Human Resource Management: Winston Hotels Based In Orlando Florida

Summary
Case 85 is about the Winston Hotels based in Orlando Florida. In 2004, Hurricane Charley blew through Central Florida, followed by two other hurricanes within a 30-day period. During each hurricane the hotels were damaged by falling tree limbs and the accumulation of rainwater in some rooms. The company made employees work around the clock even though the hotels lost power for one to three days during each hurricane, telephone lines were out for various periods. All employees who refused to come to work were dismissed appealing his dismissal based on his citizen’s right to protect his home and property. He and his lawyer stated that this right superseded his employment contract. Additionally, some employees filed a lawsuit against the
However, after the hurricanes, management decided either not to pay the employees for all of their extra hours or not to pay them overtime rates. Other employees filed lawsuits because the company failed to provide adequate sleeping accommodations or food for those employees who remained on site. In order to better defend the company, George Baker the director of human resource management for Winston Hotels was advised by lawyers to have a disaster preparedness plan because up to this point the company has had no disaster plan and managers ‘‘played it by ear’’ when the hurricanes struck. The only policy that existed was a general policy that each employee had to either report to work during his or her scheduled work hours or give adequate notice so a replacement could be scheduled. This has left the company vulnerable to lawsuits and that will continue to be the case if he doesn’t show that the company follows a clearly communicated
Secondly, they’d have to conduct a risk analysis to identify credible threats within the organization such as fire, explosion, physical security, loss of power, emergency lighting in halls and stairways, fire escape routes and exits. Third, a business impact analysis would be done in order to determine how many days, weeks, or months, without regular stream of income, the hotels could remain open. Fourth, after all this is done they’d write up the plan making sure to include policies and procedures that address employee absenteeism, how the company would operate with reduced workforce, communicating with everybody, addressing payroll and benefits, addressing supply shortage, how back electricity will be provided, how information technology will be maintained, how security will be maintained, ensuring occupational health and safety, and minimizing litigations. Fifth, after the plan in drawn up, employee shall be trained on the plan so they know the proper procedures in the case that any emergency happens and lastly, the plan would have to be check and updated as necessary throughout the