Gross misconduct is any deliberate act committed by a colleague which is severely detrimental to the good conduct of the business or harmful to other colleagues. Such acts by their nature are very serious and will normally warrant summary dismissal (i.e. without notice, or payment in lieu of notice or holiday pay in excess of that provided for by the Working Time Regulations 1998).
Examples of gross misconduct are shown below. This list is not an exhaustive one and only gives an indication of the type of conduct that may be considered gross misconduct. Any unspecified actions of similar gravity, will, therefore be regarded as gross misconduct:
Repeated or serious failure to obey instructions, or any other serious act of insubordination;
Physical violence or bullying; or actual or threatened violence, or behaviour which provokes violence;
Obscene language or other offensive behaviour;
Being under the influence of alcohol, drugs or other substances whilst on duty or on Company premises;
Drinking alcohol on duty;
Serious incapability at work brought on by alcohol, drugs or other substances;
Possession, consumption or distribution of alcohol, drugs or other substances on company premises;
Theft, or unauthorised removal of our property or the property of a colleague, contractor, guest, customer or member of the public;
Fraud, forgery or other dishonesty, including fabrication of expense claims and time sheets;
Sabotage;
Fraternisation between colleagues and guests;
Failure to conduct any personal relationship in a professional manner whilst on Company premises;
Conduct seriously prejudicial to the good reputation of the Company;
Wilful or negligent violation of hygiene and/or safety rules or procedures likely to endanger any person e.g, smoking in a prohibited area;
Sleeping on duty;
Wilful absence, e.g. job abandonment, a false claim of sickness absence;
Unauthorised absence;
Serious neglect of duties, or a serious or deliberate breach of your contract or operating procedures;
Serious breaches of the policy on handling of keys and cash;
Any breach of the Licensing and Excise Laws;
Deliberate provision of misleading or inaccurate information for the purpose of obtaining employment with the Company;
Wilful alteration, destruction or disclosure of data held in the Company's computer;
Unauthorised use or disclosure of confidential information or failure to ensure that confidential information in your possession is kept secure;
Serious misuse of our information technology systems including email and internet facilities;
Deliberate and serious damage to property;
Harassment of, or discrimination against colleagues, contractors, clients or members of the public, related to gender, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national original, disability, religion or belief or age contrary to our Equal Opportunities Policy or Anti-Harassment and Bullying Policy;
Victimising a colleague who has raised concerns, made a complaint or given evidence or information under any relevant company policy or procedure;
Undertaking authorised paid or unpaid other employment during your working hours;
Unauthorised entry into an area of the premises to which access is prohibited;
Serious misuse of our property or name;
Indecency;
Actions constituting a criminal offence that makes the individual unsuitable for their type of work or unacceptable to other colleagues;
Any unreasonable refusal by an individual to give consent to a search when appropriately requested (see Right to Search);
Supply, sale or possession of illegal drugs on Company premises or on Company business;
Serious breach of the Company’s rules and policies;
Serious breach of health and safety or food safety rules;
Loss of, or potential loss of, a liquor licence where the employee is a licensee for the hotel location, and/ or any negligent or wilful contravention of licencing laws;
Accepting or offering of a bribe or other secret payment or other breach of our anti-corruption and bribery policy;
Intimidating or coercing witnesses and/ or other employees during Disciplinary or Grievance process;
Placing any comments or messages on any social networking sites, internet site, or any other method of communication which are regarded by the Company as being detrimental to its reputation or to any of its colleagues, customers or agents (see Electronic Communications);
Gambling on Company or Hotel premises, or organising lotteries and collections without prior management permission;
Causing loss, damage or injury through serious negligence;
Making untrue allegations in bad faith against a colleague;
Personal conduct prejudicial to the efficiency, discipline or reputation of the Company;
Sexual misconduct at work or a work related social event;
Bringing the company into serious disrepute;
Rudeness to guests or other customers;
Serious breach of confidence or conduct which totally undermines the necessary relationship of trust between the employer and the employee;
Covert recording;
Failure of audit.