What action can be taken if an employee is suspected of espionage?

The correct course of action when an employee is suspected of espionage is to initiate an immediate investigation and potentially revoke their security clearance while the case is being examined. This response is essential for several reasons. First, espionage poses significant risks to national security and organizational integrity, necessitating a prompt and thorough investigation to ascertain the facts and determine any potential threat.

Revoking the employee's security clearance during this investigative phase is a critical preventive measure. It limits access to sensitive information, ensuring that if the employee is indeed engaged in espionage activities, they cannot further compromise any classified materials or national interests. This process reflects the principles of due diligence and precaution that are crucial in security management.

Other options, such as issuing a warning or monitoring activities without further action, fail to address the severity of the situation appropriately. Disciplinary action without investigation undermines the entire legal and ethical framework governing employee rights and due process. Lastly, suspension without pay may not be justifiable unless an investigation is conducted, as it could be seen as punitive without establishing any wrongdoing. Therefore, Option A encapsulates the necessary safeguards and due process required when handling serious allegations like espionage.