Although we always hope that when you join us you will have a long career with the Company, inevitably we understand that people do leave for many reasons. Please see below your obligations to the company if you do decide to leave...
Your personal contract will explain the minimum period of notice that must be given to terminate your employment. Please note the following:
Notice must be in writing (whether from the Company or you) and the final date of employment must be confirmed by your Line Manager before a commitment to a start date with a new employer.
The Company reserve the right to make payment in lieu of all or part of your notice period at the Company’s absolute discretion.
The employment contract allows the Company to require you to remain absent from the hotel premises, but this does not affect your rights to normal pay and benefits.
The Company may agree to release you earlier than the contractual notice period only if this does not adversely affect the operation of the department/Company.
The Company may require you to take outstanding holiday during a period of notice.
Should you wish to take any outstanding holiday entitlement within the notice period this is subject to the normal process for requesting leave (see Holidays and Other Leave).
Irrespective of notice period, the Company has an overriding right to summarily dismiss without notice in situations of gross misconduct (see Discipline and Grievance).
Your Line Manager will explain the administrative arrangements with you when your employment ends with the company. On termination of employment you are entitled to receive normal pay to the last day of work and payment in lieu of accrued but unused holiday entitlement.
If you are absent due to sickness during your notice period there is no entitlement to pay with the exception of SSP (see Sickness Absence).
Any payments which are due to the Company when you leave e.g. if you have taken more annual holiday entitlement than you have accrued for the current year or there are training cost repayments to be made, these will be deducted from any final payments due.
All items of Company property (e.g. uniform, keys to premises and/or cupboards, IT equipment, passwords, Company documents, ID or swipe cards) are to be returned to your Line Manager on or before your termination date.
Final payments will be made in the usual way once all items of Company property have been returned and usually within 28 days of your termination date. The final payslip and P45 will be posted to your home address on file.
Within 6 months termination of your employment, you must seek permission from the Area General Manager or Line Manager for admission back on to the premises / live in accommodation stating the reason for the request and any colleagues that are to be visited if applicable.
The Company policy is to provide only factual detail in response to any request for a reference on a former colleague.
Upon termination of employment, by either party, the Company request that you vacate the accommodation within 48 hours. This may be extended at the discretion of the Area General Manager.
Whereby employment has been terminated, due to gross misconduct, accommodation will need to be vacated immediately.
During your employment, you may become aware of confidential information about the Company, its services, products, staff, guests, suppliers, customers, intellectual property, business plans and finances. This list is intended to give examples of confidential information, rather than to be exhaustive. You are not permitted to disclose confidential Company, guest, customer or supplier information to any person outside the Company, nor to anyone within the Company who has no reasonable need for the information. This obligation applies without time limit after the termination of your employment.