Some additional points I should have put in when I made the post yesterday: --- Autism isn't an excuse for violating personal boundaries. A few years ago I w

Some additional points I should have put in when I made the post yesterday: --- Autism isn't an excuse for violating personal boundaries. A few years ago I watched a documentary on autism and one of the autistic people was going through other co-workers desks. If your autistic team member is repeatedly violating personal boundaries, you need to treat them as you would any other person: Point out the infraction and then terminate them if they cannot fix the behavior. A disability like autism doesn't grant someone the permission to partake in antisocial behavior. --- Is your role correctly identified as manager? Or are you really an architect, project lead, or a principal engineer? Some companies are under the illusion that everyone wants to be a "Manager," and incorrectly label every leadership role as a manager. (Some of the clues for situations like this is that you would only have one to three direct reports, and that you will spend a lot of time hands-on in the code or other engineering activities.) The critical difference in a situation like this is that managers handle people problems, leads delegate their people problems back to their manager. If your role is mislabeled as manager, then you really should make your autistic co-worker your boss's problem. If that doesn't work, you should get reassigned or find a job elsewhere.