Suspicion is just that; you suspect a problem but you cannot prove it. You may confront the person with your suspicions and hear what they have to say. You may investigate further while ensuring your investigation does not impute the reputation of the person. You may watch the person’s behavior more closely. If the suspicion involves contact with students, you may limit the person’s contact with students. What you do in response to a suspicion depends upon the circumstances and law.
Any policy for dealing with employees or students who are suspected, arrested, charged, or convicted of a crime should be concerned with:
- The nature of the business.
- The nature of the crime.
- The expected length of incarceration.
- Whether the criminal conduct has relevance to the job the person performs.
The policy should be reviewed by legal counsel prior to implementation and should provide clear language relating to when on or off-duty conduct will result in a suspension or termination or place the employee on inactive or suspended status with or without pay.
For a person who is charged and tried, the policy should provide for reinstatement upon acquittal. For a conviction, the employee should be terminated.