《企业公司管理制度》员工守则制度Hankbook员工手册.pdf

1 1. ? Welcome Letter ? ?*? *?*? ? ? ? ? ? ? Dear Team Member, Welcome to *Hotel! You have joined the *hotel chain in China as well as the world.* It is our aim to make our guests? stay a memorable one, be they from overseas or local, as only then will our reputation grow and business increase accordingly. We strive for the highest possible standard. To achieve this standard it is necessary that certain rules and regulations be followed by all of us. This booklet is designed to give you the information you need to know on what to do and what not to do. If there is any unclear, you can aslo ask for your deparment head or HR department. We will try our best to help you. Aslo remember to ?scan? the hotel Notice Board, all hotel information is posted on it to keep you up to date and ready for work. Our hotel can offer you an exciting career in the fastest growing industry. It is up to you to take this chance and strive for a prosperous career. We will do our part to ensure you develop and grow within your job, by offering you the best possible training. Numerous people apply annually to work in our hotel, you are one of the few that were selected. You can be proud of having been chosen to join this team. The management wishes you a bright future and hopes that your time with us will be a happy and successful one. Once again, welcome to the team. 2. ? What?s our Vision? ? To become the best investment for its Shareholders 2 ? To offer the best service for its Customers ? To be the best employer for its Employees 3. ?*? Connecting you to the world of *(introduction of hotel management group) 4. ? Do you know about our hotel? 4.1 Introduction of our hotel ? B ? 26879 ? 24286? 40758 ? ? 286 ? The Chongqing JinJiang Sincere Hotel located in the Central Business District of JiangBei District Chongqing. The hotel is part of the Sincere Center which includes shopping mall, hotel, apartment and office tower. The Sincere Center integrated project contain three buildings, the total construction area of hotel building is 26879 square meters, apartment building is 24286 square meters and the Office tower is 40758 square meters. The hotel has 30 floors, totally 286 rooms and contains banquet halls, Chinese restaurant, western restaurant, lobby bar, spa and health center, etc. 4.2 ? Owner?s introduction ? 2005 ? 6 ? ? Chongqing Zhishang Real Estate Development Co., LTD was founded in June 2005, which is a holding company by Chongqing Sincere. The main works are real estate development, management. It base on Chongqing and integrates with the world market. The company implements professional and standardize management method. It always insists on simplify, efficiency system, and it makes its own characteristic, full of vitality culture. It attracts lots of talents work here. Under the management of professional leading team, Chongqing Zhishang Real Estate Development Co., LTD will beyond itself and become the leader of real estate development industry. 5. ? Employment term 5.1 ? Employment *? 3 *hotel is an equal opportunity employer. All suitable candidates will be considered for employment regardless of race, colour, sex, religion, age or national origin. New associates are normally recruited through advertisements, public employment and schools. Internal associates will always be given the priority of transfer or promotion to fill in the new position before any external candidate is considered. Upon agreement of employment, both parties will sign a formal contract, which carries legal effect. 5.2 ? Medical examination 1) ? Prior to commencement of employment, you need to undergo a thorough medical examination conducted by Ningbo Epidemic Prevention Station. The physical examination expense will be paid by yourself first. Then it can be reimbursed if you have passed the probation period. Remember, Health is the most important thing for entering into hotel industry, only for whom has passed the physical examination will join us. 2) ? You are required to have an annual medical examination to comply with government regulations. The Hotel pays for this physical examination. Should an associate be medically unfit for a position, he/she will be transferred to another position, or may be suspended pending medical treatment or the contract with the hotel may be discontinued. 5.3 ? Personnel record 1) ? You are required to submit such documents as certificates and information as required by the hotel upon commencing employment. Should there be any changes in personal particulars, you are advised to inform the Human Resources Department within a period of 7 days to update your personal records. We don?t expect that because of the failure for reporting up-dated personal information, your benefits will be affected accordingly. 2) ? Personnel files are set up for you. 3) ? All associate papers will remain in his/her Hotel file until the last day of employment. 4) ? You are not permitted to see your own Personnel Records. 5.4 ? Employment contract ? ? You will receive and sign an employment contract after we have confirmed for your recruitment, which will cover comprehensive terms and conditions of employment with the hotel. The contract period will be 4 specified in the employment contract and will be invalid upon its expiration. 1) ? Human Resources Department is responsible for the reality of associates? information, investigating associate background if necessary. The offer will be extended if all the information is confirmed to be true. 2) ? Associates who have been formally accepted have to sign an employment contract and position description. 5.5 ? Hotel uniform 1) ? Hotel uniforms must be properly worn with your name tags while on duty. It is the responsibility of the associate to change uniform for cleaning and for mending whenever necessary. The cost of a uniform lost or torn due to carelessness will be charged to the associate. 2) ? All uniforms must be returned to the Uniform Room or kept inside the locker when off duty. No part of the uniform can be taken or worn outside the hotel without hotels authorization. 3) ? Upon termination of employment (or vacation), all uniforms must be returned to the Uniform Room. Failure to do so may result in withholding of salary. 5.6 ? Name tag 1) ? All associates are provided with a name tag. It is a part of the associate uniforms and must be worn correctly while on duty. Loss or damage of the name tag must be reported to the Human Resources Department immediately for replacement. The associate will be charged according to the cost for replacement. 2) ? Upon termination of service, the name tag must be returned to the Human Resources Department. 5.7 ? Hotel identification card 1) ? You will be issued with a hotel ID card upon joining the hotel and associate dormitory. Please show your ID card to the Security Officer for inspection when you enter into the hotel by associate entrance or the associate dormitory. Security Officers and associate dormitory attendant has authority to refuse you to entry if you don?t want to show the card to them. 2) ? 5 Loss of hotel ID cards must be reported to the Human Resources Department immediately for replacement. You will be charged according to the cost for replacement. 3) ? Upon change of status, such as transfer or promotion, you must submit their hotel ID card to the Human Resources Department for update. 4) ? Upon termination of service, the hotel ID card must be returned to the Human Resources Department. 5.8 ? Hotel orientation training ? You must have an orientation training which is conducted by the Human Resources Department before you are on duty officially as to familiarize you with hotels management, customer service philosophies, terms of employment, hotel rules and regulations, training and development opportunities. ? After Orientation Training, Human Resources will organize a test. The result of this test will be a part of your evaluation result. 5.9 ? Probation period 1? ? 6 ? Associates are required to serve a probation period of three months from the date of hire. Probation could be extended to another three months should the performance of the candidate not be satisfactory, but can not exceed six months. 2? ? ? ? 16 ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? No person will be employed if any of the following conditions are met: ? The applicant has not reached the age of 16? 6 ? The applicant is confirmed to be incongruent to recruitment qualification? ? ? The labour contract is worked out based on the false resume, certification of labour relationship and any other false information provided by the applicant; ? The applicant has other dishonest behaviours in contracting process; ? The applicant lack of national employment qualification; ? The applicant cannot accomplish tasks or guidelines distributed by the hotel; ? The applicant has been certified as medically unfit for employment by the hotel designated hospital. ? Applicant with mental disease or first and second class infectious diseases stated in the Law of the PRC on the Prevention and Treatment of Infectious Diseases; ? There are competition restriction between CROWNE PLAZA and the original company; ? Applicant who has been refused by CROWNE PLAZA and other relative hotels for illegal behaviours or has left position without authorization; ? Drinking and drug-taking; ? The applicant is in prison term; ? The applicant is wanted by the police; ? Other situations regulated in this handbook. 3? ? You are subject to a probationary period according to the contract from starting date. It is also the period for you to determine if you can work effectively and fits the hotels working environment. Probation constitutes a trial period during which the quality of your work and performance can be appraised and evaluated by the hotel. 4? ? By the end of the probation period, the respective department head will evaluate your performance and obtain your feedback on your performance and the hotel. After the evaluation, the department head may confirm you for appointment, or extend the probation for a period of up to 3 months maximum or terminate the contract. 5? ? If you are transferred or promoted to other position and other department?we still give you 3-month for you to be familiar with the new environment. If you cannot adapt to it, we will return you to the previous situation or adjust the other job to you. 5.10 ? Payment of salary ? ? 30 ? 21 ? 20 ? 20 ? As we need the time to calculate the salary according to attendance record and other records, salary duration from last 21st to current 20th will be paid to you before the current 30th. 5.11 ? Salary tax ? Salary tax is deducted from the monthly salary by us. 7 5.12 ? Working hours 1) ? Associates are required to work 40 hours, excluding meal break, one rest day per week at least. Department heads plans duty roster. The hotel reserves the right to change the roster whenever it is deemed necessary for the efficient operation of the hotel. 2) ? Associates are required to work on time in full uniform. When he/she has something emergency, 2 hours prior notice to his/her manager at least. Otherwise, he/she will result in disciplinary action. Without permission of department head, any associate are not allowed to leave his/her work place during duty hours. 3) ? Each Department Head will plan and schedule vacation periods for each of their associate in advance and in a way that the normal and efficient operation of the Hotel will not be interrupted. 5.13 ? Overtime 1) ? Since hotel business requires continuous operation, associates should cooperate and work overtime when requested by the department head. Overtime occurs when the Department Head requests additional hours after standard shift hours, on rostered days off or public holidays. Overtime must be approved in all circumstances. 2) ? Overtime work shall be compensated by compensatory time off or overtime pay in accordance with the Labour Law of China and at the discretion of the hotel. 3) ? Department heads must keep an accurate record of all overtime worked by associates in their departments. 5.14 ? Contract renewal and termination ? After department appraisal, hotel will inform associates, one month before contract terminal, to extend contract. If any one of two parts does not want to extend the contract, hotel or associate has to give at least 30 days? written notice or has to give the compensation to replace the notice days. 5.15 ? Performance Appraisals ? 8 Associates have undergo a minimum of one performance appraisal every year besides probation, promotion and transfer from which he/she will be guided by hotel management?s expectation of them and advised of their work performance and career development. 5.16 ? Resignation 1) ? 3 ? You on probation can submit your resignation to the hotel 3 days in advance. 2) ?,? 30 ? After the probation, if you want to resign, you have to give at least 30 days? written notice. 3) ? 7 ? ? 7 ? After your resignation has been approved, please handle and complete all of your resignation procedure within 7 days according to your last working day. (If you need somebody else to help you, please show the written notice of authority to HR). If you haven?t completed all the procedure within 7 days, we will not promise you to keep your property in the hotel. 4) ? You must hand over all the duties, Hotel equipment or tools under your responsibility, to you Department Head or the H.R Department. 5.17 ? Exit interview ? After associate submits the resignation letter, department head or Director of Human Resource will have a exit interview with the associate. 5.18 ? Retirement 1) ? 60 ? 55 ? Retirement ages for male and female associates are 60 and 55, respectively. For associates work in high temperature, poisonous and noxious department, the retirement age is determined by relevant national law. 2) ? Retirement day is the birthday in the year when associates reach their retiring ages. Associate who has reached retiring age should transact retirement procedure with human resource department. If necessary, the hotel shall reemploy retired people. 5.19 ? Handover 1) ? ? ? ? ? 9 ? ? ? ? ? ? ? ? Associates have to hand over all works and assets according to hotel regulation, no matter how the labour contract was stopped: ? Return all status certification documents, such as hotel ID card, recommendation letter, staff information card, business card and so on; ? Return all hotel documents, information, records, utilities, tools, stationary, communication equipments and so on; ? Return cloth changing box, toolbox, and all other keys; ? Clearly hand over all works to the successor or other colleague; ? settle accounts with Finance Department; ? Other goods, capital, data belongs to hotel. 2) ? ? When transacting handover procedure, associates will be asked to fill in ?Associate Clearance Form? , each item should be signed by department head or staffs in Huma