•
Gathers incident reports.
• Obtains written statement by employee concerned or other employees.
•
Upon request, DOHR shall assist.
• Upon request, the Director of Security shall assist based on the incident.
• Disciplinary Committee Meeting will review the case.
5. User Documentation
5.1 Performance Matrix outlines behavior of whether disciplinary action is required, or behavior is a training issue.
5.2 Mode of Disciplinary Classification identifies the level of action or punishment to be taken according to the infraction incurred. 5.3 Classifications of Infractions aims to list and categorize specific actions an employee carries out which compromises the rules and regulations of the Hotel.
5.4 Corrective Behavior & Disciplinary Procedure Flowchart (A) is used to determine the procedures to be followed depending on the infraction and identifies the transition from Corrective Behavior to Disciplinary Action.
5.5 Corrective Behavior & Disciplinary Procedure Flowchart (B) outlines procedures, documentation requirements, roles and responsibilities of managing discipline.
5.6 Counselling/Disciplinary Action Form is to be used for the recording of all Counselling/Disciplinary Action.
5.7 Chronological Summary is to be used in the instance where termination of an employee is recommended and must be authorized by the Area General Manager and VP HR prior to the employee being terminated.
6. Procedures
6.1 Any untoward incidents involving employees and/or breach of any rules and regulations of the Hotel by employees shall be reported to the employee’s immediate superior, either verbally or in writing depending on the severity thereof and a copy extended to the Human Resources Department within 24 hours.
6.2 When confronted with a problem, the nature of the problem is to be determined first i.e., whether it is a disciplinary problem or if training is required.
6.3 The Corrective Behavior and Disciplinary Action process is divided into three stages
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