1.4
Policy
1.4.1 The responsibility for maintaining the discipline of employees shall be the primary concern of the SMs/SSMs/SEs who shall have the authority to initiate disciplinary action against his/her subordinates whenever a violation of the rule is committed, in consultation with the Human Resources Department.
1.4.2 Disciplinary action, where possible, will be corrective rather than punitive. The disposition of disciplinary action must be commensurate with the infraction committed.
1.4.3 Disciplinary action shall be imposed with fairness and justice. Due process of the law and the right to a prompt hearing will be always accorded to the affected employees.
1.4.4 Disciplinary action must be limited to corrective interview/verbal reprimand, written reprimand, suspension or dismissal and may not in any instance violate the labour laws and fair labour practice.
1.4.5 Disciplinary procedures must be initiated as soon as possible, however, not exceeding three days after the offence has been established. Disciplinary action shall be imposed within seven days.
2. Definition of Roles
The responsibility of ensuring that discipline exists in the Hotel is jointly vested upon the Employees, SLs/SMs/SSMs/SEs, and the Human Resources Department (HRD) as follows:
2.1
Service Leaders (SL)
2.1.1 Maintain discipline and promote efficiency among their subordinates to achieve the desired goals of their section/department.
2.1.2 Ensure that policies and guidelines prescribed in this Guide are followed in relation to their section/department.
2.1.3 Must attempt to prevent problems which would result in disciplinary action by relying on sound principles of managing people and administration.
2.1.4 Prepare the required reports on cases investigated and/or corrective actions meted out for submission to their SM/SSM/SE.
2.1.5 Recommend the necessary action to be taken by Disciplinary Committee.
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