SUSPENSION FROM JOB DUTIES

Submitted by lcmisoi@mainsl.com on Fri, 10/16/2020 - 23:08
Policy: 

At times during an employee’s employment suspension may be used to objectively and fairly conduct an internal review. Suspension is based on alleged, suspected, or an actual serious offense. 

A serious offense may include, but is not limited to, the following examples:

  1. Violation of the personal rights and freedoms of people supported;
  2. Violation of Mains'l policies or any laws;
  3. Misconduct. For example;
    • Dishonesty
    • Use of, possession, or being under the influence of drugs or alcohol
    • Competition with the employer
    • Violation of company work rules
    • Immoral, illegal, or unacceptable conduct
    • Incompetence
    • Failure to carry out a directive from a supervisor; insubordination
    • Failure to follow the Conduct of Employees Policy/Procedure

If the incident is reported to the Minnesota Adult Abuse Reporting Center (MAARC), Mains’l follows the recommendations of the external investigation report.
 

Procedure: 
  1. Senior management is notified immediately of any serious incident - suspected, alleged, or actual – involving an employee.
  2. If a preliminary review of the report verifies the incident as serious, the employee is suspended, without pay, pending an internal investigation. 
    • The designated HR representative notifies the employee, personally and in writing, of the suspension. 
    • The manager is informed to remove the employee from the schedule.
  3. An internal review will be completed as soon as possible by an objective administrative employee.
    • A report will be completed by the administrative employee assigned to the internal review. 
    • The Vice President of Administration and the designated HR representative are responsible for the decision to reinstate employment with or without corrective action and with or without paid time during the suspension. Separation of employment may also be the result.
  4. The employee is provided with a written notification of the results of the internal review as soon as possible after the internal review is completed. 
    • The rationale for the decision is provided to the employee. 
    • If the employee feels that the decision is unjustified, an appeal through the established grievance procedure may be initiated.
  5. Management may vary from this procedure if circumstances demand
     
Reference: 

Incident Report
Internal Review
Conduct of Employees Policy/Procedure
Grievance Policy and Procedure

Rev. 5/1/2019, HR Policy Team