Notice - Suspension with/without pay after written warning

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• This notice of suspension of the general type, with or without pay during the suspension period, is to be used by the employer only when he wishes to temporarily suspend an employee after the latter has engaged in one or more inappropriate or reprehensible behaviors, and has already received a written warning concerning the same behavior, which he has not corrected.
• As theemployer, you will be able to choose from oursuspension notice questionnaire whether the suspension imposed on the employee will be with or without pay, as well as the duration of this suspension, which can vary from one day to several consecutive working days. You can also specify the date on which the employee will be allowed to return to work.
• Generally speaking, the suspension imposed on an employee is intended to make him or her aware of the seriousness of the behavior of which he or she is accused, and to encourage him or her to rectify the situation quickly to avoid further disciplinary measures that could lead to dismissal.
• The notice of suspension is limited to the behaviour complained of, thewarning previously given to the employee, the suspension (with or without pay), the duration of the suspension, and the mention that the employee could be subject to more severe disciplinary measures, even dismissal, if he does not correct his behaviour.
• The imposition of a temporary suspension on an employee must be justified by serious reasons, as it is a disciplinary measure.
• A copy of this notice and proof of its receipt by the employee must be kept by the employer in the employee's file, to provide the necessary evidence in the event of any action by the employee, complaint or challenge before the CNESST.
• Our notice of suspension, with or without remuneration, preceded by a warning, is designed for the majority of situations where an employee is faced with a disciplinary suspension imposed by his or her employer due to the repetition of inappropriate or reprehensible behavior that has not been corrected.

• For further legal information, please consult our legal FAQ.

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