Guam Employee Suspension Checklist
Description
How to fill out Employee Suspension Checklist?
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FAQ
Suspension is when an employee is sent home from work, usually while receiving full pay. Employers are entitled to suspend an employee pending an investigation of gross misconduct or other serious disciplinary matter.
In 1964, labor arbitrator Carroll Daugherty introduced The seven tests of just cause in the form of seven questions.
Reasonable Rule or Work Order. Is the rule or order reasonably related to the orderly, efficient, and safe operation of the business?Notice.Sufficient Investigation.Fair Investigation.Proof.Equal Treatment.Appropriate Discipline.
The Seven Tests of Just Cause is not a policy; however is an accepted industry wide standard in determining corrective action.
As for application to traditional labor environments, Professor Carol Daugherty developed in 1966 a seven-part just cause analysis.
Disciplinary Suspension without Pay The temporary removal of an employee from work for disciplinary reasons during which time they will not receive pay.
Reassure them that the suspension will have no detrimental effects on their future at the company. Invite them to ask questions and express any concerns. Discuss how you can help make returning to work easier for them. Confirm with the employee what you will both say to others about the reason for their absence.
Sub: Suspension Letter for Misconduct The purpose of this letter is to advise you of my decision to suspend you with/without pay for () working days from your position as (designation) with the department name. (Describe in your words).
Depending on the severity of the case, a disciplinary action can take different forms, including:A verbal warning.A written warning.A poor performance review or evaluation.A performance improvement plan.A reduction in rank or pay.Termination.
In any determination of whether just cause for dismissal is a reasonable response, three questions must be answered: What is the nature and context of the employee's misconduct? What were the circumstances surrounding the misconduct? Is dismissal an appropriate response?
