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Hi! I'm Heather. I've been a practicing attorney for the last 15 years, and I'd be happy to assist you for informational and educational purposes.
Many employers, non profit or not, have employees that have no contract governing the employment. There's nothing illegal about this, but it is probably not the best way to go. If you have laid out expectations for the employee, or if you have certain behaviors that are not acceptable, putting those into a written contract can help you down the road if you need to terminate the employee for cause, and not want to be left in a bind paying unemployment. Of course, you'd want to give written warnings that the employee signs if there is an incident that leads to you having to terminate the employee. I've seen quite a few cases of the employee stating that the termination was not because they'd done anything wrong, and despite the employer disputing this, the boards often times side in favor of the employee. If you have a manual that states what your expectations are, and a procedure for writing up the employee, it will get you very far if you do terminate for cause. Does this make sense?
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Yes, that makes alot of sense. If you are not okay with her seeing the non-profit patients at her clinic, then you should clarify this and other expectations in writing. You probably do need to start working on writing a policy manual for your organization, and make sure it is signed when you bring on new employees, and any time there are any major changes.
Great. I wish you the best of luck. Would you please provide a positive rating for my help?