Suspension during an investigation
1. Management, in consultation with the Head of HR, may decide that suspension is necessary while the alleged offence is being investigated, or at any stage during the procedure. Suspension is a neutral act and does not imply guilt. We will not take this decision lightly and will only suspend:
- where it is deemed necessary to safeguard the integrity of the procedures;
- to protect other employees and/or the person under investigation;
- to provide a ‘cooling-off’ period; or
- where you are suspected of committing an act of gross misconduct which might result in your summary dismissal.
Suspension will be on full pay. You will be informed in writing of the reasons for your suspension.
2. Any suspension will be as short as possible and will not normally exceed 28 calendar days. If it is necessary to extend the period of suspension (e.g. due to the length and complexity of the investigation) this will be kept under review. We will notify you in writing of the reasons for any extension.
3. Suspension will normally be done orally, in the presence of a third party, and confirmed in writing. During the period of suspension you must make yourself available for meetings in connection with the investigation. You must not discuss any matters relating to the investigation with your work colleagues, except with your representative/nominated colleague or Head of HR, nor enter the work premises without the permission of the Head of Operations. If there is a need for work colleagues or other parties to be approached to act as a witness in the investigation, this will be organised as agreed between your representative/nominated colleague and Head of HR.