4. Definition of Terms
4.1 Discipline is the unquestioned respect, obedience and recognition of authority, as long as it is lawful and in accordance with the company policies and procedures.
4.2 Disciplinary action is the corrective measure meted out to employees to bring about a fuller understanding of conformity with the company rules and regulations and the established authority.
4.3 Coaching is where a SL/SM/SSM/SE acts as a trainer or tutor to develop the skills of an employee to the required standard to carry out their job.
4.4
Counselling sessions are conducted by the immediate Supervisor of the Department/Section in cases of light infractions by discussing with the errant employee the specific nature of the infraction and by counselling him/her on the correct action to be taken in the future. Such interviews are to be recorded on the Counselling Form and will be the first stage of the Corrective Behavior Procedure.
4.5 Poor performance is the inability to do the job competently or satisfactorily with the required level of knowledge and skills to the expected standard of performance. This also means unsatisfactory performance and inefficiency.
4.6 Infraction is a specific action that an employee carries out which compromises the rules and regulations of the Hotel.
4.7 Minor misconduct can be classified as offences of a less serious nature which are not severe or indicate unwillingness on the part of the employee to be bound by his original terms of contract. However, habitual or repeated similar misconducts may lead to dismissal if justified.
4.8 Misconduct is the improper behavior or deliberate violation of a rule or standard of behavior i.e., conduct of any employee who is inconsistent with the fulfillment of the expressed or implied terms and conditions of his/her service with the Hotel.
4.9 Major/Gross misconduct is when an employee has committed an offence of a serious nature and this can lead to instant dismissal e.g., stealing, fighting, fraud.
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. 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.
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