The Other side of Paradise - Part 3
Attempts to resolve issues
PERSONAL EXPERIENCES
3/31/20253 min read
During the first(or second) week of my employment, I approached the HR manager to address the issue concerning Lenny. She informed me that she would be unavailable and referred me to the F&B manager, Dennis. Unfortunately, this meeting did not occur. I also engaged in multiple discussions with the head chef, requesting a meeting with the breakfast team, but my requests were disregarded. On one occasion, while the head chef and two senior colleagues were present in the kitchen, I mentioned that Lenny was "gestoord," a term I had learned from colleagues in F&B who were familiar with his behavior. The chefs responded by stating that this was not accurate and that he was merely slow. Having taught both children and adults who were considered slow, I was confident that this characterization did not apply to Lenny - he was fully aware of his actions and exhibited a mischievous nature.
One day, during one of Lenny's antics, I chose not to respond to something he said, as I had begun to do. He then remarked that I was "digging my grave further" and inquired whether HR had spoken to me. I found this statement concerning, as it was evident that he was filing complaints against me and receiving attention for them - something I had not experienced. I approached the HR manager to seek clarification on Lenny's comments. She stated that it was not his prerogative to say anything to me. She then informed me that I was scheduled to meet with a job coach in a few days, which surprised me, as no one in management had previously discussed this with me. When I inquired about the reasons for the coaching, I was told that she had received complaints about me, including an incident where I told the sous chef that he could do what he had to do and I would do what I needed to do. This was in reference to him deducting time from my hours because I left early; I was entitled to a 30-minute break, and if the mise-en-place for the following day was completed, I would take that break and leave.
During the conversation referenced by the HR manager, I had attempted to explain to the sous chef, Jamie, that there were instances when I was told I could not take a break during particularly busy periods(as I had mentioned in previous blog post). I also pointed out that he was not present in the mornings to verify whether or not I took my breaks. The HR manager also referenced an incident involving Marvin, claiming that I had refused to comply with a directive. I clarified that this was not the case and expressed my frustration about being left alone at the front during busy morning hours while he was seated at the computer. I have no objection to this individual taking a break, but not during peak times when multiple tasks needed to be addressed and a line of guests was waiting for assistance from me alone. The HR manager responded by stating that I was hired to be at the front and the said employee was positioned above me, implying my lower status as an employee. I do not believe she recognized how discriminatory this sounded, which could constitute a violation of the Equal Treatment Act.
Eventually, I met with the job coach and outlined the majority of my experiences. She mentioned that she had spoken with colleagues in the kitchen, who indicated that I was performing well. She also stated that the Preek Hotel wished to continue working with me, a sentiment echoed by the HR manager during another coaching session. Despite these discussions, there was no mention of the entire team having a conversation regarding the events that had transpired. Consequently, I decided to cancel any further 'coaching' sessions.
On May 27th, I was handed a letter from the GM Linval dated May 7, 2024(it took 20 days for a letter to leave the GM's office and get delivered to the kitchen which is a few doors away from each other. This letter was in response to an email I had sent to the HR manager(and cc'd the GM) where I had expressed having conversations with a third party individual instead of the HR manager because I was no longer feeling comfortable doing so with her due to previous utterances. In the said email, I inquired as to how the hotel will proceed in ensuring there is a safe working environment for everyone and how the physical assault by a colleague would be addressed. I also indicated wanting a response within 14 days of receiving the mail.
Prior to receiving the letter, I was dragged by the F&B and the General manage to his(GM's office). I used the word dragged because any of the two individuals could have called the kitchen's ask if I could be join them in the office - something I have witnessed being done before with other colleagues.