How many employees does your final project business have, or how many would you envision starting with, and why?
The Peninsula Chicago is a vast property which also holds elements of discreteness and modesty. There are numerous departments in both front and back of house. Consequently, it requires a sufficient amount of employees. We estimate the need will range from 201-500 employees for the property. To provide the genuine care and service, we estimate this a reasonable amount for our guests and functions. This will also sustain one mechanism and ease communication. Our goal is to not only be known for the service we provide to our guests, but additionally being a culture that cares for all their employees. The Peninsula creates an atmosphere of engaged employees, who are eager to grow and develop. This in hand, supports every department. We as an employer, will empower our staff to create memorable moments for our guests. Our promise is to make their stay one to remember. Lastly, Our employees are our power, and will strengthen our brand and daily operations to achieve our goals.
What is a type of employment discrimination that could happen at your final project business?
Employment discrimination laws (Title VII of the Civil Rights Act of 1964) seek to prevent discrimination in hiring, discharge, promotion, referral, and other facets of employment based on race, sex, sexual orientation, religion, national origin, physical disability, and age in the workplace. As the law itself states, employment discrimination can take place in many different forms. At The Peninsula, we are well aware and well informed on the basis of the employment discrimination laws and are willing to do everything in our power to avoid cases from occurring in our establishment.
One example that could affect us and cause a discrimination lawsuit is religious beliefs. This may pertain someone not being able to wear a Hijab at the workplace. The circumstances rely on the fact that The Peninsula does not have any properties in Muslim countries. Being an Asian brand, they do not have a headscarf element in their uniform. Meanwhile, we are on an international level of service, which based on our policy - we cannot discriminate against a candidate due to their religious beliefs. Example being is considering that future employee is highly-qualified, and suits the position for The Peninsula standards. We must allow candidates and employees to practice their religion freely.
“Typically, the employer will advise the applicant or employee of its dress code or grooming policy, and subsequently the applicant or employee will indicate that an exception is needed for religious reasons. Applicants and employees will not know to ask for an accommodation until the employer makes them aware of a workplace requirement that conflicts with their religious practice. The applicant or employee need not use any "magic words" to make the request, such as "accommodation" or "Title VII." If the employer reasonably needs more information, however, the employer and the employee should discuss the request. In some instances, even absent a request, it will be obvious that the practice is religious and conflicts with a work policy, and therefore that accommodation is needed. ”
How would you prevent employment discrimination?
The Peninsula hotel is a globally renowned 5-star luxury property. We welcome and cater to people's needs from all different backgrounds in the world. Being in an industry that truly embraces and celebrates the diversity ,there is no room for discrimination. For our brand to succeed, we need everyone to unite as one. We have created policies that address discrimination in three different matters. They include: How to prevent discrimination in the hiring process, how to avoid bias at work, and lastly, how to prevent our guests from being prejudice towards other guests and employees.
New Employee Hiring Process
For our hiring process at The Peninsula, candidates must go through multiple screenings prior to acceptance of position. Each interview is with a different member of our team, and in a different environment inside the hotel. How must we ensure though that our panel of interviewers are not to use personal prejudices against one of our interviewees?
Our panel is a various range of department heads which all have the necessary experience and knowledge to lead their department. We make sure that every panelist is well informed on employment laws but especially two fundamental laws. First the Civil Rights Act of 1964 which ended segregation in public places and banned employment discrimination on the basis of race, color, religion, sex or national origin. Then the next vital law we require our interviewers to know is The Age Discrimination in Employment Act of 1967. This prohibits employment discrimination against anyone at least 40 years of age.
These two laws if we are found guilty, can cause hundreds of thousands if not millions of dollars in losses. At our place of employment, we want to ensure that all of our team members are in a safe environment free of bias and prejudices.
Staff on Staff Policy
We have created a “one and done” policy for our staff. This “one and done” policy means that any accusations of discrimination will be investigated. First, open an investigation conduct interviews and talk to witnesses in the discrimination allegations. Next, spent the expected party indefinitely if accusations are expected to be legitimate. Then, conclude the investigation and come up with a decision. Lastly, either unsuspended expected party or terminate their employment and a permanent ban from employment and stays at all Peninsula properties around the world.
We take prejudices towards other employees very seriously. To prevent any false accusations, we ask that please bring evidence and witnesses to HR. Be prepared for interviews with the investigation team. If allegations are illegitimate, the accusing party will be suspended for three days no pay and will be given a strike on their profile. The accuser will also have to participate in a diversity training course which will not be covered by management.
In Terms of Guests
Being a hotel and having the need for a “hospitality personality,” we have to be able to balance the requirements of the guests and employees rights. In this case, harassment from the side of a guest is unacceptable and can even cause us to be liable for their actions. In recent allegations against The Peninsula Beverly Hills, four women have come forward saying they have been harassed by guests.
One of those guests was Hollywood elitist Harvey Weinstein. Mr.Weinstein has been accused of sexually harassing the women employees and even conducting “work meetings” to cover up his sexual abuse scandal. This is unacceptable by both employees and our guests. Our employees are here to make guests stay memorable, but when sexual abuse and harassment allegations come up it becomes more than a guests stay. It becomes about are the team members safe. We express to our team if they feel unsafe to notify management in ways of radio, call or text right away.
