During the process of considering disciplinary action, the employer is forced to suspend
their workers. Suspension of employment is either a form of labor discipline or a time off
while the company is conducting an investigation of workplace accident. This is a
measure that facilitates the employer to apply when the case has many complicated
circumstances, so if the employee continues to work, it will be difficult to detect,
investigate, verify and collect evidence. However, suspension has to be a reasonable,
temporary decision and employers don’t always have the rights to impose it without
paying their workers. Being suspended from work can harm employees’ reputation and
lead to no salary to ensure worker’s lives and their families’ if they don’t get paid.
Workers can request Human Resources Department for solutions if they see it’s an
unfair or unreasonable suspension, without hesitation that it will damage their
relationship with employer as there is nothing wrong about standing up for their rights. If
they still don’t get the right solutions from HR, they can ask trade unions and
professional bodies for further information or useful representation or even escalate the
complaint by going to court. By approaching their rights, employees can stop this unfair
employment practice and gain the right treatment, make the company be more
responsible for future action (Golden, 2018).
On the other hand, the employer should consider whether suspension is necessary or
intent to any harassment, thinking about alternatives and discuss with employees before
suspending their work. Additionally, suspension provisions should be included in
employment agreement with specific conditions and in most of the cases, suspending
time should be kept as short as possible and there should be payment during this time
(Fonar, 2014). By meeting these requirements, companies can protect their reputation
their workers. Suspension of employment is either a form of labor discipline or a time off
while the company is conducting an investigation of workplace accident. This is a
measure that facilitates the employer to apply when the case has many complicated
circumstances, so if the employee continues to work, it will be difficult to detect,
investigate, verify and collect evidence. However, suspension has to be a reasonable,
temporary decision and employers don’t always have the rights to impose it without
paying their workers. Being suspended from work can harm employees’ reputation and
lead to no salary to ensure worker’s lives and their families’ if they don’t get paid.
Workers can request Human Resources Department for solutions if they see it’s an
unfair or unreasonable suspension, without hesitation that it will damage their
relationship with employer as there is nothing wrong about standing up for their rights. If
they still don’t get the right solutions from HR, they can ask trade unions and
professional bodies for further information or useful representation or even escalate the
complaint by going to court. By approaching their rights, employees can stop this unfair
employment practice and gain the right treatment, make the company be more
responsible for future action (Golden, 2018).
On the other hand, the employer should consider whether suspension is necessary or
intent to any harassment, thinking about alternatives and discuss with employees before
suspending their work. Additionally, suspension provisions should be included in
employment agreement with specific conditions and in most of the cases, suspending
time should be kept as short as possible and there should be payment during this time
(Fonar, 2014). By meeting these requirements, companies can protect their reputation
