What to do if…
you are suspended from work pending an investigation

What to do now

1. Ask for a written suspension notice. Request confirmation of:

   • whether the suspension is paid or unpaid
   • what you must not do, including workplace access, system access, and contact with coworkers or clients
   • who your contact person is
   • what the next step is and how updates will be sent

2. Ask about pay and benefits in writing. Confirm:

   • your next pay date
   • whether health insurance and other benefits continue
   • whether your premium payments will change
   • whether paid time off continues to accrue
   • whether paid time off can be used during an unpaid suspension

3. If you are salaried and your employer says you are exempt, ask how an unpaid suspension affects your salary. Federal salary-basis rules generally allow a deduction from an exempt employee’s pay for an unpaid disciplinary suspension of one or more full days imposed in good faith for workplace-conduct rule infractions. The suspension must be under a written policy that applies to all employees. State rules and your specific situation may also matter. Ask for the policy and the explanation in writing.

4. Save the notice and make a private facts log. Record dates, who contacted you, the exact restrictions, any response deadlines, and where relevant records may exist. Keep only records you already lawfully hold and are allowed to retain. Do not access employer systems to gather more material.

5. Check the documents you already have. Look at your handbook, offer letter, employment contract, and any union agreement for suspension, investigation, confidentiality, pay, benefits, and interview rules.

6. If you are union-represented, ask your union about representation before an employer-required investigatory interview. Workers covered by federal labor law may request a union representative when they reasonably believe the interview could lead to discipline. Ask for the interview to pause while the request is addressed.

7. If you think discrimination or retaliation may be involved, write down the timeline and check deadlines promptly. Note any complaint, accommodation request, harassment report, or other activity that may be relevant. EEOC charge deadlines are generally 180 calendar days and may extend to 300 calendar days in some places. Federal employees and applicants generally must contact their agency EEO counselor within 45 days. Other routes may have different deadlines.

8. Keep messages brief and factual. Use your named contact person and ask one clear question at a time.