ADA, Non-compete Agreements and Workplace Investigation
I need some help in conceptualizing these questions:
1.) How should employers deal with situations in which
performance problems might be related to employees’ disabilities?
2.) Who should conduct workplace investigations? What are
the pros and cons of using internal versus external investigations?
3.) Should employers use non-competition agreements or other
restrictive covenants? If so, under what circumstances? What should an employer
do if someone that the employer wants to hire is a party to a restrictive
covenant with a previous employer?
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