Description
FREE COOKIES! DoubleTree hotels are well known for welcoming their guests with a warm, chocolate chip cookie upon arrival. As an employee at DoubleTree Grand Rapids, you'll have an immediate sense of welcome and warmth too. As a part of larger management company, Spire Hospitality, there is potential for growth not only at our hotel but within some of the 25 properties in 18 states. See the country and work for a great company. What could make it better?
Job Overview:
To clean and stock guest rooms to ensure high standards of cleanliness.
Sample Responsibilities:
Clean bathtub, toilet, sink, walls, mirrors, tiles, counters, and floor surfaces using cloths, mops, sponges, brushes, and/or cleaning agents by extending arms over head, bending and stooping.
Strip and make beds, changing bed linens, which may require lifting bedspreads weighing a maximum of 40 lbs.
Dust all furniture, pictures, drawers, window ledges, and shelves thoroughly.
Replenish amenities, linens, and supplies in guest room.
Respond in a timely manner to guest requests of items such as an iron, safety instructions, assistance, directions, and/or other information.
Follow instructions, directions, and meet deadlines, including the thorough cleaning of a minimum of 13 rooms as specified by management.
Due to the cyclical nature of the hospitality industry, associates may be required to work varying schedules to reflect the business needs of the hotel. This includes nights, weekends and/or holidays.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
EEO/ Employer AA/V/D
