The agency has no obligation to provide you with any support, this is for you to arrange if you deem it necessary. Your rights are relatively limited in a sense that the agency is only expected to allow you to be accompanied to any formal disciplinary hearing and this companion can be a trade union rep or a colleague. However, the agency does not have to make arrangements for you to ensure you have this companion, for example they do not have to help you join a union and this is all for you to arrange.
In terms of the suspension itself, being placed on suspension is not an automatic assumption of guilt and does not amount to disciplinary action. Whilst it can lead to disciplinary action, it is primarily there to be used as a precautionary measure whilst an employer investigates any serious allegations against the employee. Reasons for suspending could be in the case of gross misconduct, breakdown of relationship, risk to an employer's property, their clients or other employees, to preserve evidence or ensure it is not tampered with, avoid potential witnesses being pressured or intimidated, etc.
The period of suspension should be as short as possible and kept under regular review. During that period the employer should conduct a reasonable investigation into the allegations against the employee. If the investigation gathers enough evidence to justify taking disciplinary action, the employee has the right to be informed in advance of the allegations and evidence to be used against them and be given the opportunity to prepare to defend themselves at the forthcoming hearing.
On the other hand, if the investigation does not find enough evidence to justify a disciplinary, the employer should terminate the suspension immediately and allow the employee to return to work as normal.
If you have no guaranteed hours or rate of pay then you will not be suspended with pay, however if you do have guaranteed hours you should continue receiving your basic pay during the period of suspension.
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