Eliminating a position
In an effort to reduce costs and to maintain profitability, our department has been asked to eliminate a position. The most reasonable choice is a position currenlty held by en employee who is out on FMLA leave. The position is a logical one since it is highly paid and the person in the job has skills/responsibilities that can easily be broken apart and disseminated to other (lower paid) employees in the department. If the employee had not been on FMLA, she most definitely would have been terminated as part of this position elimination program.
So, my question is this -- we are aware of her protected status, but are making the position elimination decision based on purely financial and operational grounds. So, what type of documentation should be made for this type of decision? what paperwork kept? what NOT to do? Thanks in advance.