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 of the employment champion as a result of not taking care. There are some top tips on how suspensions should be handled as an employer: 1. Clearly consider all the facts before actually suspending the employee. This would include looking at the seriousness of the allegations, the evidence available at the time, and the company's policies. You may even want to consider alternatives as part of your decision-making process. 2. Clearly explain the reasons for the suspension to the individual and put it in writing. Make it clear to the employee that you have not reached a foregone conclusion in relation to the allegations. 3. Give the employee clear instructions regarding their rights and obligations during the suspension period. For example, they should not return to work or contact colleagues/clients without permission. They must also be available for any meetings when requested. 4. Exercise extreme caution when communicating the suspension to other employees, especially if it may cause distress or harm the suspended employee's reputation. Damaging trust and confidence should be avoided. 5. Keep the suspension period as short as possible. Regularly review the suspension decision and confirm it in writing. The discipline investigation should be concluded as soon as possible to avoid unnecessary length of the suspension period. 6. Depending on resources and the nature of the allegations, consider bringing in external help from someone independent to the situation. 7. Ensure that the employee continues to be paid and receive their normal benefits during the suspension. For more information, please visit our website. If you have any questions, please contact me. Thank you.
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Disciplinary action letter for absenteeism Form: What You Should Know
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