Dear [Employee's Name], I hope this letter finds you well. I am writing to inform you that a serious incident occurred on [Date] at our workplace, involving a physical altercation between you and another employee. This incident has been thoroughly investigated by our team, and the findings have led us to take the necessary actions to maintain a safe and respectful working environment. At our company, we prioritize the safety, welfare, and professional conduct of our employees. Physical altercations are strictly prohibited, as they not only jeopardize the well-being of individuals involved but also create an uncomfortable and unproductive atmosphere for everyone else. Unfortunately, your involvement in such an incident has greatly violated the workplace policies and the code of conduct that we hold dear. After careful consideration of the circumstances of the altercation, it has been determined that your actions during this incident were in direct violation of our policies. As a result, we have decided to suspend you from your position without pay for a specific duration. This suspension will commence on [Start Date] and conclude on [End Date]. During this period, you are expected to reflect on your behavior and take necessary steps towards self-improvement. Please note that this suspension is meant to serve as a corrective measure and an opportunity for you to reassess your actions. It should not be seen as a form of punishment but rather as a change to amend your behavior and demonstrate your commitment to our company's values. We trust that you will make the best use of this time to gain a deeper understanding of the consequences that flow from physical altercations. In addition to the suspension, we require you to attend a mandatory counseling session with our Human Resources department. This session aims to assess the underlying causes of the altercation and provide guidance on conflict resolution strategies. By participating in this counseling, we hope to help you develop effective communication and conflict management skills, essential for a harmonious work environment. Failure to comply with the established suspension period or refusal to attend the counseling session will result in further disciplinary action, potentially leading to termination of employment. It is our sincere hope that you understand the severity of the situation and make the necessary efforts to rectify your behavior. We understand that people make mistakes, and we firmly believe in providing our employees with opportunities for growth and improvement. We genuinely hope that you will take this situation seriously, learn from it, and emerge as a better colleague, both professionally and personally. If you have any questions or concerns regarding the suspension or required counseling session, please do not hesitate to reach out to your immediate supervisor or the Human Resources department. We are here to support you through this process and ensure a smooth reintegration into the workplace once the period of suspension is over. Thank you for your attention to this matter. Sincerely, [Your Name] [Job Title] [Company Name]
Wyoming Sample Letter of Suspension for Physical Altercation
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How to fill out Wyoming Sample Letter Of Suspension For Physical Altercation?
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What should be in a letter of suspension?The date when the simple letter was written.The complete name of the employee who will be suspended.The employee's address.The number of days the employee will be suspended.A general statement letters that the employee will not be paid for the duration of the suspension.More items...
Work suspensions occur when a business manager or supervisor deems an action of an employee, whether intentional or unintentional, to be a violation of policy that should result in a course of punishment, and when the employee's absence during the suspension period does not affect the company.
An employee should be informed in writing of their suspension which should set out the reasons for it, how long it is expected to last, the employee's rights and obligations during this period etc. an employee should receive full pay during suspension unless there is a clear contractual right to suspend without pay.
If you are suspending someone on health and safety or medical grounds, because the job they are doing is posing a risk to their health, the suspension period can last up to 26 weeks (as long as your employee has been employed for at least one month).
This occurs when the functions between company and worker cease for a short time, but the employee still retains employment. In many suspension situations, the worker is able to acquire payment or backpay if he or she keeps the job after the investigation ceases.
Working suspension means a suspension where the employee is required to report to work as scheduled and is paid for hours worked. It has the same effect as a suspension for purposes of progressive discipline and is used in lieu of suspension for any violation covered by this policy.
Ask them to come to your office and set aside enough time so you won't be rushed or interrupted. Tell the employee what they've done wrong and that you are suspending them. Be respectful. You can expect the employee to be upset, so de-escalate the situation as much as possible.
What should be in a letter of suspension?The date when the simple letter was written.The complete name of the employee who will be suspended.The employee's address.The number of days the employee will be suspended.A general statement letters that the employee will not be paid for the duration of the suspension.More items...
6 Ways to Come Back from a Suspension Like a BossCommunicate professionally and responsibly with your employer throughout your suspension.Clearly define expectations with your employer before your return to work.Avoid even a suggestion of misconduct.Know your rights.Be apologetic where appropriate.More items...?
Employers should document the decision to suspend so they can refer back to it at any point in the future. They can do this by sending the employee a Suspension letter - a letter that temporarily prohibits an employee from performing work pending a disciplinary investigation.