Chief executives, senior executives or other public service officers
Consider suspension if it will negatively impact your agency by the employee remaining at work. For example, if the employee’s alleged conduct:
- raises concerns about work health and safety risks to others
- raises concerns about their fitness for work
- creates an unacceptable risk to the business (e.g. risk of interference with a tender process)
- affects public confidence in the agency.
Public service employees
Consider suspension if you’re investigating the employee for a matter where it’s likely you’ll terminate or demote them. For example, if the employee’s alleged conduct:
- involves physical or sexual conduct or serious verbal abuse towards clients or co-workers
- involves fraud, serious breach of professional boundaries
- raises concerns about honesty, judgement, trustworthiness or competency
- involves tampering with evidence or influencing employees involved in the investigation
- affects public confidence in the agency.
If it’s unlikely you’ll terminate or demote the employee, or there’s opportunity, consider supervision or alternative duties instead of suspension.