I’ve posted before on how important it is for NGOs to comply with the Labor Law. The Post has a couple of stories this week (here and here) providing a perfect example of just how crucial it really is.

A local human rights NGO (having plenty of lawyers on staff), has been sued by three former employees, claiming over $20,000 in compensation under the Labor Law. I’m not involved in the case, and know nothing more than what the article states – it could be a frivolous claim for all I know. But even still, the story illustrates how former employees can come back to sue the organization for substantial damages.

Even the most generous and well-intentioned NGOs can find itself in serious difficulty if it’s not fully aware of some very specific and non-obvious provisions. Just for example, if you find out an employee has been stealing from the organization, you have only seven days to terminate him. Wait until the eighth day, and you’ll be stuck employing a known thief.

We’re currently drafting a guide to the labor law specifically for NGOs, which will explain the major provisions and provide practical advice on compliance. Stay tuned to this space for its release date. In the meantime, you can read more about compliance in our prior publication – Labor Law Compliance Review for NGOs.

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