Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore, particularly focusing on sections related to employment terms, conditions, and provisions for employee suspension
MOM Guidelines: Ministry of Manpower guidelines covering fair employment practices, including Tripartite Guidelines on Fair Employment Practices and Managing Excess Manpower
TAFEP Guidelines: Tripartite Alliance for Fair and Progressive Employment Practices guidelines on workplace fairness and recommended practices for disciplinary actions
Justification Requirement: Legal requirement that suspension must have reasonable and valid grounds under Singapore employment law
Suspension Terms: Legal requirement to clearly specify duration and terms of suspension in accordance with Singapore employment regulations
Payment Status: Clarity on whether the suspension is paid or unpaid, as per Employment Act requirements
Employee Rights: Employee's legal right to respond to suspension and appeal process under Singapore employment law
Employment Benefits: Legal implications and requirements regarding continuation or suspension of employment benefits during suspension period
Review Process: Legal requirements for establishing process for review and appeal of suspension decision
Confidentiality Requirements: Legal obligations regarding confidentiality during suspension process
Notice Requirements: Legal requirements for proper notice of suspension under Singapore employment law
Contract Law: General principles of Singapore contract law applicable to employment suspension
Industrial Relations Act: Additional legal considerations when dealing with suspension of unionized employees
Company Policies: Integration with company's internal policies and procedures while ensuring compliance with Singapore law
Case Law: Relevant precedents from Singapore employment dispute cases related to employee suspension
