Disciplinary Procedures – Hotel HR Planning & Development

Disciplinary procedures is an important part in an organization. It is necessary for the employees to obey the rules, codes and policies laid by the organization.

Disciplinary procedures in a hotel

Aspects which shape an employee’s workplace behaviour:

  • Family: the inculcation of respect for adult and parental authority encourages us to generally respect authority.
  • Institutional setting: in school, university and work we learn how to function in an organization, often accepting our subordinate position.
  • Rewards: compliance brings rewards, disobedience brings punishment.
  • Perception of authority: authority is normally supported, so we are generally predisposed to follow organizational and managerial rules, but where this does not happen, the organization may have to take disciplinary action.

A good disciplinary procedures should:

  • Be in writing.
  • Specify to whom they apply.
  • Be non-discriminatory.
  • Ensure matters are dealt with, without unnecessary delay during Discipline procedures.
  • Allow for information about proceedings, witness statements and records to be kept confidential.
  • State the disciplinary actions which may be taken.
  • Specify the levels of management which have the authority to take the various forms of disciplinary action.
  • Provide for employees to be informed of complaints against them and where possible all relevant evidence before any hearing.
  • Give employees the opportunity to state their case before a decision is reached.
  • Provide employees with the right to be accompanied by a trade union representative or fellow employee at any hearing.
  • Ensure that except for gross misconduct, no employee is dismissed for a first breach of discipline.
  • Ensure that disciplinary action is not taken until the case has been carefully investigated by management.
  • Ensure that employees are given an explanation for any penalty imposed.
  • Provide employees with rights to appeal, normally to a senior manager.

Reasons for Disciplinary Procedures:

  • theft or fraud;
  • physical violence or bullying;
  • deliberate and serious damage to property;
  • serious misuse of an organization’s property or name;
  • deliberately accessing internet sites containing pornographic, offensive or obscene material;
  • serious insubordination;
  • unlawful discrimination or harassment;
  • bringing the organization into serious disrepute
  • serious incapability at work brought on by alcohol or illegal drugs;
  • causing loss, damage or injury through serious negligence;
  • a serious breach of health and safety rules; and
  • a serious breach of confidence.

Reasons for Dismissal

  • Lack of capability: this may refer to when employees may encounter difficulties in their performance and struggle to fulfil their responsibilities; alternatively there may also be situations where an employee is unable to do their job due to ill-health.
  • Misconduct: this can range from minor to gross misconduct.
  • Redundancy: the law in redundancy is quite complex, though in simple terms, a redundancy will arise when a business is closing, a workplace is closing or there is a diminishing need for employees to do particular kinds of work in an organization.
  • Statutory bar.
  • Some other substantial reason for Discipline procedures

Unfair Reasons for Dismissal with Disciplinary procedures

  • Dismissal on grounds of pregnancy or assertion of paternal paternity or adoption leave rights.
  • Dismissal on grounds of trade union membership or stating an intention to join a trade union.
  • Refusing to work on an off day.
  • Dismissal on grounds of actual or proposed trade union activity undertaken at an appropriate time.
  • Dismissal resulting from individual’s refusal to join a trade union.
  • The dismissal of an employee without going through the required disciplinary procedures.
  • Dismissal connected with the transfer in the organization’s ownership.
  • Where no reason for dismissal is given without Disciplinary procedures.
  • Where the employee has been unfairly selected for redundancy.
  • Dismissal on basis of past criminal offence which is spent.
  • Unfair dismissal on the basis of sex, race, disability, sexual orientation or religion/beliefs.
  • Asserting a statutory right, for example the national minimum wage (NMW).
  • ‘Blowing the whistle’ on malpractice in the workplace.
  • Refusal to do something on health and safety grounds.

Learn more about Disciplinary Procedures in Hotel Industry ..here…

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