A national non-profit has branches that are managed independently when it comes to programming and hiring. But they might want to think about having a bit more oversight. 

One location had a manger that when hiring someone to perform work would give them a specific quote for payment of that service. Yet, after the work was done, she would refuse to pay the agreed amount. It wasn’t the quality of work or the amount of work that was at question. Everything was done as agreed upon. This manager saw the underpayment of staff as a way to save money on her budget. Because the staff were listed as independent contractors rather than employees, she believed she could do that. All the paperwork was in her possession, so if she needed to change a contract after it was signed, she felt no problem with doing that. 

This is a nationally known organization that claims its mission is to help local communities. Having an employee that does not honor contracts or changes them illegally is not ethical. 

Not only are the staff people affected when you have employees like this, but the organization as a whole is as well. This one employee is giving the entire non-profit a negative reputation. And if the organization treats staff in this way, how must it be treating its customers? 

So, how does an organization root out employees that can hurt it? One hint that the organization should have picked up on? Someone who lies. If a manager is willing to lie to their staff, they will also be willing to lie to their supervisor.