Hotel Employee Termination Practices

This assignment delves into the subject of employee termination within the hospitality industry, specifically examining the practices employed by hotels. The analysis is grounded in a case study of Blondeye Hotel, exploring reasons for termination, legal frameworks surrounding it, and ethical implications. The document emphasizes the importance of fair procedures, transparency, and adherence to labor laws when terminating employees.

SEPARATION-
TERMINATION

Table of Contents
INTRODUCTION...........................................................................................................................1
PROJECT 1......................................................................................................................................1
1.1 Features of practice system of separation/termination:....................................................1
1.3 Types of separation: .......................................................................................................2
1.4 Procedures: .....................................................................................................................3
TASK 2............................................................................................................................................4
2.1 Communication with the employees: ..............................................................................4
2.2 Importance of the staff who conduct the separation and termination: ............................4
PROJECT 2......................................................................................................................................5
TASK 1- Report...............................................................................................................................5
TASK 2- Counselling plan:.............................................................................................................6
2.1 employee understand the required performance...............................................................6
2.2 employee must be advised................................................................................................6
2.3 opportunities to employees...............................................................................................6
2.4 warning to the employees.................................................................................................7
2.5 termination reviews from Geoff.......................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Separation and termination conducted by the organisations to improve the working of the
organisation. These are the steps which are to be taken by the professional heads to maintain
discipline in the organisation and employees to understand the operations of the organisation.
Employees can be separated or terminated as per their work performance and unhealthy
behaviour towards the organisation and co-workers. There must be punishments to the
employees through various ways.
PROJECT 1
1.1 Features of practice system of separation/termination:
Separation of an employee is the process to inform him that he/she is to be terminated.
The relationship between employees and the organisation ends when the employee is no longer
serving the organisation or may be his/her is not performing or behaving well in the organisation
(Brotherston, Bornat and Calcagno, 2008). There can be many reasons or circumstances for the
termination and separation. BHP Billiton has the good human resource strength and it is
Australia's largest MNC. The termination and separation in this organisation has the main issue
when they have terminated their former CEO before the completion of his contract with the
organisation.
1.2 Process to develop quality of separation:
The separation process of an organisation can be developed with the help of
implementation of various methods. The quality of this process can be improved and the
organisation will have the smooth functioning. Inform the employees: Warnings should be given to the employees as according to their
inappropriate performance and misbehaviour (Brotherston, Bornat and Calcagno, 2008).
BHP Billiton give pre-information before the termination of any employees which is
helpful in giving a chance to the employees and they can improve their performance or
behaviour. Criteria of selection: BHP Billiton should fix the criteria of recruiting employees. The
qualification of employees to be mentioned and they should be recruited as per their
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academic qualification or the years of experience they served for the required post
(Jamal, and Adelowore, 2008). Implementation of the selection criteria: BHP Billiton should adopt the techniques of
implementation of selection criteria. It will be helpful in making recruitment or
appointing the qualified or talented employees to the organisation. Fair selection: There must be appointment of the best HR professional who can search
the best employee to be selected for BHP Billiton. This process will make the proper
employee management in the organisation.
 Alternatives: Employees go on leave or may leave the organisation so there must be
alternative or replacements of such employee. It will help in on going functioning of BHP
Billiton.
1.3 Types of separation:
There are several type of separations with the help of it an organisation can make efforts to have
the best employment management: Resignation: Employees of the organisation can give resignation to their jobs as they are
not comfortable or satisfied with the work environment (Jamal and Adelowore, 2008).
The resignation should contain the proper details of the employee and the reason of
leaving the organisation. Retirement: The completion of the employee contract with BHP Billiton and they will be
awarded with the retirement benefits like the large amount of money, free medical
allowance. The retiring employee must provide the letter of resignation to his department. Probation: The probationary period helps the organisation in knowing the talents of the
employee and analyse his work performance this can be of 6 months (Jamal and
Adelowore, 2008). The probationary period can be extended for additional 3 months as
per the request given by the employee. The extension of probationary period should be be
done before the completion of the 6 month probationary period. It can be reduced as per
the work performance of the employee with the help his supervisor.
 Lay-off: The lay-off can be done by the employee on consideration of their career, is
based on the non-satisfaction with the work, not an appropriate salary to the employees.
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The employee must give notice before the 60 days of his lay-off (Pitts and Recascino
Wise, 2010). The lay-off can be permanent or temporary. It will be approved by the
seniors of that employee.
1.4 Procedures:
Separation process can be done by the various process.
 Develop plan: Organisation should make the redundancy or redeployment plans.
The redeployment process helps the organisation in reappointing the previously
working employees (Yablon-Zug, 2012). Organisation make replacement by
appointing the employee to the other job within the organisation.
 Manage the plan: Organisation should manage the redeployment and redundancy
and provide the information to the employees as it will not affect the working
operations. The organisation will not compromise with their work on this basis.
 Provide outplacements and assistance: Organisations or the other agencies offer
placements to the employees who were redundant due to work or economic
issues. It helps employees to develop a clear action plan for future and provide
better career assessment.
 Training: Training to the managers and human resource staff is very necessary to
adept and acquire the discipline in work environment of organisation.
Communication tool should be developed as to help the employees to freely
communicate with their seniors or share the informations.
 Workforce plan: Recruiters should develop the workforce as according to the
jobs. They should be appointment of the number of employees to the required
work (Yablon-Zug, 2012). The employees should be classified as per their
qualifications and the work to be done by them. Details of the employee should be
recorded like age, gender, qualifications, skills, geographical locations etc.
1.5 Unfair and Unlawful dismissal
Harsh, unjust or unreasonable dismissal or an employee is the unlawful termination.
Employee will go to court if the termination done on them is unlawful with the help of legal
claim, the offer letter of the organisation which was signed by the worker (Kim and et.al. 2008).
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An employee must be informed firstly before termination. It will given them chance to improve
or be in discipline.
1.6 payments or entitlements
Payments made to the employees are to be entitled by the organisation. They should be
paid as according to their performance and the post they have acquired (Kim and et.al. 2008).
Essentials leaves to be allotted to them as they have any personal issue, health problem and etc.
there must be discussion done in their training section about the numbers of leaves to be allowed
to them. They must be awarded as per their better performances and necessary amount of salary.
The worker must feel safe and secure at the work place. The environment should be pleasant,
healthy and harassment related issues to be solved.
1.7 legal requirements
Necessities of life to be provided to employees including wages health and safety. They
should be awarded with the various allowances like health, medical, educational allowances etc.
if the work place is far from their residential areas, there must be allowance of vehicles and
transportation facilities to them.
1.8 Policies and procedures
Employees are not satisfied with their work environment and they were not paid as
according to their performance. Employers are not happy with the performances of their junior
workers. This must be concluded and sort out (Jamal and Adelowore, 2008). The employees
must be satisfied and they should be provided changes in their duties. Retraining must be
provided to them and they have to look opportunities to improve their performance.
TASK 2
2.1 Communication with the employees:
Organisation musty be concern about the employee's satisfaction to the jobs. The seniors of
BHP Billiton should build a best communication relationship with its employees these are as
follows:  Weekly correspondence: Employees to be asked weekly about the work and job
they are performing (Tuch, 2008). Employees quarries are to be recorded and they
should be helped regularly.
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 Build comfort: Better relationships with the employees so they can feel comfort
while talking to their seniors and can easily share the information or problems
related to the work.
 Meetings: There should be organised meetings, workshops, conferences as to
enhance the employee's knowledge and provide guidance or training so they can
improve the quality in their work.
 Senior leadership: Employees should be assigned the work as according to their
interest, the employees who are good in leadership and have the talent to manage
his work should be awarded with the best posts of the organisation.
2.2 Importance of the staff who conduct the separation and termination:
The staff members who have the responsibility of conducting the separation or termination in the
organisation will be the Heads of various departments, HR manager of the organisation,
members of BOD, Senior or the team leader of the employee. The various skills should be
adopted by them:
▪ The manager or the head of any department should recognise the framework
of the employees including the fair and unfair, lawful and unlawful etc.
▪ The staff who is conducting termination in the organisation should be well
known to the statutory and contractual rights.
▪ The manager or the head should know that how they mitigate the loss and
appreciate the costs of getting the termination wrong.
PROJECT 2
TASK 1- Report
To,
Geoff Allwright
Managing Director at Blondeye Hotel
Date: 3 August 2017
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Sir,
I have gone through the case of Ms M where she was blamed for stealing the bag of
$50.00. As per the work period of Ms M she has served the Blondeye Hotel bar for 8 years.
This should be taken into concern that she has been doing work for the Hotel for a long time
and during that period the Hotel did not face any loss regarding the robbery and any kind of
stealing. Ms M was working under the consideration of the bar manager and he has expressed
the favour for her. He believes that she was wrongly blamed by you. As I go through the
videotape of the Bar when the whole incident occurred Ms M was chatting with the customers
for long duration. It may be her nature of talking with costumers or it is a part of consumer
retention. This is the part her job she has to make good communication relationship with the
Hotel's consumers. On the other side, many costumers have to wait for their drinks about she
has chatted away. This behaviour can be harmful for the Hotel's reputation. The consumer can
switch to the other places as their needs are not satisfied. The day when the incident occured Ms
M was recorded several times on the video surveillance camera, she was performing her daily
job in the Bar but the thing which make her to notice much is that she was spotted moving the
bag of $50.00 from a ledge next to the till. She can be shifting the bag or maybe she was
arranging her work, but the bag was never seen again. The slake attitude of Ms M brings her
into the consideration that she had committed the crime of stealing money. I think there should
be an investigation against Ms M before blaming her for this incident. And there should be
investigation about why the disappearance of the bag was the final straw? What happen after the
bag disappeared? Where is the rest of the footage? Questions to be asked to the consumers who
were presented there at the time of the incident. If possible there should be investigation on
them. There should be proper check on the videotapes including time duration of the videos, the
exit and entrance of the consumers or other staff members.
As per the conclusion made in accordance with the case I suggest that before blaming
Ms M we should took a investigation on the case and the parties involved inthe case.
Thanks and Regards
Mathew Tan
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HR Consultant at Blondeye Hotel
TASK 2- Counselling plan:
2.1 employee understand the required performance
To prevent the Hotel in future from this kind of incidents there should be the
implementation of the proper thought as according to teach or train the employees the rules and
regulations about their duties. The employees should be considered all the duties and they should
follow all the rules, if there is any breach of their duties they will be punished or terminated to
their jobs. There should be strict action against employees in accordance with their behaviour
with the consumers of the Hotel.
2.2 Employee must be advised
If in future the incident occur which is based on the robbery of any kind of the conflicts
than there should be strong investigation against him/her. They have to be punished about their
crime. The reviews can be taken from the employees before implementation of this plan. They
will be allowed to give their answers and put their point in the case where they were involved.
2.3 Opportunities to employees
The reviews should be taken from the management about the rules and regulations in the
Hotel premises. These rules are to be discussed with the professionals of the organisation and
their consideration should be taken as to make changes and preferred rules. There should be
conduction of meetings and seminars within the Hotel as to take suggestions of all the Heads and
managerial bodies about the making of rules.
2.4 Remedies to employees
Management should provide the solutions to employees about their weaknesses and poor
performances. They should be time bound for the tasks provided to them (Jamal and Adelowore,
2008). There must be strong action against their misbehaviour and they should be punished.
2.5 Warning to the employees
Before terminating an employee, he should be warned and should be known to the
punishment he is going to face if the incident repeats by him in future. The employees must be
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responsible for the misconduct and unhealthy behaviour with the consumers or with other staff
members. The contract of employee recruitment must be contained all the rules and punishment
to be given to the employees.
2.6 Termination reviews from Geoff
The termination interview should be conducted as in the consideration of managing
director. It will only proceed by the directors. The termination of the employees can be done as
per the following process:
 The employee who is going to be terminated should be involved at the time of incident.
There should be presence of him/her.
 Termination should not be done without any cause. There must be some reason and the
employee should know to it.
 Before termination the notice should be given to employees or the department head in
their they are serving. The notice should contain the employee details, the reason of his
termination, etc.
 Contract should be signed by every employee and they should be aware with the
necessary rules of the Hotel. A soft copy of their signed copy should be kept in the office
records.
CONCLUSION
As per the above projects including the case study of Blondeye Hotel the conclusion is
made that the organisation terminates employees due to their unappropriated behaviour and lack
of quality in their performance. The workers must be punished as per their misconduct in the
organisation. It can be harmful for the image of the organisation and reduce the consumer power
to the organisation.
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REFERENCES
Books and Journals
Brotherston, J., Bornat, R. and Calcagno, C., 2008. January. Cyclic proofs of program
termination in separation logic. In ACM SIGPLAN Notices (Vol. 43(1). pp. 101-112).
ACM.
Jamal, A. and Adelowore, A., 2008. Customer-employee relationship: The role of self-employee
congruence. European Journal of Marketing. 42(11/12). pp.1316-1345.
Pitts, D. W. and Recascino Wise, L., 2010. Workforce diversity in the new millennium: Prospects
for research. Review of public personnel administration. 30(1). pp.44-69.
Yablon-Zug, M., 2012. Separation, deportation, termination. BCJL & Soc. Just. 32. p.63.
Kim, W. J. and et.al. 2008. Covalent functionalization of single-walled carbon nanotubes alters
their densities allowing electronic and other types of separation. The Journal of Physical
Chemistry C. 112(19). pp.7326-7331.
Tuch, H., 2008. Structured types and separation logic. Electronic Notes in Theoretical Computer
Science. 217. pp.41-59.
Blanqui, F. and Roux, C., 2009, September. On the Relation between Sized-Types Based
Termination and Semantic Labelling. In CSL (Vol. 5771, pp. 147-162).
Kreutz, J., 2010. How and when armed conflicts end: Introducing the UCDP Conflict
Termination dataset. Journal of Peace Research. 47(2). pp.243-250.
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