What Should You Do If You Get Suspended at Work? Here’s a Quick Lowdown!

When is an employee sent home from work or should we say suspended? As they get the full payment? Employers can suspend an employee especially when there is an ongoing/ pending investigation for some gross misconduct or are facing some kind of serious disciplinary matter.

The right to suspend is usually a part of the employees’ contracts of employment or in some cases the staff handbook. A suspension may not fall under the clause of disciplinary action by itself, it may lead to disciplinary proceedings. When you suspend a member of staff, they may be still employed but they do not work, in fact, in some cases, it is imperative that they do not work at all.

Document the Suspension

As an employee, you must ensure that your suspension procedure follows all the protocols. Ensure that the details of it are well documented in a letter. This way both your employer and you can refer to it if you need in the future.

The Employee Should Have a Response

If there is an allegation of wrongdoing against an employee, the idea should be put before the employee before the employer decides to suspend them so that they can respond well.

Taking away the right of an employee to respond to a wrongdoing allegation may lead to a breach of trust and confidence, and it may make a foundation for a constructive dismissal claim.

Consider Alternate Options to Suspension

The employer may always consider alternatives to suspension. For example, considering transferring the employee to another department, considering the options of work from home, changing the working hours, or allowing them to work under supervision.

If you do not get to explore other options, you have to bring it up to HR (Human Resource). You should discuss the same in a polite and civil way. This will help you to find out what will be yours and the management’s next step forward. Also, if you do get the suspension order, know your rights. It will help if you talk to your HR to make the suspension period as short as possible.

Ensuring You Are Up to Date about the Ongoing Proceedings

It is the onus of the employer to keep your employee up to date on circumstances. Your employee knows all about the ongoing reasons. For example, if there is a disciplinary action being carried out,  then, there should be an investigation process and the employee must know all about the progress of the investigation.

As soon as the suspension is over, they may be able to get back to work as soon as they can. In most cases, the employee may get an immediate start.

Resuming Work After Suspension

Resuming work after your suspension may prove to be tricky for an employee. The chances are that your employee may get upset following the time post the suspension period. The best thing to smoothen up the process is to sit for a meeting as the employee joins back to work.

This is the best way to discuss underlying issues. Otherwise, the unease may continue to linger. If things do not go the way as per plan or the employee may feel there are problems affecting their work, it could even lead to an employment tribunal in some countries. The best way to avoid it is to iron out the differences right at the onset. This will also avoid spreading gossip in the workplace.

Keep a Check on Your Conduct

As a returning staff member, you must take steps to make a good impression on your return to avoid any resentment or problem brewing up because of the issue. Put up an effort to put your best foot forward.

This way, your employer will begin to value your position once again. It is essential to meet up with the set markers and KPIs. If things are smooth right at the onset, both the employee and the employer will overcome their past issues. They will be able to continue working together without harboring any ill feelings.

The Communication Protocol

The way you communicate with the management and peers is one way of setting the tone right. As long as the reason for your termination is well-accepted by you, you should not harbor any residual ill-will against the action taken by the management.

Try and meet up with the expectations of the management. The employer must extend as much support as they can.

Remember, a suspension is for a short period only; ensure you follow all the protocols to jump back into the good books of your employer. Resume regular work and regular life and consider this to be just an aberration.