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. Also, its important to bear in mind that suspension or any special leave will nearly always have to be with pay, so its worth bearing in mind the potential impact of having to pay the employee over the period while he/she is not working pending the outcome of any investigation or the disciplinary process.
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