For the most part, we don’t think of suspension as being problematic especially when the suspension is used in a preventative way before the employee is heard in the disciplinary enquiry. After all, what could the problem be given that the employee is on full pay, yet does not have to work. This paid-for vacation may last for many months or, in some cases, even years. But the Labour Court has again emphasised the fact that there are negative consequences of a suspension: a suspension is like an arrest and it may affect an employee’s reputation, possibilities of advancement, job security and fulfillment. There is another issue, of course, namely whether it is possible for a suspended employee to return to a post after suspension lasting for a couple of months. Would the resumption of the workplace relationships be smooth sailing?

For further information on any labour related matters, you can contact
Bernard Reisner:

W. Tel: 021 423 3959
Fax: 021 423 2105
Cell: 082 433 3959
Email: bernard@capelabour.co.za