In which scenario is suspension an appropriate disciplinary action?

Suspension as a disciplinary action is typically reserved for more serious infractions or for repeated violations after previous warnings have been issued. In this context, excessive absences following a prior warning indicate a clear lack of compliance with workplace expectations, especially if the employee has already been counseled about their attendance. This situation demonstrates a disregard for the rules and responsibilities of their position, making suspension a reasonable and appropriate action to both address the behavior and reiterate the importance of attendance in a professional setting.

In contrast, addressing a first-time infraction of tardiness might warrant a different approach, such as a verbal warning or discussion about the importance of punctuality. Consistently low patient satisfaction scores, while a serious concern, would typically be dealt with through performance improvement plans or additional training rather than immediate suspension. Minor disagreements among staff are usually resolved through mediation or conflict resolution strategies, rather than punitive measures like suspension, which could escalate tensions further. Thus, the scenario involving excessive absences with prior warnings justifies the use of suspension as an appropriate disciplinary action.