A holiday policy is one of the basic legal frameworks that each and every business enterprise has to have in place. This is particularly important in private business because unlike the public sector most businesses operate on the principle of profit maximization and as such would operate even on weekends and would-be public holidays. Having a holiday policy in place ensures that the enterprise avoids legal suits from employees on account of breach of their rights as workers.
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In order to accommodate the needs of the guests even when they clash with staff sensibilities and beliefs it is imperative that the employees understand that the hotel is a business and at the end of the day we are supposed to make money. It would therefore be the prerogative of the staffs to try and put aside their personal beliefs for as long as they are at the work place (Barbeito, 2004). This will easily go well with the highly heralded business slogan that the customer is always right (Guerin and Delpo, 2007).
My schedule will be strict because in business, more often than not, when employees are given flexible schedules they tend to use the loopholes to circumvent company policy and to some extent disregard their work (Lawson, 2005). The various holidays will be put down and a structure put down to establish that all individuals get to work on at least one of the days. This is because the hotel industry unlike many other business establishments is expected to operate round the clock, all year round (Guerin and Delpo, 2007).
In my opinion, company policy should definitely supersede individual beliefs. This is because any business enterprise is bound to have staffs from varied backgrounds and with vast array of beliefs (Hicks, 2003). If individual beliefs were to come ahead of company policy, the system would definitely be overloaded by employee demands.
This covers the beliefs of the owners/CEOs. In management, the senior members of staff are expected to set the example for their junior associates and therefore when drafting the holiday policy, it is mandatory that it is structured in such a way that it is all encompassing. A well structured and strict company policy makes the job of staff management easier (Guerin and Delpo, 2007).
While writing the policy, I will have to consider the fact that employees have to be paid even when they don’t come to work as a result of a holiday (Hicks, 2003). The pay issue principle also demands that employees who come to work on holidays be paid slightly more than what they would earn on regular days(Guerin and Delpo, 2007).
I will also have to bear in mind that the employees are classified under various categories based on their levels of experience amongst other credentials that were used when recruiting them. This means that the policy will be balanced in such a manner that even the senior members of staff have to work in at least one of the holidays.
I would word the policy in such a way that it avoids technical and legal jargon. This will be so that each and every employee can easily understand it, as such ensuring full compliance. The first step in the process of policy drafting will be to establish the various acceptable holidays within the region. This will help in identifying which holiday’s within the calendar will be classified as company holidays and the criteria for such classification. Below is the full holiday policy:
1. Fixed holidays:
- New Year’s Day
- Independence Day
- Labor Day
- Eid ul- Fitr
2. Policy Principles
The hotel’s members of staff will be paid in full during the holidays
For an employee to get a full holiday pay, he/she must work on the day preceding the holiday and the day after the holiday (Lawson, 2005).
If an employee is required on the day when an he/she had been scheduled to be on off as a consequence of a holiday, he/she will be paid double the amount he/she would have received on the regular days (Barbeito, 2004). On top of this, he/she will also get another paid day off within a month after the holiday.
If a holiday happens to be on a Saturday, then the company shall consider the Friday before the given Saturday a holiday (Lawson, 2005). It the holiday is on a Sunday, the company policy will have it that the following Monday will be the holiday (Lawson, 2005).
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If a holiday falls on the day when an employee is supposed to be on vacation, an extra day will be added to the employee’s vacation days (Hicks, 2003). The employee will be compensated for the day accordingly.
An employee can be exempted from working on a given holiday provided he/she comes up with a reason founded on solid grounds. This exemption is however permitted only within a period of one month after the holiday quota is released. Failure to do so will mean that the employee agrees with the schedule.
Barbeito, c. (2004). Human resource policies and procedures for nonprofit organizations. Chichester: John Wiley and Sons.
Guerin, L. and Delpo, A. (2007). Create your own employee handbook: a legal and practical guide. Berkeley: Nolo.
Hicks, D. (2003). Religion and the workplace: pluralism, spirituality, leadership.
Cambridge: Cambridge University Press.
Lawson, J. (2005). How to Develop a Personnel Policy Manual. United States: AMACOM Div American Mgmt Assn.