2.5
Human Resources Department (HRD)
2.5.1 Monitors proper implementation of the policies/guidelines contained in this Guide.
2.5.2 Advises departments on how policies and guidelines should be implemented.
2.5.3 Ensures the appropriate measures or control systems are laid down by the respective Departments/Divisions to prevent the recurrence of any infringement.
2.5.4 Ensures that such policies, rules, and regulations are regularly updated based on the needs of the different departments in the Hotel. This is to be carried out in close consultation with the Executive Committee.
2.5.5 Disciplinary action involving suspension and dismissal shall be dealt with by the respective SM/SSM/SE. The Human Resources Department will advise all departments on how to handle disciplinary cases involving dismissal or institute preventive suspension leading to a dismissal.
2.5.6 Clarifies matters about the interpretation of the Guide.
2.5.7 Encourages the development of an atmosphere where positive discipline will be second nature to everyone.
2.5.8 Assist employees and acts as an Employee Counsellor to guide the employee through the procedures to ensure the employee understands and exercises their rights effectively, to ensure fairness and equality.
3. Inherent Obligations of an Employee
In common law, the employee has the following inherent obligations towards the employer: • To always give faithful and honest service whether implicitly or explicitly as stated in letters of appointment (LOAs) and job descriptions. • To utilize skill and care in his/her work. • To obey reasonable and lawful orders/instructions. Not to commit misconduct. In cases where employees are subjected to Corrective behavior and Disciplinary Action, they are entitled to approach the Human Resources Department. An Employee Counsellor will be appointed to assist them with the procedures and to ensure fairness and equality.
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