• DISCIPLINE POLICY (PERFORMANCE) – As stated earlier, all employees are hired “At Will” and management reserves the right to terminate employment at any time he or she deems necessary. All new hires are hired on a probationary status and will undergo a performance evaluation at the end of 90 days. At this evaluation, the employee’s supervisor will meet with the employee to discuss any potential performance issues and any disciplinary action if necessary. Disciplinary action will be based on many factors: o Is the performance issue of a serious nature o How often is the issue occurring o Is the employee performing proficiently in other areas of his or her job responsibilities o Discuss the issue with the employee and allow them to present their perception of the issue at hand. o Has the employee’s negative performance impacted Hallman Hotel, the employee’s fellow team members or it’s guests in a negative manner o Does the employee acknowledge his or her poor performance and are they amenable to correction
After meeting with the employee during the initial 90 day evaluation and covering the above topics, the supervisor should decide what discipline, if any, is necessary. If the employee has no performance issues, the employee will be removed from probation at this time and will continue training and growing with the company. If however, the supervisor finds that performance issues are at hand and that disciplinary actions are necessary, the supervisor will meet with management and together they will determine the appropriate method of discipline. Depending on the responses to the above factors, an employee could be terminated, placed on further probation with a warning, assigned additional training or counseling. All situations are different and all will require a thorough understanding of the circumstances surrounding the individual employee and his or her performance. • ALCOHOL AND DRUGS - Hallman Hotels operates an alcohol and drug free environment. …show more content…
Any employee who violates this policy will be terminated immediately. All employees agree to drug screenings, both prior to hiring and at any time management deems necessary.
• SMOKING POLICY – Hallman Hotels operates a smoke free hotel establishment. Smoking is only allowed in the designated smoking area and only during a scheduled break in the employee’s schedule. Any employee who violates this rule will be terminated immediately. Management reserves the right to remove all smoking privileges in the designated area if the employees abuse the area or do not keep the area clean.
• SEXUAL HARASSMENT – Hotel Hallman will not tolerate any form of sexual harassment and any employee found guilty of this offense will be terminated immediately. Sexual harassment includes: o Touching a fellow co-worker o Comments to a fellow co-worker than are deemed sexual in nature o Demonstrating gestures of a sexual nature to fellow co-workers o Displaying photos of a sexual nature to co-workers o Sexual harassment may be verbal or non-verbal. Any behavior that promises rewards based on sexual acts is considered harassment. • UNIFORM SELECTION AND POLICY – Hotel Hallman will provide uniforms to the employees based on the employee’s position at the property. In addition, Hotel Hallman requires all employees to adhere to the following: o All employees will observe good hygiene and men will be clean shaven. o No unnatural hair colors or extreme hair styles are permitted. o Employees will not chew gum during their shifts. o
After meeting with the employee during the initial 90 day evaluation and covering the above topics, the supervisor should decide what discipline, if any, is necessary. If the employee has no performance issues, the employee will be removed from probation at this time and will continue training and growing with the company. If however, the supervisor finds that performance issues are at hand and that disciplinary actions are necessary, the supervisor will meet with management and together they will determine the appropriate method of discipline. Depending on the responses to the above factors, an employee could be terminated, placed on further probation with a warning, assigned additional training or counseling. All situations are different and all will require a thorough understanding of the circumstances surrounding the individual employee and his or her performance. • ALCOHOL AND DRUGS - Hallman Hotels operates an alcohol and drug free environment. …show more content…
Any employee who violates this policy will be terminated immediately. All employees agree to drug screenings, both prior to hiring and at any time management deems necessary.
• SMOKING POLICY – Hallman Hotels operates a smoke free hotel establishment. Smoking is only allowed in the designated smoking area and only during a scheduled break in the employee’s schedule. Any employee who violates this rule will be terminated immediately. Management reserves the right to remove all smoking privileges in the designated area if the employees abuse the area or do not keep the area clean.
• SEXUAL HARASSMENT – Hotel Hallman will not tolerate any form of sexual harassment and any employee found guilty of this offense will be terminated immediately. Sexual harassment includes: o Touching a fellow co-worker o Comments to a fellow co-worker than are deemed sexual in nature o Demonstrating gestures of a sexual nature to fellow co-workers o Displaying photos of a sexual nature to co-workers o Sexual harassment may be verbal or non-verbal. Any behavior that promises rewards based on sexual acts is considered harassment. • UNIFORM SELECTION AND POLICY – Hotel Hallman will provide uniforms to the employees based on the employee’s position at the property. In addition, Hotel Hallman requires all employees to adhere to the following: o All employees will observe good hygiene and men will be clean shaven. o No unnatural hair colors or extreme hair styles are permitted. o Employees will not chew gum during their shifts. o