If, like Cosatu you need to suspend an employee, listen up!
According to FSPBusiness, you must have a good reason for wanting to suspend your employee (substantive fairness) and you must follow a fair procedure (procedural fairness) to ensure you're not to be guilty of unfair labour practices.
You can only do this if you know the two types of suspension you're allowed to use.
Do you know the two types of suspension you can make use of?
Type#1: Preventative or precautionary suspension
Let's say your employee has committed an act of misconduct. And you're afraid that he may interfere with your investigation or tamper with evidence. In this case, you'd use preventative or precautionary suspension against him. This'll be before you hold the disciplinary hearing.
Keep these two things in mind about preventative suspension:
Remember, you're not punishing your employee. The purpose of this type of suspension is to prevent further acts of misconduct that your employee could commit if you don't remove him from the workplace.
For example, an employee you suspect of financial irregularities could tamper with evidence if he has access to company information.
Type#2: Punitive suspension
Punitive suspension is when you suspend your employee as a sanction after the disciplinary hearing.
What to remember about punitive suspension:
Be cautious when it comes to suspensions. The Labour Court has warned suspension can prejudice your employee and affect his reputation and status, says the Labour Law for Managers Loose Leaf Service.
So look at the facts in each case before you decide to suspend your employee. To do this, use fairness as your yardstick.
Ask yourself: Do I have a valid reason for suspending the employee?
If you're not absolutely sure, don't suspend!