If an employee does something that may result in termination, you want to be sure to have all of the facts before taking action. Sometimes, you witness the behavior and there is little to consider. Other times, it takes a few days to investigate, and in the meantime the employee should not be allowed to work. To allow the person to report to work is to imply that what happened isn't so bad and may be excused for a few days. This is not a message that you want to send. When an employee is suspended, she should be asked to temporarily hand over any keys that she has to the offices or building. However, she may keep a key to her locker and shouldn't be asked to remove her things unless employment is terminated at the end of the suspension.

Give the employee a notice in writing informing her that she is being suspended, and put a copy in the personnel file. Include why she is being suspended and how she will be notified when the suspension ends. Normally, employees are notified by telephone and asked to come in to discuss the outcome in person. Your written policy should state whether or not an employee will be paid during the suspension if the employment is not terminated. It is customary to pay employees during the suspension period if they remain employed.