Suspension

If the circumstances make it necessary, you may be suspended from work, to enable the Company to carry out a full and thorough investigation into the matter.

Suspension does not mean that a decision has been made prior to the completion of investigations; it is to ensure fairness and is not a disciplinary action. Suspension may be appropriate in the following circumstances (although this list is not exhaustive):

• Where there has been fighting or physical contact between members of staff.
• Where there is an allegation of theft.
• Where any investigation needs to be undertaken free from the accusation of tampering or witness intimidation.
• Where the investigation prevents you carrying out your work (e.g. forensically examining a laptop).
• Where we feel it is appropriate and necessary.

Suspension often needs to be done urgently or very soon after a situation, allegation or information has come to light.  The director(s) should meet with you as soon as possible after the discovery of a situation/allegation and they will inform you of the reason as to why the Company believes you should be suspended.  This will have been considered very carefully prior to a decision being made.  You may be given an opportunity to comment and provide any initial information you feel should be known or taken into account immediately and this will be noted down.  These notes may form part of the investigation and/or disciplinary process and should you supply conflicting accounts this may be taken into account when deciding upon a disciplinary sanction, should one be required.  

The decision to suspend is not taken lightly and will only be made if considered necessary. If alternative options, including the possibility of reduced duties, moving to a different department or site, or restricting access are not possible, then suspension will be considered if we believe there is:

• A risk to the investigation process being biased or influenced;
• A risk to other employees;
• A potential impact on the Company and/ or its reputation;
• Some other substantial reason.

Your suspension should be confirmed in writing as soon as possible after you are suspended. This letter will provide a clear breakdown of the reason why suspension was deemed necessary and will confirm all other terms of the suspension, including pay and contact with employees and third parties (for example suppliers, clients etc). During the course of your suspension, you will continue to receive full pay and your other benefits, except for any payments or benefits that depend on you being physically present at work. 

You must remain available during normal working hours so we can contact you to attend investigatory meetings and/ or take part in the investigation process.  You are not to undertake any other work during your normal working hours as this will be seen as fraud.  You are still entitled to take leave whilst on suspension as long as this has been booked in advance and approved. Should you become ill whilst suspended from work, you will be paid in line with our Sickness and Absence Policy. You may also be asked to return all Company property and not have any contact with the Company, including contact with all employees, clients or suppliers. Whilst on suspension, you are not able to come into work, enter our premises or complete any duties connected to your work without permission.  It is possible that if you have access to confidential or important data, systems, or information, that your access to these will be limited for the period of your suspension.  This action is not prejudicial, does not mean a disciplinary decision has been taken and is merely a security requirement.  It is also possible that any access key/card/fob will be deactivated.

If you do not follow these requirements, then this could be seen as a serious failure to follow procedures. However, action will only be taken after full consideration of the facts and discussions with all of the parties concerned.

We will do our best to keep your suspension to as short an amount of time as possible and we aim for no more than 14 days initially, but this may be renewed or extended at our discretion dependent on the timescales and complexity of the investigation. You will be kept up to date with the progress of the investigation and likely length of the suspension. 

Whilst suspended, you may be asked to attend either an investigation meeting (for us to establish further detail of exactly what happened and for us to ascertain whether any further action needs to be taken), or a disciplinary hearing (should our internal investigations deem that there is enough evidence to indicate that a disciplinary offence has taken place). 

Alternatively, if the internal investigations determine that no offence has taken place, your suspension will be lifted and you will be able to return to work.