1. Purpose:

In order to maintain good service quality and efficient service, and ensure the normal working order of the hotel, this staff code of conduct and staff management system are formulated, and all staff are requested to earnestly implement it.

2. Disciplinary procedures:

1. Where an employee is subject to any disciplinary action, the department will issue an Employee Foul Notice, which will list the details of the employee's foul and the reasons for the punishment. After the employee who has been punished signs it, the department manager will sign it for approval, submit it to the Human Resources Department for examination and approval, and report it to the general manager for approval; It can also be notified directly by the human resources department, and the procedure is the same as above.

2. If an employee is disciplined, it will be recorded in the form of points. If he is disciplined again within the validity period of punishment, the points will be accumulated and the validity period of punishment will be extended accordingly. After the validity period of punishment, the points will be cancelled naturally. Employees who have accumulated 11 points within the validity period of punishment will be given disciplinary action to terminate labor relations (dismissal). In principle, employees will not be promoted in their positions or wages during the validity period of punishment, and they cannot participate in the selection of outstanding employees or similar selection activities. Deduct the salary of the current month according to the categories of employees' punishment. If the evidence of employee's foul is conclusive, but refuses to sign the Notice of Employee's Foul, the department manager and the Human Resources Department will sign it directly and report it to the General Manager for approval and take effect.

III. Table of punishment category, validity period, points and salary, and deduction ratio:

Punishment category

Verbal warning

Written warning

Serious warning

Final warning

Dissolution of labor relationship (dismissal) due to violation of discipline

The validity period is one month, two months, three months and six months, which will take effect immediately

Points are 1 point and 3 point.

2. Failing to enter or leave the hotel according to the designated staff passage.

3. It is necessary to wear the tooling out of the hotel for non-work purposes.

4. Hanging around the hotel after work or on holidays.

5. eating in the staff canteen on non-working days.

6. Smoking outside the prescribed area (non-business point).

7. It is impolite to grab the road with the guests in front of them, interrupt their conversation, lean against the door wall, yawn, stretch, cut your nails, pull out your beard, dig your ears and pick your nostrils.

8. failing to park bicycles, mopeds and motorcycles at designated places.

9. Washing personal clothes in the bathroom.

11. Dye your hair in color.

11. You can't leave the hotel without a bike.

12, long nails or colored nail polish.

13. When meeting guests in the store, the superior does not take the initiative to greet them.

14. Taking a bath during working hours without approval.

15, spitting, littering and other bad behaviors in the hotel.

16, without wearing a mobile phone and a BP machine during working hours.

17. If the mistakes made are similar in nature to the above clauses, they shall be punished according to such clauses.

(2) written warning

1. Being late without reason, leaving early, leaving the post, or being on duty.

2. taking relatives and friends into the store for sightseeing, bathing and playing privately, or entering the hotel area with a license plate.

3. If you need to cross the lobby and stay in the business premises for non-work, use the guest toilet.

4. stealing food from employees' restaurants, kitchens, warehouses or business premises without permission.

5. Making personal calls during working hours without consent or at non-designated places.

6. Playing during working hours, eating snacks, doing private work, reading newspapers, dozing off, and chatting, making noise, sneaking around and behaving badly in the business place.

7. There are various behaviors of wasting public property.

8. The service does not use greetings, polite expressions or forbidden words.

9. vandalism, such as scribbling on walls, toilets, elevators or hotel articles.

11. Lend your locker key to others.

11. Failing to report violations of law and discipline by others.

12. Those who cause general complaints from guests.

13. Ask someone else to punch the time card or punch the time card for others.

14. If the mistakes made are similar in nature to the above clauses, they shall be punished according to such clauses.

(3) Serious warning

1. Failure to hand in the scraps.

2. Failing to turn in tips, gifts and property from guests.

3. Failing to obey the instructions of the superior without reason and not accepting the relevant inspections authorized by the superior and the hotel.

4. sleeping, making noise, playing cards, watching TV, abusing colleagues, etc. during working hours.

5. Drunk to work or slightly drunk during working hours.

6. Forgery of hotel records and dishonesty and deception.

7. Delaying work or causing adverse effects due to dereliction of duty.

8. entering a guest's room without the guest's permission.

9, private use, private eating, private delivery of hotel property or private use, private eating of guest property.

11. Provocative behavior towards superiors, colleagues and guests.

11. unauthorized use of guest rooms or other guest facilities.

12. Complainant who causes guest dissatisfaction.

13. Employees stay in hotels privately or bring relatives and friends to the dormitory privately.

14. inviting employees' relatives to visit without asking for permission, causing adverse effects.

15. Leaving the job or hotel without authorization during working hours.

16, smoking outside the prescribed area (in the hotel business area).

17. Hotel items are hidden in the locker.

18. If the mistakes made are similar in nature to the above clauses, they shall be punished according to such clauses.

(4) Final warning

1. Those who neglect their duties and cause adverse effects.

2. Those who violate the rules and operate seriously or conceal work-related accidents.

3. Failing to comply with hygiene standards or damaging hotel and guest property or seriously wasting hotel property due to negligence.

4. sheltering and conniving at various violations of discipline.

5, unreasonable, affecting the normal work.

6. using naked fire and high-power electrical appliances in the hotel without approval.

7. Private hotel keys.

8. Failing to abide by the security rules and regulations, failing to keep or use toxic, flammable and explosive dangerous goods as required, and all kinds of behaviors that threaten the safety of hotels or colleagues.

9. Dereliction of duty and violation of operating procedures cause damage to machinery, equipment and articles.

11. write and send threatening letters or anonymous letters to create rumors or maliciously slander hotels, guests and employees.

11. Employees quarrel and abuse each other.

12. engaging in recreational activities during working hours and workplaces without approval.

13. Selling, collecting money and giving speeches in hotels without permission.

14. accepting or providing anything of value to the stadium for personal purposes.

15. Deliberately failing to complete the scheduled workload.

16. illegally changing foreign currency.

17. Failure to implement service specifications and working procedures.

18. Delaying the execution of instructions from superiors or deliberately slacking off.

19. Gambling in any form in the hotel.

21. using hotel facilities, equipment, meters, instruments or other hotel property without permission.

21. turning a deaf ear to the loss or damage of hotel property and providing false information when being investigated.

22. If the mistakes made are similar in nature to the above clauses, they shall be punished according to such clauses.

(5) Dissolving the labor relationship and dismissing employees in violation of discipline

If an employee commits one of the following acts, he/she shall be given disciplinary action to dissolve the labor relationship or dismiss the labor contract.

1. Damaging the property of hotels and guests.

2. drinking and fighting in the hotel.

3. Disobeying management and contradicting leaders in public.

4. arguing with guests or refusing to receive guests for an excuse.

5. Those who cause serious complaints from guests.

6. Those who go to work after possessing drugs or taking stimulants.

7. stealing the property of hotels, guests and colleagues.

8. Leave valuables forgotten by guests privately.

9. Receiving, circulating and copying obscene publications and audio-visual products.

11, improper sexual relations occurred in the hotel.

11. Asking guests for tips or other benefits.

12. Forge, alter or falsely report relevant vouchers for profit.

13. Entertaining clients, introducing prostitutes and making obscene transactions with guests in hotels.

14. leaving the hotel with personal belongings or sharing them privately.

15. providing internal documents or materials of the hotel to outsiders without permission, and revealing secrets of hotel marketing, finance, personnel and management.

16. taking advantage of one's position or work to embezzle, ask for bribes, offer bribes and obtain illegitimate interests.

17. taking advantage of his position to get revenge.

18. materials are overstocked and unsalable due to dereliction of duty, resulting in economic losses exceeding 5,111 yuan.

19. Possession of guns, ammunition and various lethal weapons, inflammable and explosive articles.

21. accidents and economic losses caused by poor management, command mistakes and dereliction of duty, with a value exceeding 5,111 yuan.

21. taking advantage of work to open black accounts and infringe on the interests of guests.

22. taking advantage of work to evade accounts and infringe on the interests of the hotel.

23. using fire-fighting equipment and fire-fighting equipment without reason causes adverse effects.

24. Violating the laws and regulations of the state and being punished by the judicial organs such as detention, reeducation through labor and sentencing.

25. anything that causes serious dissatisfaction or major complaints of the guests, or is criticized by the news media or higher authorities.

26. rummaging through the guest's belongings causes the guest to complain.

27. Failing to obey the work transfer or arrangement of the hotel without justifiable reasons.

28. Fighting in the hotel area or causing disputes under an excuse.

29. Those who bring food and raw materials from the staff canteen, kitchen, warehouse or business premises without permission.

31. If the mistakes made are similar in nature to the above clauses, they shall be punished according to such clauses.

5. If employees violate discipline and cause economic losses to hotels or guests, they may be fined or ordered to compensate for the economic losses according to their circumstances while giving the above treatment.

VI. Employees who eat hotel or guest food in violation of discipline shall be compensated or fined according to the retail price of the food while being dealt with.

VII. If an employee is injured or injured due to a fight in the hotel, he/she shall not only compensate the other party for lost work, medicine, transportation and other expenses, but also be investigated for legal responsibility if the circumstances are serious.

VIII. The punishment of employee's dissolution of labor relations and dismissal due to violation of discipline shall be implemented from the date of approval, and written notice shall be given to himself or the local labor department, public security police station, etc.

9. Suspension without pay

1. This clause is applicable to employees who are waiting for the hotel to investigate and decide whether to terminate their labor relations (dismissal) in violation of discipline. During the investigation, employees must cooperate.

2. This period shall not exceed fourteen days.

3. When the relevant departments deal with their employees, they must report to the Human Resources Department for review, and the Human Resources Department can only take effect after reporting to the General Manager for approval.

4. If an employee violates the public security regulations and needs to attend the trial or wait for the verdict, the hotel will suspend the employee without pay during the trial and the verdict.

X. Anyone who constitutes a criminal offence shall be removed from the list as of the date of publication.

Xi. Provisions on Punishment of Managers

If the managers complain to employees due to poor management, the hotel will give them education, demotion and dismissal according to the actual situation after investigation. If the management personnel cause losses to the hotel and guests due to poor management, they will compensate the economic losses or give corresponding administrative sanctions according to the responsibilities of the direct and indirect leaders respectively. If the same problem causes more than two serious complaints from the guests without effective rectification, they will be demoted to dismissal.

12. employees have the right to appeal. employees of the treated party may appeal to the hotel administration office within 5 days from the date of announcement if they are not satisfied with the treated party.