Resources or Asst. Director of Human Resources will also sit on the panel or the employee is entitled to bring a representative to the Appeal Hearing who must be an employee of the hotel.
6.18.5 The purpose of the Appeal Hearing will be to review the evidence found and to hear the reasons as outlined in the written appeal.
6.18.6 The HRD will inform the employee of the outcome of the appeal in writing within seven days of the appeal hearing taking place.
It must be understood that the Human Resources Department is a partner to both parties and is involved as an advisor/counsellor in all these situations.
7. Classification of Infractions and Corresponding Disciplinary Actions
The following list of infractions with corresponding punishments has been established to unify all existing rules and regulations promulgated in the Hotel. The classification is not exhaustive/may not contain all the infractions, but it is elaborate in scope and systematic in approach. Each case has been adjudged on its own merit.
Rule 1: Work Discipline Rule 2: Work Procedure
Rule 3: Hotel Confidential Information Rule 4: Conservation of Hotel Business Rule 5: The Hotel Premises & Property Usage/Maintenance Rule 6: Representation Rule 7: Employees Conduct Rule 8: Uniform, Name Badge, Employees ID Card and Locker Key Rule 9: Employee Conduct at Colleagues’ Accommodation
8. Mode of Disciplinary Actions
The following degrees are established to categorize the infractions committed to arrive at a wider and flexible norm of conduct applicable to the Hotel, taking into consideration the nature, gravity, recidivism (repetition of infraction) and the absence or presence of mitigating and/or aggravating circumstances. The Management of the Hotel may impose any other lesser punishment as it deems just and fit.
If there is more than one degree of punishment in the infraction, the degree of punishment will be decided based on the seriousness and repetition of the case by the disciplinary committee.
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