Some factors to keep in mind when you’re planning to discipline or terminate a nonprofit employee.
How to handle termination of employment at their nonprofit properly and with due regard for all concerned.
What happens if an employee who is filling in for another employee out on FMLA turns out to be better in the position? What are our options?
The ADA interactive process is a two-way street. What should employers do when employees aren’t interacting in good faith?
When to engage in an interactive process with employees to determine if a disability limits their ability to perform essential job functions.
How to evaluate an employee’s request for a religious accommodation and when to appropriately provide such accommodations.
Terminating an employee because they haven’t shown up or reported in should be pursued only after proactive efforts to reach out have failed.
No one is too important, too indispensable, or too essential to escape discipline for zero-tolerance policy violations.
An employee has taken proprietary information and used it to start a competing nonprofit. What is our recourse, if any?
It is important to work with that employee to understand the basis for the request and to determine whether it is appropriate.