There are two types of suspension you can follow:
For the purposes of this article, we'll deal with precautionary suspension and the correct procedure for issuing a notice of suspension.
When would you use precautionary suspension?
You would use this type of suspension if you believe an employee who has committed misconduct may interfere with your investigation or tamper with evidence.
You must issue your employee with a notice of suspension in writing. This means you've given him an opportunity to be heard.
When it comes to precautionary suspension, your notice of suspension will only be legal if you followed a fair procedure
If you're not certain of what a notice of suspension looks like, here's a sample below.
Sample letter: Notice of suspension
Dear Mr de Vious
NOTICE OF SUSPENSION
I have decided to suspend you as a precautionary measure pending a further investigation and possible disciplinary steps into your alleged involvement in them is appropriation of stock from the warehouse.
I have taken this decision after considering your representations and because given the nature of your job and responsibilities I am concerned that there could be ongoing harm to the company.
While on suspension you will continue to receive your normal salary and benefits. You are not to enter the premises unless permitted to do so by myself. You must, however, be available at all times in case you are required to assist the employer with any query related to your work.
It's crucial that you follow the correct procedure when dealing with precautionary suspension
The Labour Law for Managers Loose Leaf Service says you must follow this procedure even if your company policy or the employment contract doesn't require you to.
'You must follow a fair procedure before taking any decision which affects your employee, such as suspension,' cautions the Loose Leaf Service.
Ensuring that your notice of suspension for precautionary suspension is legally compliant will help ensure you avoid labour disputes.
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