a voting bloc that has become a priority to win for both the Democrat and Republican tickets. Furthermore, Castro is 40 years old–30 years Clinton’s junior. In addition to balancing out her perspective, Castro will look young and virile standing next to Clinton, and assuage those who have concerns about her health.

There are also questions over whether Clinton would only limit the search to men. There are a lot of female rising stars in the Democratic Party, including Elizabeth Warren, the popular senator from Massachusetts. She has said she’s not planning on running, despite the fact that she’d presumably have quite a bit of grassroots support if she chose to. More liberal than Clinton in many ways, including on financial issues and ties to Wall Street, she could energize young liberals who are still hurting from the 2008 recession.

Also from the ranks of Democratic women there’s been talk of Senator Kirsten Gillibrand (D-N). That one seems like a long shot though, despite the fact that Gillibrand took over Clinton’s seat when she vacated it to become Secretary of State. She’s gone after some big, important issues in her time in the Senate, such as sexual assault in the military; however, in addition to the fact that Clinton and Gillibrand are seen as somewhat similar, there are concerns over whether a ticket with two people from the same state could even work. The 12th Amendment effectively prohibits that both the President and Vice President be from the same state, but exactly what that means is somewhat difficult to parse out. Clinton and Gillibrand both served as Senators from New York, but does that make them “from” the same state? That would be an issue that would have to be decided, but the idea that she chooses Gillibrand is unlikely to begin with. It could however, impact any other possible VPs from New York, including Governor Andrew Cuomo.

There are plenty of other names for consideration on this list. There’s also Senator Amy Klobuchar from Minnesota. She was an attorney with a strong record on crime and safety before being elected to the Senate. Senator Cory Booker is another rising star, particularly after his much-respected time as mayor of Newark, New Jersey. Former Governor of Massachusetts Deval Patrick has been brought up, and even though he says he’s not interested, that was over a year ago, and he may change his mind.

No matter who Clinton picks, she’s got a solid list from which to choose. As the Republican Party contenders spend the next few months tearing each other down, she’s got time to groom a running mate and solidify her base.

Anneliese Mahoney

Anneliese Mahoney is Managing Editor at Law Street and a Connecticut transplant to Washington D.C. She has a Bachelor’s degree in International Affairs from the George Washington University, and a passion for law, politics, and social issues. Contact Anneliese at amahoney@LawStreetMedia.com.

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The possibility of government regulation of noncompete clauses in the business world has been a hot topic in recent months – especially throughout the tech industry. Now it seems that the debate has expanded to an array of other smaller industries, including the ever-so-competitive camp counseling field.

According to the New York Times, 19-year-old college student Colette Buser was passed over for a summer counselor job in Wellesley, Mass. in fear that nearby LINX camp would sue. Apparently Buser had a noncompete clause tucked into her contract from the previous summer, which prevented her from working within ten miles of a LINX location. According to the Times, everyone from “chefs to investment fund managers to yoga instructors, employees are increasingly required to sign agreements that prohibit them from working for a company’s rivals.”

LINX tried defending its actions to the Boston Herald, claiming that its training methods are just as crucial as the confidential intel that tech companies using noncompetes have. LINX President Joe Kahn said that the company uses these clauses because they train employees using unique methods and have seen counselors get hired mid-summer as babysitters. “Much like a tech company would be protective of their technology and proprietary information, we’re protective of our customer information,” said Kahn.

Buser is not the only person who has been affected by noncompete clauses recently. According to the Boston Herald there have been plenty of other instances where former employees found themselves in trouble because of a noncompete clause.

• A student trying to intern at a tech firm was requested to sign a one-year noncompete.
• A Massachusetts man whose job involved spraying pesticides on lawns was asked to sign a two-year noncompete agreement.
• A Boston University graduate was asked to sign a one-year noncompete for an entry-level social media job at a marketing firm.
• Phil Poireir, a pastor at a Megachurch in Seattle, was let go because he refused to sign a noncompete contract.
• A hair salon in Norwell, Mass., obtained an injunction requiring hairstylist Daniel McKinnon to stop working at a nearby salon because he had signed a noncompete, which prohibited him from working at any salon in neighboring towns for a year.

In McKinnon’s case, he was forced to live on unemployment benefits for months. “I almost lost my truck, I almost lost my apartment. Almost everything came sweeping out from under me,” McKinnon told the Times.

From the employer’s perspective, noncompete clauses make sense. The company has invested its time and money into training its employees, so it would only be logical to protect those investments. But it seems that some companies are taking it a bit overboard. Can one hairdresser really cause a business to flop? What does it say about your company if you’re trying to scare your employees to stay committed? These are the questions that businesses need to ask themselves when they put noncompete clauses in their employees’ contracts.

Many noncompete clauses put people like Daniel McKinnon out of work for weeks and even months at a time. MIT professor Matthew Marx thinks that people should have the freedom to come and go as they please. “There was a saying at the Silicon Valley startup where I worked, ‘You never stop hiring someone.’ They can go where they want. People are free to leave and start companies if they’re not happy,” Marx said.

Over the past year there has been a 60 percent rise in departing employees who face lawsuits from their former bosses for breaching these agreements, the Wall Street Journal reported. These disputes lead to long, drawn out court battles that impede productivity on both sides of the disagreement.

Many legislators are trying to bar noncompetes in various states throughout the country. State Representative and Vice Chairwoman of the Joint Committee on Labor and Workforce Development, Lori Ehrlich,  contends that noncompetes are hurting growth in our economy by “decreasing working mobility and squelching startups.”

Governor Deval Patrick of Massachusetts has proposed a bill that will make it easier for workers in all types of industries to move from one job to another with ease by banning noncompete agreements. These agreements seem to cripple employees’ ability to be innovative, leaving them befuddled and frustrated with their inability to advance.

While the fear that former employees may take confidential information is understandable, companies should sue if, and only if, the former employee is caught doing so, not beforehand. Should their personal knowledge be considered company information? Does that make sense to anyone out there?

Currently, only California and North Dakota ban noncompete clauses according to the Herald. So if you are working for a company and you have a brilliant idea for a new startup, you can go to California or North Dakota and the judge will not honor the agreement. Since startups in North Dakota aren’t exactly booming, I would look to the Golden State.

— Trevor Smith Featured Image Courtesy of [Penn State via Flickr]

Trevor Smith

Trevor Smith is a homegrown DMVer studying Journalism and Graphic Design at American University. Upon graduating he has hopes to work for the US State Department so that he can travel, learn, and make money at the same time. Contact Trevor at staff@LawStreetMedia.com.

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