Disciplinary suspension: case study 2
We provide a second case study around disciplinary suspension.
This case study looks at a situation in which allegations of serious misconduct have been made against two employees. We consider whether or not it is appropriate to impose periods of disciplinary suspension on them.
- Topic of the week: Disciplinary suspension case study 2 Before suspending employees pending a disciplinary investigation, employers should ensure that they have sufficient grounds for doing so.
Also
The Disciplinary rules and procedures section of the HR & Compliance Centre employment law manual explains employers' obligations when dealing with disciplinary situations.
The HR & Compliance Centre policies and documents section includes a number of model documents on disciplinary procedures including a Right to suspend contract clause and a Letter suspending an employee pending a disciplinary investigation.
We also have a Line manager briefing on conducting an investigation, which includes guidance on suspension, and "how to" guidance on Dealing with suspension pending the result of a disciplinary investigation.
The HR & Compliance Centre FAQs section provides answers to questions about suspension, for example: Must an employee on suspension while a disciplinary investigation is carried out remain available for work, or can he or she take a holiday during this period?, Should an employee be allowed access to the workplace and colleagues during his or her suspension while a disciplinary investigation is carried out? and Will an employee’s continuous service be affected by his or her suspension while a disciplinary investigation is carried out?
