About this document:
Where an employee has allegations against them due to their behaviour (for example, if there has been a report of discrimination or violence), formal procedures must be followed. Before the external disciplinary procedures start, all in-house procedures must first be exhausted.
As a measure of fairness, it is sometimes a good idea to suspend the employee. For example, if there have been allegations of sexual abuse, it would be wrong to continue to allow the employee to work as part of the company due to the risk they pose to other employees.
As well as informing the employee of the details of the suspension, it aids compliance with employment legislation.
This document is suitable for:
- all employers;
- HR managers;
- heads of departments.
This document includes paragraphs on:
- Details of the parties involved;
- Reason for the suspension;
- Details of an investigation;
- Procedure after the investigation (reinstatement or dismissal);
- Pay and benefits (that is, they will continue);
