We are a care sector organisation. if a complaint or grievance is received it is generally necessary for us to suspend one member of staff but in some cases a few.
The perception of suspension is unlike the legal system that you are guilty and you must prove yourself innocent.
we are looking at how we mangage suspensions so that staff feel supported and not abondened (they can due to processes be absent for some time) which they can as there line manager is involved in the investigation and more senior managers are invovled as a line of appeal in the process.
we tried HR being a neutral point of contact who could offer advice on processes or where to seek our EAP but staff are still feeding back this feeling of isolation as they are not allowed to speak to work colleagues.
Do you have any ideas on what we can do to resolve this?
sarah simpson
