Yes, in many circumstances.
An employer may place an accused employee on paid administrative leave during a workplace investigation when necessary to:
- Protect workplace safety
- Prevent interference with the investigation
- Maintain workplace integrity
- Minimize disruption
Suspension decisions must be applied consistently and must not appear retaliatory. Unpaid suspension may create wage and hour issues unless carefully evaluated.
In sensitive cases, paid administrative leave is often the most legally defensible interim measure.
