4.10 Letter of Explanation is a written notification asking for an employee’s explanation of an alleged infraction/misconduct. This is given to an employee as the first stage of a formal investigation. 4.11 Disciplinary Hearing is an official meeting where the case is reviewed by the employees SM/SSM/SE and the HRD. The employee is entitled to bring a representative to the disciplinary hearing who must be an employee of the Hotel. 4.12 Verbal warning is an oral reprimand or counsel given to an employee for an infraction of a rule, thus warning him/her that a repetition of the offence shall be dealt with more severely. This must be documented on a Counselling/Disciplinary Action Form and placed in the employee’s personnel file. 4.13 Written warni ng is a written reprimand prepared upon an employee’s repetition of an offence concerning a verbal warning or reprimand that was previously given. Additionally a written reprimand may be given if an infraction is severe as per guidelines. This must be documented on a Counselling/Disciplinary Action Form and placed in the employee’s personnel file. 4.14 Suspension (not exceeding 14 days) is when an employee is temporarily placed off-duty pending an enquiry for misconduct by the Service Executive. A written suspension letter must be made in advance to the employee by the Service Executive setting forth the alleged misconduct committed and the duration of suspension not exceeding 14 days. This is done if the presence of the employee could endanger staff, property or guests or if the employee could tamper with evidence.
4.15 Dismissal is the loss of employment after a full investigation and Disciplinary Hearing.
4.16 Appeal is a written notification from an employee appealing against the Disciplinary Action imposed on them.
4.17 Grievance means any discontentment or dissatisfaction arising out of anything inconsistent with the fulfilment of the contract of service with the Hotel which an employee thinks, believes or even feels unfair, unjust or inequitable.
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