Disciplinary Hearing
• Nature of the infraction, the seriousness or gravity. • Degree of infraction to determine the appropriate disciplinary action. • Presence or absence of aggravating or mitigating circumstances. • Review the Personnel Files. • Assess the attitude of the colleague. • Review any precedent cases. • Asses the extent of damage to the hotel. • Any other factors relevant to the incident.
Suspension
• Suspension can only be imposed for up to 14 days days and only when continued employment poses a threat to colleague, guests, the property or if the colleague can tamper with evidence. • Only a Service Executive can suspend with approval from HRD.
Appeal
• It must be made in writing to the DHR. • The appeal must be made within 7 days of receiving the action. • The appeal will be heard by an “appeal hearing committee” that will be the DHR and Divisional SE. • The purpose of the appeal hearing will be to review the evidence found in the hearing and also the reason outlined in the written appeal. • DHR will advise the colleague in writing within 7 days of the outcome of the appeal. • The colleague only has 1 stage of appeal.
Grievance
A grievance is when an colleague has a “dissatisfaction” with regards to a decision or an action that affects him/her (unfair or lawless).
The procedures for managing a Grievance are as follows:
Stage 1 - Colleague must inform their Department Head (verbally or in writing) Stage 2 - If the grievance is not settled within 3 working days, they can inform to Director of Human Resource Stage 3 - If the grievance is not settled within 3 working days, they can inform to General Manager Grievances must be settled quickly, confidentiality respected, and feedback must be given to the concerned colleague within 3 working days. However, the issue must be completed within 21 working days and the GM’s decision will be final.
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