Suspension

DO's

  • Do remember, as per SCL, CDA Rules/Standing Orders, Competent Authority may place an employee under suspension :
    -where disciplinary proceeding against him/her is contemplated or is pending;
    -a case against him/her in respect of any criminal offence is under investigation or trial;
    or -he/she had engaged himself/herself in activities prejudicial to the interest of the Company.
  • Do remember that an employee, who is detained in custody, whether on a criminal charge or otherwise, for a period exceeding 48 hours, shall be deemed to have been suspended with effect from the date of detention by an order of the appointing authority; and shall remain under suspension until further orders.

DON'Ts

  • Avoid the following misdemeanors which may lead to suspension of an employee : -an offence or conduct involving moral turpitude;
    -committing of any criminal offence; -corruption, embezzlement or misappropriation of public money, possession of disproportionate assets;
    -misuse of official powers for personal gains;
    -serious negligence and dereliction of duty resulting in considerable loss to the organization;
    -engaging in activities prejudicial to the interest of the Company;
    -any misconduct which can lead to starting of disciplinary proceedings.
  • An employee under suspension shall not enter the work premises without the sanction/permission of the Competent Authority, during the period of suspension.

DO's

  • The order of suspension should be given in writing and should be followed by a 'charge-sheet' immediately, possibly within seven days. Always pay subsistence allowance to the employee suspended by the competent authority.
  • The amount of subsistence allowance payable to the employee should be reviewed after six months invariably and enhanced/ reduced depending upon the reasons to whom the delay in conclusion of the case against the employee concerned is attributable.

DON'Ts

  • An employee under suspension cannot leave the station without prior sanction/permission of the competent Authority.
  • Where an employee is arrested by the Police on a criminal charge and bail is not granted, no subsistence is payable.
  • Suspension of an employee is neither beneficial to the Organization nor to the employee concerned. Suspension of an employee should be resorted to only in an extreme case and only when there is a dire need for the same.