• Leaving work without prior permission. • Asking for tips or any form of gifts from guests. • Entering guest rooms of the Hotel without proper authorization. • Making private business transactions in the Hotel or using their positions for personal benefit. • Committing any act of vandalism or theft. • Unlawful possession or use of any habit-forming drugs and / or narcotics while on the Hotel premises or c olleague’s accommodation premises or reporting for duty under the influence of the same.
• Release or divulgence of confidential information which is in conflict with the interest of the Hotel.
For the details of handling disciplinary action, please refer to the attached A Guide to Corrective Behaviours and Disciplinary Matters Handbook.
Colleagues Grievance
If a colleague/ member happens to feel that he / she has cause for grievance, he / she should discuss it with his / her immediate supervisor or present the case to the Service Manager / Senior Service Manager or approach the Human Resources Division in person.
Offence against the UAE Labour Law – Article (120)
The Hotel may dismiss colleagues without notice in the following cases:
• If the colleague adopts a false identity or nationality or if he / she submits forged documents or certificates. • If the colleague commits an error causing substantial material loss to the employer provided that the latter advises the labour department of the incident within 48 hours from having knowledge of the same. • If the colleague violates instructions concerning safety of the place of business provided that such instructions are displayed in writing at conspicuous places and in case of an illiterate colleague, the latter has been informed verbally of the same. • If the colleague fails to perform his basic duties under the contract of employment and persists in violating them despite formal investigation with him in this respect and warning him of dismissal if the same is repeated. • If the colleague divulges any confidential information of the establishment where he is employed. • If the colleague is awarded final judgment by the competent court in respect of an offence prejudicing honour, honesty or public morals. • If during working hours he is found under the influence of alcohol or drugs. • If in the course of his work he commits an assault on the employer, the manager or any of his colleagues. • If the colleague absents himself/herself without lawful excuse for more than twenty intermittent days or for more than 7 successive days during one year.
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