Employment suspension is a high-risk area if mishandled. Employers must clearly understand when suspension is appropriate, the difference between strike-related and misconduct suspensions, the requirement for fair process and consultation, and when pay must continue. Getting this wrong can undermine investigations and expose your organisation to legal and reputational risk.
Ensure your suspension policies are clear, compliant and defensible — speak to HR specialists who can guide you with confidence at www.hrunlocked.co.
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