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suspension
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suspension
Discuss workforce management, performance management, retention, communication, motivation, contributing to business results and other topics.
Our company is establishing a progressive discipline policy. Is there any legitimate reason to use suspension (without pay) in this process? What are the pros and cons?
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Forums » Topic Forums » General Forum » suspension
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suspension
posted at 6/14/1999 4:34 PM EDT
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Posts: 833
First: 6/11/1999 Last: 8/23/2001 |
We use suspensions, usually as a cooling off period, but also for non-performance-based situations. It just seemed silly to me to suspend a poor performer -- you have to ask yourself, is 3 days off going to help improve that employee? The same goes for attendance -- suspension is just another reason for someone with poor performance to NOT be at work some more.
Some minor safety infractions, interpersonal problems, and policy breeches are usually given suspensions from 1 to 3 days. Their use is not defined, and the policy lists suspension as a possibility, but describes discipline as "up to and including termination". We do not define definately each progressive step, so as not to be held to the progression. I have removed the ability to "fire" from the floor. Suspension in our case is mostly used to remove the employee while the situation is being investigated, and a "Request for Termination" is being considered. After considering the situation, the termination needs both my sign-off and a Vice -President's in all situations other than attendance-related dismissals. If the employee is NOT terminated, the suspension serves as the discipline, or, if the employee is exonerated totally, the suspension becomes non-disciplinary and is paid - the employee returns to work the next day. I find suspension to be a valuable tool in avoiding the shoot-from-the-hip termination, and has, IMHO, saved me countless wrongful-discharge opportunities. |
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suspension
posted at 6/16/1999 12:35 AM EDT
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Posts: 11
First: 6/16/1999 Last: 4/21/2010 |
I think the suspension process is reasonable when you have the good faith belief that the employee might do some harm to other employees or company property. Other than that, I'm not in favor of suspensions. I've found that a 1 day, paid, decision making leave is a much better solution. It's quicker, perceived as fair, gets the same message across and generally received as a more positive approach by employees and the courts. |
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