1) Find out the nature of the charges against your employee. This can be difficult as you are a third party and information is going to be limited, so it is important that the employee is willing to make that disclosure, or else you wait for the information to be made public.
2) If possible find out what police department arrested your employee, where he's being held, and the location and date of his arraignment.
3) Contact your lawyer and relay the above info. If you don't know all the details, that's okay, your lawyer may have alternative methods for getting that information.
4) Once the case is pending, if you still want to keep your employee, despite the pending charges, then you should also consult with an attorney to determine any restrictions or conditions that would subject you as the employer to criminal or civil liability for keeping that employee.
5) If it's a non-issue, then you are in your right to support that employee. To help, you can allow your employee to keep their job; be flexible with court dates - because the judge is not; and provide support and encouragement. It's a difficult time for both employee and employer, but if the goal is growth, then it's business-as-usual.
Pro-Tip: Don't jump to conclusions. Stay within your rights. And Call Kelly if you're concerned about your employee's arrest, or if you're an employee worried about an employer finding out about your arrest. Our firm handles these types of cases on a regular basis and we can help. Call our office today, (248) 348-0496.