6.16 The employee must be advised in writing of the disciplinary hearing 48 hours prior to the meeting in order to prepare. The hearing committee will be the employee, the employee’s SM/SSM/SE and a member of the HRD. The employee is entitled to bring a representative to the disciplinary hearing, which must be an employee of the Hotel. The purpose of the hearing will be to clarify facts and ask any pertinent questions from the report/investigations. The following should be considered prior to a decision being made:
6.16.1
Nature of the infraction, the seriousness or gravity.
6.16.2
Degree of the infraction to determine the appropriate disciplinary action.
6.16.3
Presence or absence of aggravating and/or mitigating circumstances.
6.16.4
Review the personnel file of the employee to find out if the employee is a regular violator or if the incident is a rare instance. Assess the attitude of the employee.
6.16.5
Review any precedents to the case. Examine established policy/practice in handling similar circumstances.
6.16.6
Assess the extent of the injury or harm, if any, to the Hotel.
6.16.7
Any other factors relevant to the incident.
6.17 The SM/SSM/SE together with the Human Resources Department will then consider the outcome of the hearing and make a decision regarding appropriate disciplinary action (if applicable). The employee will be officially informed of the outcome of the meeting and if disciplinary action is applied, this will be recorded on the Counselling/Disciplinary Action Form.
6.18 Once the Counselling/Disciplinary Action Form has been signed by all parties, copies shall be distributed to the following:
Original:
HRD – Personnel File of the employee
1 copy: 1 copy:
Employee
Service Manager/Senior Service Manager/Service Executive
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