SLBL - Emp Handbook - 2019

3.8 Disciplinary Appeals

An employee may appeal against the decision of a manger following the Corrective Behaviour and Disciplinary Action procedure. The appeal procedure is as follows:

The appeal must be made in writing outlining the reasons for the appeal and addressed to the Human Resources Manager / Assistant Director of Human Resources within 7 days of receiving the Counselling / Disciplinary Action.

The appeal will be heard at an Appeal Hearing. The panel of an Appeal Hearing will be a manager one level higher than the manager that carried out the Disciplinary Hearing and the Human Resources Manager / Assistant Director of Human Resources. The employee is entitled to bring a representative to the Appeal Hearing who must be an employee of the Hotel.

The purpose of the Appeal Hearing will be to review the evidence found in the Disciplinary Hearing and to hear the reasons as outlined in the written appeal.

The Human Resources Manager / Assistant Director of Human Resources will inform the employee of the outcome of the appeal in writing within 7 days of the Appeal Hearing taking place.

The Human Resources Department is a partner to both parties and is involved as an advisor/counsellor in all of these situations.

3.9. Amendments

Amendments (i.e. additions, deletions) may be suggested from time to time. Proposed changes will be submitted to the General Manager for approval.

 Management may add, delete or revise any portion of the Guide as deemed necessary. Such changes, if any, will be issued in the form of a memorandum to be posted on staff notice boards. The coverage and effective date of these changes will be specified in the memorandum. All employees are duty bound to keep abreast with and understand these changes.

72

Made with FlippingBook - Online Brochure Maker