Facts: We have had good reason to suspect theft by an employee. We called a meeting to discuss with him. He was a no show, later emailing to let us know of his HIV positive status and he's been sick and must now undergo treatment. He is under 1,250 hours so he doesn't qualify for FMLA, and I understand this condition is covered by the ADA. We still have the issue of possible theft. He has called off work since that email last week and continues to refer to his 'condition'.

What obligations do we have at this time as the employer? I still need to address the theft issue.

Thank you.