Suspending employees at the start or during any disciplinary process is a legitimate course of action it is important as an employer that this should be approached with caution because some organizations have fallen foul the employment champion as a result of not taking care there are some top tips of how suspensions should be handled as an employer clearly consider all the facts before you actually suspend the employee this would include looking at the seriousness of the allegations the evidence available at the time the company's policies you may even want to consider alternatives as part of your decision-making process and the note should be made the rules prclear reasons for the suspension to the individual and this should be put in writing it should be made clear to the employee that you have not reached a foregone conclusion in relation to the allegations it's helpful to give them clear instructions of what their rights are obligations during the suspension period for example not to return to work they must contact their colleagues clients without your permission and they must be available for any meetings when requested them extreme caution should be exercised when communicating their suspension to other employees especially if we put caused the suspended employee distress or may even harm their reputation or you can damage the trust and confidence they have become the period of suspension should be as short as possible the suspension decision should be kept under regular review you should put this in writing in a short letter confirming that it has been reviewed and the investigation is on them the discipline investigation should be concluded as soon as possible to avoid that unnecessary length of the suspension period and depending on the resources and what the allegations are sometimes it's...
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Disciplinary action letter for absenteeism Form: What You Should Know
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