Suspensions
Whilst we may move employees to another workplace within the council, we may also suspend employees on full pay while investigating or considering an alleged offence.
Employees will receive full contractual pay during a period of suspension from work. This is defined in the letter of suspension. If an employee falls ill during suspension and would normally be unable to work, the suspension ends the day before the sickness absence starts. This is identified in the self-certification or fit note notification. The employee will then be regarded as being absent from work through sickness. Our sickness provisions will operate for this period, including normal contractual sick pay entitlements. In such event, employees must comply with our sickness absence reporting procedures. They may be referred to occupational health if this is felt appropriate.
If circumstances require, the suspension will continue immediately after the sickness absence ends. This will be confirmed with the employee.
In respect of both suspension from work and sickness absence from work employees are required to be contactable and available to attend meetings during their normal working hours.
We will use suspensions where there is a clear need for us to do so. This could be where:
- the presence of an employee would impede an ongoing investigation, or
- an employee presents a significant safeguarding risk
Managers will discuss if a suspension is appropriate with HR. They will also seek agreement with their head of service before suspending an employee.
Managers will:
- consider the wellbeing and mental health of anyone they are thinking of suspending
- only suspend someone if there is no other option
- plan what support they will provide to anyone they suspend
Managers will advise employees about any decision to suspend them. They will confirm this is this in writing.
While suspended, employees must be available to be contacted during their normal working hours. They should not engage in other forms of paid, unpaid, casual or relief work during working hours.
We use suspensions to enable a fair and thorough investigation to take place. We do not use them as a form of punishment or to imply guilt.