Comply with any contractual procedures that apply to the suspension of an employee. Other options should be exhausted first (eg the employee could work from home) and suspension should not be used as a disciplinary sanction. Contractual or non-contractual procedure? Discipline and grievances at work: The Acas guide. Acas Code of Practice. Discipline and grievance – Acas Code of Practice. Suspension with pay should be as brief as possible and kept under review. Managing discipline – Investigation to possible dismissal: A guide. In part 1 of this article we look at the ACAS Code of Practice, ... A period of suspension is a neutral act and does not in itself represent disciplinary action. Unfortunately, the statutory code of practice issued by ACAS says very little indeed about suspension, simply reiterating the need for it to be brief and reviewed. A note dealing with the conduct of a disciplinary investigation, taking account of the law of unfair dismissal and the Acas Code of Practice. ... Is suspension appropriate? This Code, which replaces the Code of Practice issued by Acas in 1998, is intended to provide such guidance. Since the Employment Protection Act … Disciplining staff. The Code does not, however, state what circumstances make it necessary nor when suspension would be appropriate. The Acas Code of Practice 1 (2015) informs employers that when seeking to establish the facts of a case there may be some instances where “… a period of suspension with pay is considered necessary…” (paragraph 8). Fair dismissal . Suspension The background 2. 3 Disciplinary procedures. Disciplinary hearing. 6 Areas of potential difficulty or complexity. Record-keeping. Free Practical Law trial To … Suspension should be for as short a period as possible and kept under review. Take into account the provisions in the "Acas code of practice on disciplinary and grievance procedures" that relate to disciplinary suspension. Appeal. Your employer’s disciplinary policy should provide examples of the types of things that they consider as acts of gross misconduct. Ensure that the employee is advised that suspension is a neutral act and does not imply guilt. Overlapping disciplinary and grievance matters. +. Outcome. The ACAS code is followed by most employers and is used as a measure by the employment tribunal in relations to a fair procedure. also provides for Acas to issue practical guidance on time off and training for Union Learning Representatives. ACAS Code of Practice: Disciplinary and Grievance Disciplinary Procedure Disciplining and Employee: Basic Steps Suspension Letter Disciplinary Meeting Invi The ACAS Disciplinary Code of Practice should also be considered. 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