Rachel Eckley – 10241127
Unit 20 – Human Resources in Hospitality
, Rachel Eckley – 10241127
Unit 20 – Human Resources in Hospitality
P1 M1 D1
Types of policies used in the hospitality industry:
Leave
Sickness
Dress code
Disciplinary
Pay
Parental leave
Redundancy
Holiday leave and annual leave are policies which employees are entitled to in all jobs. It
usually depends on the amount of days and hours employees do which determines their
amount of holiday they’re entitled to. For example, I work 12 hours a week at Sainsbury’s
Café and I am entitled to 72 hours holiday a year. I have to take these hours because it is a
legal requirement for Sainsburys to pay me for these holiday hours. If I have used up all my
holiday hours and want more holiday, Sainsburys can refuse to give them to me. Different
businesses have different policies, for example, some don’t give holiday pay to employees
(but this would be in the contract which the employee would have to agree to when
accepting the job). From the website: https://www.kobas.co.uk/help/staff/holiday-allowance-
and-accrual/ I have found some more information on leave for another business. “The
amount of holiday allocated to an employee depends on their contract type and number of
days per week that they work. When you onboard a new staff member in Kobas, we will ask
you to define their contract type, and this will provide further options on their holiday
allowance. We will recommend the minimum legal holiday allowances for the number of
days per week your employee works, but you can choose to enter a higher number if
desired.” The reason employees are entitled to holiday and any other leave policy is to
ensure they have time off work whether it’s because they need a break or because they
want to go away on holiday and need the time off work.
Sickness is another policy important to employees because if somebody is sick and can’t
make it into work, it’s not their fault and should therefore be paid. For example, where I work
(Sainsburys), the first 3 days I will be paid for having it off sick but after 3 days, I will need a
sicknote from a doctor to prove my time off. Sickness policies are important to help reduce
absence by not encouraging employees to take ‘sick’ says just to gain extra holiday. For
example, some business requires employees to make a phone call to say they are sick
rather than just texting/sending an email. Some businesses also monitor sickness. For
example, at Sainsburys if an employee often phones in sick, it will get recognised and that
employee may receive a disciplinary or a warning. I have seen before at work situations
where staff have had meetings because of their excessive sick leave. It can be a sackable
offence as it is misconduct. This policy is in place to deal with sick pay, reporting the
absence and how to manage the sickness absence. If an employee was to fail to report
absence under this policy (or lying about their sickness), this will be classed as misconduct
as they will be falsely claiming sick pay. Compared to Sainsbury’s policy, Tesco’s is slightly
different. From some research, I found that their attendance management policy is called
supporting your attendance. This is based on ‘triggers’ of 3% unplanned absence or three
Unit 20 – Human Resources in Hospitality
, Rachel Eckley – 10241127
Unit 20 – Human Resources in Hospitality
P1 M1 D1
Types of policies used in the hospitality industry:
Leave
Sickness
Dress code
Disciplinary
Pay
Parental leave
Redundancy
Holiday leave and annual leave are policies which employees are entitled to in all jobs. It
usually depends on the amount of days and hours employees do which determines their
amount of holiday they’re entitled to. For example, I work 12 hours a week at Sainsbury’s
Café and I am entitled to 72 hours holiday a year. I have to take these hours because it is a
legal requirement for Sainsburys to pay me for these holiday hours. If I have used up all my
holiday hours and want more holiday, Sainsburys can refuse to give them to me. Different
businesses have different policies, for example, some don’t give holiday pay to employees
(but this would be in the contract which the employee would have to agree to when
accepting the job). From the website: https://www.kobas.co.uk/help/staff/holiday-allowance-
and-accrual/ I have found some more information on leave for another business. “The
amount of holiday allocated to an employee depends on their contract type and number of
days per week that they work. When you onboard a new staff member in Kobas, we will ask
you to define their contract type, and this will provide further options on their holiday
allowance. We will recommend the minimum legal holiday allowances for the number of
days per week your employee works, but you can choose to enter a higher number if
desired.” The reason employees are entitled to holiday and any other leave policy is to
ensure they have time off work whether it’s because they need a break or because they
want to go away on holiday and need the time off work.
Sickness is another policy important to employees because if somebody is sick and can’t
make it into work, it’s not their fault and should therefore be paid. For example, where I work
(Sainsburys), the first 3 days I will be paid for having it off sick but after 3 days, I will need a
sicknote from a doctor to prove my time off. Sickness policies are important to help reduce
absence by not encouraging employees to take ‘sick’ says just to gain extra holiday. For
example, some business requires employees to make a phone call to say they are sick
rather than just texting/sending an email. Some businesses also monitor sickness. For
example, at Sainsburys if an employee often phones in sick, it will get recognised and that
employee may receive a disciplinary or a warning. I have seen before at work situations
where staff have had meetings because of their excessive sick leave. It can be a sackable
offence as it is misconduct. This policy is in place to deal with sick pay, reporting the
absence and how to manage the sickness absence. If an employee was to fail to report
absence under this policy (or lying about their sickness), this will be classed as misconduct
as they will be falsely claiming sick pay. Compared to Sainsbury’s policy, Tesco’s is slightly
different. From some research, I found that their attendance management policy is called
supporting your attendance. This is based on ‘triggers’ of 3% unplanned absence or three
