Common use of Employee Suspension Clause in Contracts

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to Employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal and at the discretion of the Employee’s Manager, the Employee concerned may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Employee’s Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the Employee • Any other factors the Employee’s Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However, where as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to Employee employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal dismissal, and at the discretion of the Employee’s Manager, the Employee concerned may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Employee’s Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the Employee employee • Any other factors the Employee’s Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However, where as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to Employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal and at the discretion of the Employee’s Manager, the Employee concerned may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Employee’s Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the Employee • Any other factors the Employee’s Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However, where as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the required notice period.

Employee Suspension. Where, as a result of the employee’s behaviour, the application of the above table would lead to Employee employee termination, the Company may, at its discretion, apply an additional stage in the disciplinary process prior to dismissal. As an alternative to dismissal dismissal, and at the discretion of the Employee’s Manager, the Employee concerned may be suspended from duties without pay for up to 5 working days. In considering whether to use their discretion to suspend without pay rather than effect dismissal as provided for by the company’s policy, the Employee’s Manager will give consideration to: • The employee’s past service record • Any contrition or remorse demonstrated by the Employee employee • Any other factors the Employee’s Manager considers relevant. Prior to implementing a dismissal disciplinary outcome consistent with the table above – the company may temporarily suspend an employee from duties in order to conduct appropriate investigations for up to 5 days. Suspensions for the purpose of investigation will be with pay. However, where as a result of the investigations, the breach/behaviour is found to have occurred and dismissal justified, the period in which the employee was suspended from duties with pay will count against the any required notice period.