[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-281287-105":53,"doc-detail-281287-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","public-service-precautionary-suspensions-guide-annexure-b","Public Service Precautionary Suspensions Guide - Annexure B","","Public service precautionary suspensions guidelines establish a uniform framework for managers to manage interim suspensions within departments. The document defines precautionary suspension as a measure for orderly administration, not a disciplinary sanction, and explains precautionary transfer as an alternative. It sets governing principles, application scope, relevant legislation and delegation structures. The procedures cover record keeping, review requirements, and written, consultative communication to employees, including time limits and entitlement to full pay.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/public-service-precautionary-suspensions-guide-annexure-b/281287/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/public-service-precautionary-suspensions-guide-annexure-b/281287.png","ImageObject",442,249,{"name":88,"@type":89},"Seraphina","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-19","2026-09-16",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",6,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What is a precautionary suspension under these guidelines?","Question",{"text":109,"@type":110},"A precautionary suspension is an interim measure imposed for reasons of orderly administration, not as a disciplinary sanction. It is linked to the disciplinary framework and treated as suspension on full pay.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"When may an employee be placed on full pay suspension or transferred?",{"text":114,"@type":110},"Managers may suspend on full pay or transfer as a precautionary measure if the employee is alleged to have committed a serious offence, or if the employer believes the employee’s presence could jeopardise an investigation or endanger safety or well-being or state property.",{"name":116,"@type":107,"acceptedAnswer":117},"What timelines and review expectations apply to precautionary suspensions?",{"text":118,"@type":110},"The suspension period must be reasonable and justifiable and should not exceed 60 calendar days, with regular reviews. 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PREAMBLE  \n2. DEFINITION  \n3. PRINCIPLES  \n4. SCOPE OF APPLICATION  \n5. LEGISLATION  \n6. DELEGATION  \n7. GROUNDS FOR SUSPENSION  \n8. FORMS OF SUSPENSION  \n8.1 Transfer or re-assignment of duties  \n8.2 Suspension with full emoluments  \n9. PROCEDURE  \n9.1 Record keeping  \n10. REVIEW OF SUSPENSION  \n11. DELEGATIONS OF AUTHORITY ON DISCIPLINE  \n12. REFERENCES  \n13. ANNEXURES  \nA. Notice of intention to suspend  \nB. Notification of transfer or re-assignment of duties  \nC. Notification of suspension  \n3  \n1. PREAMBLE  \nThese guidelines aim to provide managers in the public service with a uniform framework to manage precautionary suspensions within their respective departments. They will also attempt to –  \n􀁩 Provide managers with principles which apply to the process of suspending employees; and  \n􀁩 Promote best practice in giving effect to suspensions in their departments.  \n2. DEFINITION  \n“Precautionary suspension” is an interim measure imposed, not as a disciplinary sanction, but for reasons of orderly administration. Precautionary transfer is an alternative to precautionary suspension.  \n“Disciplinary Code and Procedures for the Public Service” means the Disciplinary Code and Procedures for the Public Service as contained in Public Service Co-ordinating Bargaining Council Resolution 1 of 2003.  \n“Suspension” means precautionary suspension as contemplated in Item 7.2 of the Disciplinary Code and Procedures or item 2.7(2) Chapter 7 of the SMS Handbook  \n“Transfer” means precautionary transfer as contemplated in Item 7.2 of the Disciplinary Code and Procedure for the Public Service  \n“Framework” means the Disciplinary Code and Procedures for the Public Service in conjunction with Chapter 7 of the SMS Handbook  \n“PSA” means the Public Service Act, 1994  \n“Employer” refers to both national and provincial departments  \n4  \n3. PRINCIPLES  \n􀁩 The employer must have valid and fair reason for imposing a precautionary suspension against an employee, based on fair labour relations principles.  \n􀁩 The period of precautionary suspension must be reasonable and justifiable but should not exceed 60 calendar days.  \n􀁩 Precautionary suspensions must be reviewed on a regular basis.  \n􀁩 There must be a clear balance between the interests of the employee in continuing his or her daily work and the disciplinary and operational requirements of the employer.  \n􀁩 Employees must, without delay and throughout the process be informed of the process steps that the Department is initiating.  \n􀁩 If suspended, the employee is entitled to a speedy and effective finalisation of the disciplinary process.  \n􀁩 The employee must return to work should the hearing not be concluded within 60 calendar days; however this does not prohibit/ preclude the employer from continuing with the disciplinary process nor does it render the employee immune from the allegations preferred against him/ her.  \n􀁩 Precautionary suspension in terms of the framework does not constitute a judgement, and must be on full pay.  \n􀁩 Disregard of the peremptory provisions of a statute is fatal to the validity of the proceedings affected.  \n4. SCOPE OF APPLICATION  \nItem 7.2 of the Disciplinary Code and Procedures and 2.7(2) of Chapter 7 of the SMS Handbook provides for managers to suspend an employee on full pay or transfer an employee, as a precautionary measure, under the following circumstances:  \n􀁸 If the employee is alleged to have committed a serious offence, and  \n5  \n􀁸 If the employer believes that the presence of an employee at the workplace might jeopardise any investigation into the alleged misconduct, or endanger the well being or safety of any person or state property.  \nThe framework furthermore provides for the employer to hold a disciplinary hearing within a month or 60 calendar days, depending on the complexity of the matter and the length of the inves","cbCaipm4q1tpz2VW","https://ap.wps.com/l/cbCaipm4q1tpz2VW","pdf",52509,"English","# Contents\n## Preamble\n## Definition\n## Principles\n## Scope of Application\n## Legislation\n## Delegation\n## Grounds for Suspension\n## Forms of Suspension\n## Procedure\n## Review of Suspension\n## Delegations of Authority on Discipline\n## References\n## Annexures","[{\"question\":\"What is a precautionary suspension under these guidelines?\",\"answer\":\"A precautionary suspension is an interim measure imposed for reasons of orderly administration, not as a disciplinary sanction. It is linked to the disciplinary framework and treated as suspension on full pay.\"},{\"question\":\"When may an employee be placed on full pay suspension or transferred?\",\"answer\":\"Managers may suspend on full pay or transfer as a precautionary measure if the employee is alleged to have committed a serious offence, or if the employer believes the employee’s presence could jeopardise an investigation or endanger safety or well-being or state property.\"},{\"question\":\"What timelines and review expectations apply to precautionary suspensions?\",\"answer\":\"The suspension period must be reasonable and justifiable and should not exceed 60 calendar days, with regular reviews. A disciplinary hearing should be held within a month or 60 calendar days depending on complexity and investigation length, and the employer should strive to complete the investigation within 14 days of suspension.\"}]","Public Service Precautionary Suspensions Guide - Annexure B | PDF",1789565332,7]