This general notice of suspension with or without pay should be used by the employer only if the latter wishes to suspend temporarily an employee due to his or her one or several improper conducts or offensive behaviours in the workplace and for which the employee has already received a written warning, but has not addressed them.
As employer, you may choose in our questionnaire pertaining to the notice of suspension if the supended employee will be paid or not during the period of suspension, the length of such suspension period, which may vary from one day to several consecutive working days, and the date on which the employee will be able to return to work.
In general, the suspension imposed on an employee is used to make him or her aware of the seriousness of the conduct alleged against him or her, and encourage him or her to address the situation quickly to avoid further disciplinary action which may ultimately lead to his or her dismissal.
No subject or issue other than the alleged conduct, the warning previously given to the employee, the suspension with or without pay, the length of the suspension, and a statement to the effect that the employee could face other
more severe disciplinary action or even dismissal, should be addressed in this notice of suspension.
Imposing A temporary suspension should only be imposed on an employee for serious reasons as it is regarded as disciplinary action, and a copy of such notice and proof of receipt by the employee must be kept by the employer in the employee file in order to be used as evidence against any possible action, complaint or claim whatsoever that the employee may bring before the CNESST.
Our notice of suspension, with or without pay, following a warning, available in our website, will be suitable for most situations where an employee is facing a suspension by his or her employer as disciplinary action due to his or her repeated misconducts which he or she has not addressed.
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