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You don't have to give your poor performance employees a yellow card to suspend them...

by , 24 May 2013
Kaizer Chiefs' fans have high hopes for high hopes for Lehlohonolo Majoro, likely to start in Kingston Nkhatha's place at the Moses Mabhida Stadium tomorrow. Nkhatha will miss the game as he's been suspended as a result of this being the fourth yellow card he's received this season. Here's how you can learn from the situation by suspending your employees for poor performance in the workplace. There are two options if you want to do so.

 
Kaizer Chiefs' fans are disappointed that Kingston Nkhatha will miss Saturday's Nedbank Cup final against SuperSport United.
 
The reason? 
 
He's suspended thanks to a yellow card he picked up in the last league game against Tuks, as it was his fourth yellow card of the season, explains Sport24.  
 
Legal suspension option 1: Preventative or precautionary suspension before a disciplinary hearing
 
If you're holding a disciplinary enquiry to investigate an employee's misconduct, you can follow this example and legally suspend the employee, explains the Labour Law for Managers Loose Leaf. 
 
Especially if you're worried that the employee will interfere with the investigation or tamper with evidence based on previous dishonesty or the seriousness of the offense. 
 
This type of suspension is called a preventative or precautionary suspension as it takes place before  the disciplinary hearing.
 
Just remember if you choose to go this route, preventative suspension is seen by the Labour Court as being similar to arrest as it affects your employee's reputation and status, even though you'll still pay the employee while he's suspended, says Labour Law for Managers Loose Leaf.
 
That's why you must ensure you have valid reasons to suspend your employee before you take this drastic step.
 
Legal suspension option 2: Punitive suspension after a disciplinary hearing
 
If you go for punitive suspension instead, which is where you suspend your employee as a sanction after the disciplinary hearing, you don't have to pay your employee for the time he's suspended – and that means you'll need to get him to agree to this as an alternative to a more serious penalty such as dismissal.
 
Whichever option you choose, you need to inform your employee or his representative of the suspension in writing, says FSPBusiness.
 


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