9. Amendments
Amendments (i.e. additions, deletions) may be suggested from time to time. Proposed changes will be submitted to the General Manager for approval.
• Management may add, delete or revise any portion of the Guide as deemed necessary. Such changes, if any, will be issued in the form of a memorandum to be posted on staff notice boards. The coverage and effective date of these changes will be specified in the memorandum. All employees are duty bound to keep abreast with and understand these changes. • Management reserves the right to adjust the penalty but not to exceed the maximum allowable disciplinary action than what is specified in the preceding pages for a particular offence if warranted.
• Imposition of any of the preceding penalty is without prejudice to the institution of appropriate criminal and/or civil action against the parties concerned.
• Offences committed will be treated individually and separately even if they fall under the same class of offences.
Management reserves the right to take appropriate action(s) for acts or omissions committed by an employee, though not specifically listed herein, which are similar or analogous thereto, in accordance with the foregoing rules and regulations and the applicable laws. Any department of the Hotel may formulate and implement its own policies and rules of conduct specific to their operational requirements in consultation with the Human Resources Department. These policies and rules must in all cases conform with the provisions of rules and of the applicable laws and must be approved by the General Manager.
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