6.15 All warning letters need to be discussed with the disciplinary committee in the hotel to make a decision regarding appropriate disciplinary action (if applicable). The employee will be officially informed of the outcome of the meeting and if disciplinary action is applied, this will be recorded on the Counselling/Disciplinary Action Form. Once the Counselling/Disciplinary Action Form has been signed by all parties, copies shall be distributed to the following:
Original: HRD – Personnel File of the employee 1 copy: Employee 1 copy:
Service Manager/Senior Service Manager/Service Executive
6.16 Suspension pending inquiry of not more than 14 days may be imposed upon the employee when continued employment poses a threat to staff, guests, to the property of the Hotel or if the employee could tamper with evidence. The procedure is as follows: 6.16.1 The AGM or HRD can suspend an employee, pending enquiry for misconduct by the said person. In doing so, a written suspension order must be made in advance to the employee by their Service Executive setting forth the alleged misconduct committed and the duration of suspension not exceeding 14 days. 6.16.2 During the suspension period, the employee shall not be paid his/her salary and may not enter the Hotel premises without authorization of the DHR. If the employee, upon completion of the disciplinary hearing is found not to have committed the alleged misconduct, the Hotel shall pay the employee for the duration of the suspension.
6.17
Stage III of the disciplinary process is Termination/Dismissal. Termination/Dismissal can only be authorized by the Area General Manager, VPHR and this must be requested via submission of a Chronological Summary, Incident Report, Letter of Explanation and Disciplinary Hearing notes by the HRD.
6.18 Appeal – the employee may appeal against the decision of the Disciplinary Committee following the Corrective Behavior and Disciplinary Action procedure. The appeal procedure is as follows:
6.18.1 The appeal must be made in writing outlining the reasons for the appeal.
6.18.2 The appeal must be addressed to the Director of Human Resources.
6.18.3 The appeal must be made within seven days of receiving the Counselling / Disciplinary Action.
6.18.4 The appeal will be heard at an Appeal Hearing. The panel of an Appeal Hearing will be either a SSM/SE of the employee’s Division and the Director of Human
Page 58 of 72
Made with FlippingBook - Online magazine maker