Chief executives, senior executives and public sector employees
Consider suspension if it will negatively impact your entity 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.
- Suspension may be appropriate if the impacts cannot be managed and 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.
You must consider other options such as close supervision or alternative duties before considering suspension.