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08 Task Performance

The document discusses a labor case involving Melva Nath versus the Shangri-La Manila Hotel. It asks questions about whether due process was followed in Nath's dismissal and whether the court's decision agreed. It suggests tourism businesses are more prone to labor disputes due to flexibility/pressure of work, labor intensity, wages/benefits, and seasonality of operations. To prevent such cases, it recommends installing CCTV cameras for surveillance of employees and guests, along with surprise inspections and locker checks to ensure employees follow company regulations.

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Miseu Boon
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524 views

08 Task Performance

The document discusses a labor case involving Melva Nath versus the Shangri-La Manila Hotel. It asks questions about whether due process was followed in Nath's dismissal and whether the court's decision agreed. It suggests tourism businesses are more prone to labor disputes due to flexibility/pressure of work, labor intensity, wages/benefits, and seasonality of operations. To prevent such cases, it recommends installing CCTV cameras for surveillance of employees and guests, along with surprise inspections and locker checks to ensure employees follow company regulations.

Uploaded by

Miseu Boon
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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08_Task_Performance

1. Research and look on the case of Melva Nath versus Shangri-La Manila Hotel and respond to the
following questions:
 Did the company observe due process in the case? 
- According to the complaint, the Shangri-la hotel dismissed Nath with a letter explaining the
reasons for dismissal and she needed to be dismissed effective immediately. The employer did not
obey the law in this act. Because there was no clear, independent, and adequate proof indicating
petitioner's work performance was substandard, the firing was invalid and illegal. Furthermore,
there was no due process of law, and the motel violated the two-notice rule.
 Do you agree with the decision of the court? Why or why not?
- Yes, I agree with the court's conclusion that there is a valid reason for Melva Nath's dismissal
because she broke the company's rules and standards. Being unruly at work can be grounds for
terminating a contract or job, and she was always wary about breaking the regulations.
Furthermore, Nath held a managerial position and was not just another employee with a variety of
responsibilities and who was expected to follow the regulations.
 Why do you think tourism-related establishments are more prone to labor cases than other
industries?
- Because of the flexibility and pressure that the work entails, tourism-related businesses are more
prone to labor disputes than other industries. Because the tourism and hospitality industries are
labor-intensive, workers may go unpaid or underpaid, and benefits may be lacking. Wages and
perks are one aspect that pushes people to perform as well as they can given their wants and
needs. Seasonality is a feature of many businesses, particularly those in the hospitality industry,
such as hotels. These businesses typically operate 24 hours a day, which means that staff may work
longer hours and have more submittals to complete before the deadline.

2. Research/Develop labor best practices for tourism and hospitality entities to prevent, like the case
mentioned above, from happening.   

- Following the installation of CCTV cameras, employees will be exposed to surprise inspections as
well as locker checks. CCTV cameras are required around the premises, but not in hotel rooms. This
is to keep track of all of the acts of the guests and workers so that if theft occurs, the management
can track down the perpetrator by looking for the last person seen, suspicious people, or likely
occurrences. Surprising inspections and locker rooms must be implemented to guarantee that
employees constantly obey the company's regulations.

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