Sample Letter of Suspension for Physical Altercation: [Your Name] [Your Title] [Company/Organization Name] [Address] [City, State, ZIP] [Date] [Employee's Name] [Employee's Position] [Employee's Address] [City, State, ZIP] Dear [Employee's Name], Subject: Letter of Suspension for Physical Altercation I hope this letter finds you well. It has come to my attention that an incident of physical altercation occurred between you and another employee on [date of incident]. I am writing to inform you that due to the seriousness of this incident and the violation of [Company/Organization Name]'s code of conduct and policies, we have decided to impose a temporary suspension. As an employee of [Company/Organization Name], it is essential to maintain a safe and respectful working environment for everyone. Any form of physical violence or aggression is strictly prohibited and goes against our core values. We recognize the importance of conflict resolution skills and the need to address workplace issues without resorting to physical altercations. After careful consideration and due process, it has been decided that a [number of days/weeks/months] suspension will be imposed, effective from [start date] to [end date]. During this suspension period, you are required to refrain from reporting to work and any association with [Company/Organization Name]'s premises. This disciplinary action is intended to emphasize the seriousness of the matter, provide an opportunity for reflection and personal growth, and allow for an investigation to take place. It is crucial that you take this time to reflect upon your actions and consider the consequences they may have had on others involved. Additionally, we strongly advise seeking assistance for anger management or conflict resolution training during your suspension period. Understanding the root causes of such behavior and learning effective methods for addressing conflicts appropriately will be of utmost importance in ensuring a harmonious workplace environment moving forward. Your employment status will be reassessed upon the completion of the suspension period. Depending on your commitment to growth and demonstrated behavior changes, further disciplinary actions, including termination, may be considered. We believe in offering every employee a chance for personal development, but it is your responsibility to exhibit a commitment to personal growth and adhering to company policies. Please be aware that any similar violations that occur after the reinstatement following your suspension will be dealt with severely, potentially resulting in immediate termination. Should you wish to discuss this matter further, or if you require any clarification regarding the suspension period, you are welcome to schedule a meeting with me or the designated human resources representative? However, it is essential to approach any such meetings with the same level of professionalism and respect we expect from our employees. [Company/Organization Name] values each and every employee, and we strive to foster a positive and safe working environment. We believe in providing opportunities for growth, but disciplinary measures must be taken when situations like these arise. We sincerely hope that this suspension will serve as a turning point in your professional journey, helping you develop better conflict resolution skills and promoting healthy interactions with your colleagues. Thank you for your understanding and cooperation in this matter. Sincerely, [Your Name] [Your Title] [Company/Organization Name]
California Sample Letter of Suspension for Physical Altercation
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How to fill out California Sample Letter Of Suspension For Physical Altercation?
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FAQ
What should be in a letter of suspension?The date when the simple letter was written.The complete name of the employee who will be suspended.The employee's address.The number of days the employee will be suspended.A general statement letters that the employee will not be paid for the duration of the suspension.More items...
You will be suspended from employment for days on dates. (Describe in your words). You are not to report to work or to do any work on these days. This action is based on your continued unsatisfactory behavior in or incident involving on dates.
What should be in a letter of suspension?The date when the simple letter was written.The complete name of the employee who will be suspended.The employee's address.The number of days the employee will be suspended.A general statement letters that the employee will not be paid for the duration of the suspension.More items...
Respected Employee, I want to say that you have been very negligent and irresponsible while performing your work. The company has rated your performance as unsatisfactory, and due to this warning letter is issued to you to resolve your matters and focus on your performance.
How To Suspend an EmployeeStep 1: Notify the Employee. When the decision has been made to suspend an employee, the company should notify the employee of the reason(s) for and the duration of the suspension.Step 2: Be Timely and Consistent with Decisions.Step 3: Document.
What should be in a letter of suspension?The date when the simple letter was written.The complete name of the employee who will be suspended.The employee's address.The number of days the employee will be suspended.A general statement letters that the employee will not be paid for the duration of the suspension.More items...
You can be suspended if you are being investigated for misconduct, for health or safety reasons, for example, because you are pregnant. Suspension is often part of an organisation's disciplinary procedure, to allow an investigation to take place.
Employers should document the decision to suspend so they can refer back to it at any point in the future. They can do this by sending the employee a Suspension letter - a letter that temporarily prohibits an employee from performing work pending a disciplinary investigation.
What's included in a suspension letter?notification of the suspension.arrangements during the suspension (what the employee can and cannot do)the need for the employee to cooperate in the disciplinary investigation and remain available for work queries.More items...