Do you have a union? If so, speak to your rep asap.
Failing that, it might be helpful at least to speak to an employment specialist. New regulations came into force last October regarding disciplinary procedures. However, suspending on full pay is something an employer can do before embarking on these new procedures. If, as a result of their investigation, your employers decide to discipline/dismiss you, then they must follow the new procedures. There are 3 steps to the new procedures: The employer must
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tell the employee in writing why the employer is contemplating disciplinary action or dismissal; and
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hold a meeting with the employee; and
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hold an appeal meeting if the employee wishes to appeal.
The employer must set out in writing the employee's alleged conduct or characteristics, or other circumstances, which led them to contemplate dismissing or taking disciplinary action against the employee. This statement is called a Step one letter. The employer must send the statement, or a copy of it, to the employee.
In addition to setting out the employer's reasons for contemplating or taking the action they have, the statement must invite the employee to a meeting to discuss the statement, without unreasonable delay, and the employee must take all reasonable steps to attend the meeting.
The employer must invite the employee to a hearing at a reasonable time and place so that the issues raised in the Step one letter can be discussed. The employee must take all reasonable steps to attend this meeting. If the employee does not attend a disciplinary meeting because they think it is a waste of time, they will be treated as having failed to comply with the procedure, with the result that the rest of the disciplinary procedure does not have to be followed and any award given by the tribunal can be reduced.
After the first meeting, the employer must inform the employee of their decision, and offer the employee a right to another meeting to appeal the decision, without unreasonable delay. If the employee does not appeal, any award made by a tribunal may be reduced because they have not followed the full procedure.
If the employee wishes to appeal, they must inform their employer of their wish to do so. The employer must invite the employee to attend a further meeting where the employee's appeal against the employer's decision can be heard. If possible, a more senior manager should attend the appeal meeting.
After the appeal hearing, the final decision must be communicated to the employee, without unreasonable delay. The employee is entitled to take a representative or colleague to the meetings with them.
Have you been given any indication of how long your suspension will last?