When policies and procedures are not being followed, it is the responsibility of your manager to correct the situation. At The Ritz- Carlton, this is done by means of our progressive discipline policy. In this way, employees are made aware of management concerns and given the help and time to correct the situation. Generally, the first step in progressive discipline is coaching and counseling. When an employee displays unacceptable behavior or his/her performance is not meeting the job requirements, the employee should be made aware of the situation. Coaching and counseling are done as soon as the infraction occurs, and the employee is given an opportunity to correct the problem in a reasonable amount of time. There are two kinds of official warnings: verbal and written. A verbal warning is documentation of a discussion that takes place in which the manager has counseled the employee about a particular problem. A record of this verbal warning - which lists dates, events, etc. - is placed in the employee's personnel file, after the employee has signed it, for future reference, as a reminder of what was said. For offenses that your manager believes are serious or when verbal warnings have proven insufficient, written warnings are used. The written warnings may be in a letter or memo. Written warnings are to be signed by the employee to acknowledge that he/she has read and understood what is written. Refusal to sign a written warning does not make it invalid, because a second manager will be called in to witness the employee's refusal to sign. Three written warnings during a 12- month period may result in termination.
Managers may be terminated upon receipt of two written warnings within a one year period. If you feel the warning is inaccurate or unwarranted, you should exercise your rights under the Open Door Policy.
Written warnings expire after one year. Although they are retained in your file for reference, they will not be used to support a termination recommendation at a later date.
An hourly employee can be terminated under progressive discipline if he/ she has two written warnings, and a third incident or situation occurs which is a violation of policy or rules or indicative of inappropriate behavior or poor judgment. This third situation, requiring a third written warning, will result in suspension with recommendation for termination. A management employee can be terminated under progressive discipline if he or she has one written warning, and a second incident or situation occurs which is a violation of policy or indicative of inappropriate behavior or poor judgment that results in a second written warning. The suspension lasts for three business days, not to include weekends or holidays, in order to investigate the facts surrounding the suspension. Suspension will not be used as a disciplinary action or for substandard performance. An employee can also be terminated if he/ she violates any of the following rules, which are such serious breaches of responsibility to the Company that no prior warnings are required (the rules and regulations listed herein are not all inclusive):
The Ritz-Carlton, UAE Employee Handbook
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