Employer obligations following suspension?
Suspension is where an employee continues to be employed but does not have to attend work or do any work and usually occurs when:
Suspension should not be used as a disciplinary sanction and should not be automatic when dealing with a potential disciplinary matter as normally an employee will be able to continue doing their normal role while the matter is investigated.
Suspension should be considered if there is a serious allegation of misconduct and:
In certain circumstances, a health professional may recommend that an individual worker is unfit to work with a particular hazard. If the hazard cannot be immediately removed, the employer should consider:
If it is not feasible to make such adjustments, the employer may have to suspend until it is safe to return to work.