If an employer is considering the suspension without pay of an employee following criminal charges, it must carefully weigh a number of competing factors. Has there been a sufficient connection made between the purported criminal activity and the company’s interests? Acts committed at work are easier to establish the necessary nexus than off-duty conduct. The more serious the charge, the stronger the grounds for justifying the suspension. Remember that the right to the presumption of innocence must always be considered. Finally, mere speculation of harm is less persuasive than concrete examples of damage to the company’s interests.