One possibility here is that somehow the manager found out that one or more employees had agreed to go out with guest(s). Manager asked employee(s) about it. Said employee(s) CYA'd by saying the guest made unwanted advances and they never planned to follow through on the invitation.

In any case, this can of worms needs to be fed to the fish in the lobby aquarium.

At my employer with my boss, I would be informing said boss that the hotel manager had told me that front desk personnel accused me of making unwanted advances. I'd want her to learn that from me, not from any other source. YBMV (Your Boss May Vary).

Her: Did you?
You: I didn't thnk they were unwanted. :cool:

So you've been hitting on a few attractive hotel employees.....not getting anywhere......and then one of them agrees to go out for a drink and 20 minutes later you come back down to the front desk claiming $100 since she wasn't thinking about your platinum gift????

Am I missing something here? Platinum gift???

And you wonder why these attractive women were previously turning you down.......

I think your nuts

based on the t&c's and assuming what the OP says is the truth; then yes he had every right to this; I do not find his distraction enough to prevent her from doing a basic step in her process. That is 100% on her.. cut n dry.. they owe the $100

Under you scenario, we can't say anything but our names or we might heaven forbid distract them

I'm not agreeing on hitting on the FDC once or on a daily basis as it appears here but that doesn't excuse her from doing her job.. a pretty basic one at that

ok - I admit I am a little confused here - - - black are segments from the Op's statements; my confusion is in BLUE - [/B]

let me add that ive asked these females to come out before afterwork and theyve gracefully said no....
they said no but you keep asking?????

i didnt make a big deal out of it ..
if you continue to ask does that not MAKE a big deal out of it?

i dont care.. well, if you don't care, why keep asking?

the girl obviously side tracked...
you admit she was "obviously side tracked", but still think you are entitled to the $100?.........under what rationale?

and i told her.. i dont want it if youre going to get in trouble.. shes like its already in the system..
if she can enter it that quickly, she should give up working for Marriott - she must be the fastest keyer known to mankind

im like "uh is that girl gonna get in trouble," hes like "yah".. then i was like "i dont want the money if people are going to get in trouble".. he cuts me off and says thats not the problem
well, if other posters are correct, the problem is NOT that she "forgot" the gift, it is that she agreed to go out with a customer....

....and asks me to sit down.. he started to go on with there are allegations, maybe it was a miscommunication....
seems to me he is giving you the benefit of the doubt as he is using the words allegations and miscommunication?????

he then goes on to patronize me "thanks, we try to take care of our platinum customers...he is patronizing you by thanking you?????

there was some vulgarity, i admit fault
vulgarity, do you think THIS might be why he met with you in a public place and not behind closed doors?????

.....numerous colleagues have seen them come to my room, hand deliver me notes, and even put their arms around me in the lobby... fine.. its flirting no big deal.. no interaction besides the one instance where a note was hand delievered to my room has happened outside of the front desk...
yes, I would think this girl (or girls) ARE in trouble - I have never read the Marriott employee manual, but I would think going to a guests room has to be in the REASON FOR DISMISSAL section! And how do they put their arms around you from behind the front desk????

he is a front desk manager who knew that my "friendliness" was an accusation
HOW does he know that?

i believe he shouldve taken the conversation to an office and not publicized the whole thing in front of the whole hotel
see vulgarity comment above.

the whole hotel staff looks at me like im some kind of pervert now
Perhaps, perhaps not - but this may be from what the GIRL said, not the manager .

,,,while everyone was looking at me knowing what was going on...HOW does everyone know what was going on? Was he speaking loudly? Rudely? Waving his arms around? Perhaps using vulgarity????

ive debated on whether to go to my project manager and let him know what happened so he can pull the 60+ people from there
I AM a project manager, and in this instance, I might pull my business from the property - but there could also be the chance I would pull some people off the business, if you get my drift.

where they make me out to be some perv.. think shell naturally side with her..
ok here's the big question - so there is a woman GM who you think will naturally side with her.......WHY WOULD YOU THINK THAT? I am a woman, and if I found out my female employees were going to rooms, passing notes, etc, I certainly would not blame the man involved for it! Working on your assumption that a woman is always going to side with another woman - well, then the front end manager should have sided with you, should he not? ..........

Grow Up. Lesson Learned. As rahmanbar says, in a business situation it is not only what you DO, but what it appears that you are DOING. There are not 2 sides to the story in a situation such as this - there is only HE said, SHE said. If you think your lobby conversation was embarrassing - imagine how "potential lawsuit" would play. There is no company who wants to be involved in this type of situation - consider that before you report it with the automatic expectation that your project manager will side with you.

They call it work for a reason. Keep it separate from playtime or you will experience these "misunderstandings" often - with possibly more severe repercussions. Who needs it?

I find that you have formed your opinion and took each line (by line) to dissect his post and then used it to justify your (sometimes bizarre) opinion
line by line

for the record, I'm wouldn't do the flirting part that he did and wouldn't recommend it to anyone but.. its not posted anywhere to keep personal matters to yourself; don't flirt with the help; or anything similar. And before you say its common sense (which I believe it is) it is also common practice for people in their lower 20's which I think he is; to ask people out at their place of work if thats the only place they see them. Its not like, he would go to the gym and then see her there too.. Just where or what policy is HE violating? None that I know of

you said: they said no but you keep asking????? I took his statement as he asked different girls so by default he would be asking more than once

you said: the girl obviously side tracked...
you admit she was "obviously side tracked", but still think you are entitled to the $100?.........under what rationale?
YES I do see above post by me; its a simple job; she should be able to remember the plat amenity; its not like he was jumping on her physically or causing her to cry or something.. no excuse

you said: seems to me he is giving you the benefit of the doubt as he is using the words allegations and miscommunication?????
any time you are asked to sit down and chat with the mgt of an establishment; I don't see much benefit of the doubt; if he brings him to a private area and explains he needs to determine something.. maybe, but not in this circustance, there wasn't any benefit of the doubt

you say: there was some vulgarity, i admit fault
vulgarity, do you think THIS might be why he met with you in a public place and not behind closed doors????? to me, this is WHY I would go behind close doors, not to have other guests see whats going on

you say: and this one baffles me: yes, I would think this girl (or girls) ARE in trouble - I have never read the Marriott employee manual, but I would think going to a guests room has to be in the REASON FOR DISMISSAL section! And how do they put their arms around you from behind the front desk????

I see a staff meeting based on this but thats about it. Dismissal, only if they want to get rid of her/them for other reasons. AND he said they put their arm around him in the lobby.. I've talked to many a staff including FDCs who are not always behind the FD.. If they are as friendly as he thinks, I can see this happening often. I have seen people who are regulars to hotels get hugs coming to properties.. like Hey Joe.. long time no see; welcome back Mr Joe etc.. and the only time they went to his room was to deliver something (note I guess).. I have had a lot more people (staff) come to my room including FDC's whom I asked to ensure a package or something important was delivered, of course what I gave in return was a nice thank you tip (in $$$ LOL)

you say: I AM a project manager, and in this instance, I might pull my business from the property - but there could also be the chance I would pull some people off the business, if you get my drift.

If you pull your people off your program for this (and everything here assumes its the truth) then you won't have many people wanting to work for you very long. Again, i'm not saying I'd want my guys doing that but for what has happened here (based on this story) is a CYA for the $100; if this doesn't occur, I'd be willing to bet that this issue never occurs with hotel mgt. I'd say that you would not be the greatest PM to work for based on your comments to this thread.. my two cents, others mmv

TrojanHorse -
as is usual, you and I are on the opposite ends of the spectrum -

what is interesting to me is that when I respond to one of your posts, I do so in a courteous manner, merely stating my opionion, without commenting on yours. (as you have done, by indicating mine is bizarre)

I also would never consider making statements such as " then you won't have many people wanting to work for you very long" or "I'd say that you would not be the greatest PM to work for based on your comments to this thread.". Those really don't reflect on the topic at hand...or even an opinion of what was stated...more of a personal attack, I think it could be said.

it appears you have done the same "line by line" dissection - including those which support your point of view - eliminating my comments that do not. And you know what - you are entitled to do that. As I have said many times, the great things about opinions are that everyone has one.

I think you need to google the standards for what constitutes sexual harassment and drop this issue quickly and quietly.

What you are freely admitting to on a public forum is a textbook example of harassment (repeated requests for dates after being told no resulting in interference with an individual's work performance).

It may seem like simple "flirting" and "no big deal" to you, but I think if you do a little research you'll find that you have definitely crossed the lines of the legal definition of harassment.

The manager is required by law to investigate/address the issue. It sounds like he is letting it drop since you are not planning to come back to the hotel.

Chalk this one up to experience and find a different hotel to stay in the next time you are in town.

yes (to the line by line since that is how you've chosen to do this)

not necessarily to the comments that I did not cover as I only selected the ones that I disagreed with the most (I think there was only one blue line i actually agreed with).. a review of your post in its entirety shows that there isn't anything that I completely agree with in blue

yes ( to entitled to do that)

and edited to add: Not even close on the personal Attacks; I do not consider this one in anyway shape or form; just making a statement of my perception based on what you wrote. although on your terminology, weren't you doing the same to the OP by inferring he might not work for you long?

adding to your last line: and the best part is that they are free

interesting you brought it up:

I have no idea how accurate this is but it sounds good

the arguement to me and I'm not a lawyer would be did they (girls) contribute to this by their reported actions?

http://www.titleix.ucr.edu/topic_2_1.htm

The following are some examples of behavior(s), if unwelcome, that may constitute sexual harassment depending on the severity and pervasiveness of the conduct:

unwelcome sexual remarks, jokes, or taunting
displaying of graphic descriptions of pornography
repeated requests for dates
demands or requests for sexual favors
unnecessary touching, grabbing, patting, pinching,
leering, staring or suggestive gestures
obscene phone calls
unwanted e-mails or letters
public humiliation
bashing due to sexual orientation
forcing a kiss
sexual assault (forced or non consensual sexual intercourse, including penetration with a foreign object)

What to Do If You Are Accused of Sexual Harassment

If you are told that your behavior is inappropriate and/or offensive, you must immediately stop the behavior. People perceive certain behaviors, jokes, and gestures, along with other things differently. What may be acceptable to you may be extremely offensive to someone else. Some times due to the difference in culture or morals you may not think your comment(s) or behavior are offensive. Nevertheless, you should try to understand the other person’s feelings and concerns and respect his or her request to stop the sexual harassment.

While it can be distressing to have a complaint made against you, if you are accused of sexual harassment you have the right to:

Be informed of the allegations filed against you, and provided with the opportunity to respond to specifics surrounding the allegations
Be accompanied by a support person, such as friend or campus resource administrator
Seek private legal counsel
Have the outcome of the investigation fully explained
In the event that the complaint is to be dismissed, receive notification of that recommendation
In the event a complainant is found to have been dishonest or to have intentionally made false allegations against the accused, the complainant shall be subject to disciplinary action up to and including, if deemed appropriate, termination or expulsion
The consequences to a person if sufficient evidence of a violation of the policy is found regarding sexual harassment can include:

Letter of warning
Disciplinary probation
Denial of promotion
Demotion
Suspension
Termination

Intent vs. Impact

Sexual harassment has been evaluated by whether a “reasonable person” would consider the inappropriate conduct offensive under federal law, Title VII of the 1964 Civil Rights Act . However, in 1991, the 9th Circuit Court of Appeals decision in Ellison v. Brady, concluded that the harassing conduct must be evaluated from the perspective of the victim. This means that the inappropriate conduct must be evaluated from the victim’s perception. The victim determines whether the conduct is sufficiently severe and/or pervasive as to create a hostile environment. The intent of the harasser has no factor in the matter.

Because of Ellison v. Brady the standard brought the federal law closer to state law’s interpretation of what is a hostile work environment. Under the California Fair Employment and Housing Act, the environment is evaluated from the victim’s perspective. In this case the court acknowledges that a man or woman may suffer work environment sexual harassment even where his/her co-workers, or a “reasonable person,” would not be offended by the offensive conduct.

The Title IX/Sexual Harassment Office is aware that sexual harassment complaints may be substantiated, in part, by the victim’s perception. To determine whether or not there has been a violation of Title IX, will be determined by whether the conduct is of a sexual nature and the victim is credible, and the victim’s perception of the environment will be given great weight to the complaint.

In case of nonphysical harassment conduct may be one or a combination of:

Unwelcome attention -- The person to whom the conduct is directed toward must not invite, condone, reciprocate or participate in the conduct.

Severe and pervasive behavior -- One incident does not usually constitute sexual harassment unless the conduct is severe, such as sexual assault or other physical touching. The less severe usually is repetitive or a pattern of inappropriate conduct.

Unreasonably interfering with academic/work performance and/or creates a hostile environment.

Well, actually I had a problem with what bulldoggolfer05 said with respect to employees being on the hotel premises during off hours, because I also know employees who go home after work and then come back and use the Hotel's fitness center later that evening. I have a feeling that each hotel sets its standards because what was stated by you and by bulldoggolfer05 is contrary to what I have observed numerous times at this Marriott I frequent often. I do believe that many hotels might have policies similar to what each of you have stated, but I can't see it being corporate wide policy due to my own personal experiences and observations. I will be back at this property for two weeks starting Sunday and already have plans to have dinner with one of the employees I know there during my second week there. I will ask him what the hotel's policy is on us doing lunch, dinner and skiing, and also ask him about returning to the hotel to use the fitness center, or other facilities. The 2 people I knew who used the fitness center left Marriott a couple years ago, and FWIW, I had also gone to dinner with them on a few of occassions.

+1 to sophiegirl on this one. I'm a PM too, and have run projects of this size and scale, so I think I'm qualified to speak to this episode. If one of my BAs or other staff came to me with a story such as this one, it would be them whose motives I'd question, not the hotel's. I'd probably have to bite my tongue to not laugh if I was asked to pull the rest of the team from the hotel as a form of protest in support of such a person.

It's work, not college, not a night at the bar....and professionalism is the name of the game. Sophiegirl appropriately brings up the "potential lawsuit" question, but here's another....what if one of the people in the hotel watching the dialogue between the OP and the manager worked for the client and recognized the OP? How fast do you think that would have made its way up the chain? Do you want to explain to your company why they just lost what sounds like a multi-million dollar contract? Don't laugh - I've seen it happen for as little as an off-handed remark that was printed out, distributed to what the person thought was a small group, and then made its way to the CIO's team.

Grow up, keep your partying at home, and be glad if this is the end of this situation.

Regardless of whether you take issue to what I said or not, the fact of the matter is it IS in the Marriott policy handbook, and if I still have mine I shall post what it says verbatim (or Socrates can back me up on this, whichever may come first). Just because a hotel lets its employees get away with something does not mean that it isn't against corporate policy. On my most recent stay at the Renaissance Agoura Hills, the night audit clerk was wearing a t-shirt and jeans, hardly an acceptable dress code, but didn't mean that Marriott does not have a corporate requirement for dress.

For the record, I am 21. So because I'm 21, I can act in whatever manner I want because age precedes professionalism?!? I don't think so. I also don't necessarily find your statement to be true, as I don't find that to be the case among many if any of my friends or peers. And even if your scenario were true, just because it may be common practice, does not necessarily make it right. While he, himself, may not have been violating any policy, by making such advances towards a person acting in the capacity of their job and expecting them to respond in a candid manner (as opposed to a professional response such as a polite decline) WOULD be putting them in the position to violate policies set forth by their company.

Quote:

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Regarding fraternization... I have gone out to lunch and dinner, and also gone skiing with hotel employees on numerous occasions and they never eluded that it was inappropriate or that it would jeopardize their job. I have been frequenting this hotel for 150+ nights over 10 years and many of the people there I consider friends, and there has never been any flirting invloved.

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aaupgrade - are we truly comparing apples and apples here? your situation sounds totally different than (that of) the original OP's - for one thing, there was no flirting! :D Your situation sounds like one of mature individuals making friendly decisions over time, not "it's my last night, let's go get a drink". Please.

I have never known a hospitality location NOT to have a fraternization policy. Where and why it is enforced seems to be "management decision" - perhaps unfair, but like so much of life...............

It does not appear that the employees in your hotel have fear of policy consequences because they are acting in a responsible, adult manner towards a guest......not getting so distracted that it is costing the property $100 and discussing possible harrassment proceedings -