Many nonprofits use employee handbooks to serve the valuable functions of providing their employees with advance notice of work expectations, applicable requirements, and other responsibilities for a productive and mutually beneficial relationship. Such goals may likewise apply to volunteers serving nonprofits and even independent contractors, at least to a certain extent. Correspondingly, it may be helpful to maintain a supervisory handbook for more effective management of all workers - whether employees, volunteers, or contractors.
May employers prospectively restrict employees from “competing” – that is, from obtaining future employment that could harm their current employers - such as in terms of sales, market share, and other measurable organizational success? Less so now than before, per recent changes in Illinois employment law, as non-compete provisions must be carefully and narrowly circumscribed to be enforceable. Employers with employees in other states should note too the more generally applicable legal principles.
All nonprofits should maintain confidentiality of medical information related to their employees, program participants, and volunteers. Is such information subject to “HIPAA?” For many organizations, the answer is no – HIPAA does not apply across the board to all medical information generally. But privacy concerns may nonetheless warrant protection of such sensitive information. Such protection may be acutely important amidst current COVID times, with individuals’ medical information the subject of intense interest to employers, government agencies, and others.