Do you need to suspend the employment of an employee?
The only time suspension should be considered is in serious circumstances. Suspension is designed to remove the employee from the company premises. This would only be necessary if any investigation would be impeded with the employee remaining on site, or if the security/safety interests of the organisation or any individual(s) would be seriously compromised.
Suspension is only appropriate on rare occasions, so if you are contemplating this you are strongly advised to take professional advice beforehand. An alternative to suspension may be to provide the employee with special leave which also removes the employee from the work environment.
This Suspension letter is the final step in the formal warning process. With any disciplinary action, it is vital that you follow the New Zealand legal requirements. In purchasing our documents, you can feel confident knowing your letters are compliant with New Zealand law.
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