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Video instructions and help with filling out and completing Disciplinary sanctions for employees
Music I and welcome to this short series of videos designed to assist employers in implementing disciplinary processes this is the third video in the series and in this one I want to look at the concept of suspending an employee during a disciplinary investigation now normally we would only consider suspending an employee in the most serious of circumstances where there's an allegation of gross misconduct for example and again normally only when the presence of the employee might actually hinder the the process of the investigation if we are to suspend an employee then we should inform the person that being suspended and it should be confirmed in writing as soon as possible suspension is normally paid for these purposes at least and it should be as long only as is absolutely necessary to conduct the disciplinary investigation the employee while they're suspended should be instructed and the letter should do this not to contact colleagues and not to attend work but obviously to be available to attend work if necessary and to communicate with the company and for that reason when suspending an employee makes sure you've got contact details and you know how to get hold of them there are some dangers associated with suspending an employee it's an aggressive act and if it's used without justification then it could give rise to a constructive dismissal claim which may end employment and give rise to an unfair dismissal claim the suspension letter should make clear firstly why the person is being suspended how long we expect the suspension to be if we're able to predict that how to stay in touch and when not to stay in touch and the impact on the person's paying as I said earlier normally a suspension for disciplinary investigation purposes is paid it should also make clear to the employee that no decision has been made the suspension is not a dismissal and no assumption of guilt has been made at all in future videos I'll look at the appeal stage and prior to that the disciplinary hearing stage and further help is available from my HR department thanks for watching you.