SLBL - Emp Handbook - 2019

1.5. DEFINITION OF TERMS

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. 2. Coaching is where a Service Leader/Service Manager/Senior Service Manager/Services Executive acts as a trainer or tutor to develop the skills of an employee to the required standard in order to carry out their job. 3. 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 Behaviour Procedure. 4. 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. 6. Show-Cause Notice 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. 7. Verbal warning is an oral reprimand or counsel given to an employee for an infraction of a rule, thus warning him/her that a repetition of the offence shall be dealt with more severely. This must be documented on a Counselling/Disciplinary Action Form and placed in the employee’s personnel file. 8. Written warning is a written reprimand prepared upon an employee’s repetition of an offence concerning a verbal warning or reprimand that was previously given. This must be documented on a Counselling/Disciplinary Action Form and placed in the employee’s personnel file. 9. Suspension (not exceeding 14 days) is when an employee is temporarily placed off-duty pending an enquiry for misconduct by the Service Executive. A written suspension letter must be made in advance to the employee by the Service Executive setting forth the alleged misconduct committed and the duration of suspension not exceeding 14 days. This is done if the presence of the employee could endanger staff, property or guests or if the employee could tamper with evidence. If the disciplinary hearing found the employee guilty, the 14 days suspension shall be without pay. 5. Infraction is a specific action that an employee carries out which compromises the rules and regulations of the Hotel.

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