performance. v. The termination of employment may be voluntary or involuntary. vi. Written notice must be given two weeks before in case of voluntary termination. vii. Involuntary termination is the termination where in the management terminate the employee due to his poor performance, misconduct, notice period, expiration of a leave of absence, reduction of staff or end of term appointment (appendix-2)viii.Meetings of involuntary termination except those involving reduction of staff should be done in the presence of higher authorities. Prepare an agenda for the termination meeting: i. One should prepare himself of what he is going to say and how before going to the termination meeting. ii. The meeting room must be away from the individual’s coworkers and it should be well set before time. iii. Better to have a member of management as a representative in the meeting. Conduct an exit interview: i. The management must schedule an appointment prior to the employee departure. ii. This interview must be carried in private with the member of the management team iii. Encourage the terminating employee to talk freely on all aspect of the hotel. iv. The information gathered from such interviews are used for improving hotel policies and procedures. Before terminating the employee ensure the following checklist: Compile the proper documentation: i. Before the termination takes place one should ensure that they have right legal documents in place. ii. Ensure that this process is unbiased, professional and follows company policy. Prepare the termination letter: i. Use the template for employee termination (see appendix-3)or adjust it according to your specific needs. Create benefit package if any: i. In case of any benefits to be provided to the employee it should be ready for him during the termination meeting. Such benefits are liable only to those who are terminated due to reduction of staff. Come up with additional agreements: i. Employee sign on an employee termination agreement or a non-compete agreement is a must. Prepare an agenda for the termination meeting: Make sure the former worker return the items: i. List out those items the former worker must return and make sure that they are returned before the termination, recovering it after the employee is gone will prove difficult. Conduct an exit interview. Approval Prepared By Checked By Approved By SOP for Personal Grooming SOP Title: Personal Grooming SOP Number:Version Number:Date:i. The uniform must not be crashed, damaged or stained. ii. Ensure that the socks has no runs or holes and always keep shoes polished and in good shape. iii. Fingernails must be kept clean always, it must be filed short and must not be bitten. iv. Pearl nail polish with no chips is advised for lady hoteliers. v.
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- Winter '15
- Management, Termination of employment