Take a look at the current working Time Directive, explains is exactly allowed when it comes to Breaks and the gap required between shifts etc etc.
As for being susspended, thats fine, but they would have needed to Give a reason, then this should form the basis of the meeting on Monday, which you should get a written invitation too. This meeting should be classed as a investigation, and should not be a disciplinary, thats the next stage, based on the outcome of the investigation. Your allowed a witness for the investigation too, but they just observe, and cant say anything.
The first line of the investigation, should be....Where here to discuss ( insert the reason why they susspended you ). And at some point, they Have to ask.....Is there anything you'd like to add.
Possible outcomes are
1.NFA ( No further Action )
2.LOC ( letter of Concern )
3.Moves onto a disciplianary hearing.
if it is 3, again you should get a written invitation to it, and again, your allowed a witness
Hope that helps a little, if you need anymore help give me a shout. I do ivestigations/Disciplinarys for my work, and we have to do everything 100% exactly right, or you leave yourself open to action being taken by the employee.
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2001 Bugeye - Project Black/Red, 1997 JDM Type R, 1995 V1 WRX, Defender Tithonus MOD Styleeee!
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