Legal Question in Employment Law in California

The risk of getting sued.

Make sure you have adequate and true business justification to terminate; problems, warnings, counselings, evidence, economic problems, layoffs, etc. The burden of proof is on you once she claims 'discrimination. retaliation, or failure to accommodate'. I strongly suggest you consult with experienced counsel for actual legal advice and guidance of procedures, based upon all the facts, before making a decision that could bite you. If serious about doing so, feel free to contact me. Unfortunately for you, once an employee qualifies for ADA or FEHA/EEO protection, they are no longer really 'at will' employees.