Hotel Directors Meeting March 2020

And these are shared with Doug who then forwards to Directors.

The development of;

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 Equalities and diversity review of the staffing establishment and pay.  A comprehensive Training and Development Plan.  A Leadership Team Action Plan.  A Gant Chart to show stages and timing of the Leadership Team Action Plan.

The Leadership Team hope that these should help address these concerns. A number of additional attachments are listed at the end of this document and attached.

1. Classrooms.

No quotes for refreshment making machines received. Ian provided a quote from Bebida to Doug for consideration by e-mail on 26 th September. Decision at the time was the cost per cup was expensive and we should carry on the way we do things currently. 6/3/20: Richard Langham is currently securing new quotes from an alternative source. Invoices to hotel from GFTU for hotel use, remain unpaid, despite reminders. These need to be paid please. Tim and Andrew to resolve payment delay. 6/3/20: Tim confirms agreed rate is £95 a day, all paid up to date. There was an unfortunate muddling of the Hotels ICT requirements with the GFTU’s and this led to a delay in getting the GFTU equipment. While it was sensible to consider purchasing two units to save costs, the Hotel at no point had budgeted for this nor could it afford this and so held back the GFTU development. Why is this important: The GFTU invested in training rooms as facilities at the hotel are not appropriate for education exclusively, the primary use of these rooms is for the GFTU as there is reduced access to the hotel as pressures on the hotel to generate revenue increase. Clarity of financial arrangements between parts of the same organisation is always desirable. GFTU order notified to Tony Johnson on 9/1 to progress. The Samsung Flip has been delivered but needs building, the Clever Touch board will be delivered and installed on 13 th February. This needs discussion. It is impossible to comprehend why despite repeated requests and explanation of why any employer needs full paper records and contracts of employment, there are more gaps that inclusions on the HR record and why this was not fully complete by Oct 31 st as committed to Directors . At the moment some hotel HR records are retained by Managers – suggest we immediately change this and records are kept in the GFTU Filing system, along with other paperwork from recruitment, supervision, sickness and holiday procedures to resignation / end of employmentetc. The first draft of the third annual HR Audit was circulated in draft by 31 st October, the appointment of Kona Seisay has helped expedite more efficiently. 6/3/20: Kona Seisay has left the GFTU, her replacement will undertake the work. 1. HR Audit, culture and operation.

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