The Employee Suspension Notice serves as a crucial document in situations where temporary removal of an employee from the workplace becomes necessary, whether for investigative purposes, disciplinary reasons, or safety concerns. Under English and Welsh law, this document must carefully balance employer rights with employee protections, ensuring compliance with employment legislation and workplace regulations. The notice typically includes specific details about the suspension terms, duration, pay arrangements, and employee obligations during the suspension period. It's essential to ensure the document aligns with ACAS guidelines and maintains procedural fairness throughout the suspension process.
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1. Employee Details: Full name, position, employee ID, department and contact information of the suspended employee
2. Effective Date: Start date and expected duration of the suspension period
3. Reason for Suspension: Clear explanation of the circumstances leading to suspension, ensuring compliance with Employment Rights Act 1996
4. Terms of Suspension: Details of pay arrangements, workplace access restrictions, and handling of company property during suspension
5. Obligations During Suspension: Employee's duties during suspension including confidentiality requirements, availability for meetings, and communication protocols
1. Investigation Details: Information about any ongoing investigation process, timelines, and next steps (include when suspension is related to disciplinary investigation)
2. Support Services: Information about available employee assistance programs, counseling services, or other support (include when workplace support services are available)
3. Return to Work Process: Details about the potential return to work procedure and conditions (include when suspension has a defined end date or clear return conditions)
1. Relevant Company Policies: Copies or references to workplace policies relating to suspension, disciplinary procedures, and code of conduct
2. Contact Information Schedule: Detailed contact information for HR representative, line manager, or other designated points of contact during suspension
3. Investigation Timeline: Expected timeline and key dates for any related investigation or review process
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