1. Purpose:

In order to maintain good service quality and fast service efficiency, and ensure the normal working order of the hotel, this employee code of conduct and employee management system have been formulated. All employees are kindly requested to Carry it out carefully.

2. Punishment procedures:

1. Whenever an employee is subject to any disciplinary action, the department will issue an "Employee Violation Notice" stating the details of the employee's violation and the reasons for the punishment. After signing, the department manager signs and approves it, sends it to the Human Resources Department for review, and reports it to the General Manager for approval; it can also be notified directly by the Human Resources Department. The procedure is the same as above.

2. If an employee is subject to disciplinary action, it will be recorded in the form of points. If an employee is punished again within the validity period of the punishment, the points will be accumulated and the validity period of the punishment will be extended accordingly. After the validity period of the penalty expires, the points will be automatically cancelled. If an employee accumulates 10 points within the validity period of the penalty, he or she will be given the penalty of termination of labor relationship (dismissal) for violating discipline. In principle, employees will not be promoted in position or salary during the validity period of the punishment, and they cannot participate in outstanding employee selections or similar selection activities. The wages of the current month will be deducted according to the type of punishment received by the employees. If there is conclusive evidence of an employee's foul play, but the employee refuses to sign the "Employee Foul Notice", it will be signed directly by both the department manager and the human resources department, and then reported to the general manager for approval and take effect.

3. Punishment Category, Validity Period, Points and Wages, and Deduction Ratio Table:

Punishment Category

Verbal Warning

Written Warning< /p>

Serious Warning

Final Warning

Termination of labor relationship (dismissal) for violation of discipline

Valid for one month, two months, three months and six months Effective immediately

Points: 1 point, 3 points, 5 points, 8 points, 10 points

Salary deduction: 20 yuan, 50 yuan, 100 yuan, 200 yuan, 300 yuan

4. Punishment Category

(1) Verbal warning

1. Those who are not neatly groomed during working hours, do not dress in clean clothes, do not dress according to regulations, and do not wear name tags.

2. Entering and exiting the hotel without following the designated employee passage.

3. Wear work clothes outside the hotel when not working.

4. Still hanging out in the hotel after get off work or on holidays.

5. Eating in the staff restaurant on non-working days.

6. Smoking outside the prescribed areas (non-business locations).

7. Fighting with guests in front of guests, interrupting guests' conversations, leaning against the door wall, yawning, stretching, cutting nails, pulling beards, picking ears, picking nostrils and other impolite behaviors.

8. Failure to park bicycles, mopeds and motorcycles in designated places.

9. Washing personal clothes in the bathroom.

10. Dye your hair colorfully.

11. Do not leave your bicycle when entering or leaving the hotel.

12. Those who have long nails or apply colored nail polish.

13. When meeting guests in the store, superiors do not take the initiative to greet them.

14. Taking a shower during working hours without approval.

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

16. Not wearing a mobile phone or BP machine during working hours.

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

(2) Written warning

1. Being late for no reason, leaving early, leaving work, or skipping work.

2. Bringing relatives and friends into the hotel privately to visit, bathe or play, or entering the hotel area with license plates.

3. Those who need to walk through the lobby or stay in the business premises for non-work purposes, or use the guest restroom.

4. Stealing food from employee restaurants, kitchens, warehouses or business premises without consent.

5. Making private phone calls without consent or in non-designated places during working hours.

6. Playing, eating snacks, doing personal work, reading books and newspapers, dozing off during working hours, and gathering in business places to chat, make noise, hug each other, and behave inappropriately.

7. There are various behaviors that waste public property.

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

9. Wanton destruction of public property, such as graffiti on walls, toilets, elevators or hotel items.

10. Lend the key to your locker to others.

11. Failing to report any violation of laws and disciplines of others upon discovery.

12. Those who cause general complaints from customers.

13. Asking others to punch time cards for you or punching time cards for others.

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

(3) Serious warning

1. Those who pick up lost items and refuse to hand them over.

2. Collecting tips, gifts, and property from guests without turning them over.

3. Disobeying instructions from superiors without any reason and failing to accept relevant inspections authorized by superiors and the hotel.

4. Sleeping, making noise, playing cards, watching TV, insulting colleagues, etc. during working hours.

5. Coming to work in a drunken state or being drunk during working hours.

6. Forging various hotel records and engaging in dishonest and deceptive behavior.

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

8. Entering the guest's room without the guest's permission.

9. Using, eating or giving away hotel property privately or using or eating guest property privately.

10. Behaving provocatively towards superiors, colleagues and guests.

11. Using guest rooms or other guest facilities without authorization.

12. Those who cause dissatisfaction and complaints from customers.

13. Employees stay overnight in hotels without permission or bring relatives and friends to stay in employee dormitories without permission.

14. Inviting relatives of employees to visit without permission, causing adverse effects.

15. Leaving the workplace or hotel without permission during working hours.

16. Smoking outside the prescribed area (in the hotel business area).

17. Hotel items hidden in the locker.

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

(4) Final warning

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

2. Serious illegal operations or concealment of work-related injuries.

3. Failure to comply with hygiene standards or damage to hotel and guest property due to negligence or serious waste of hotel property.

4. Protecting and condoning various disciplinary violations.

5. Making trouble unreasonably and affecting normal work.

6. Using open flames or using high-power electrical appliances in the hotel without approval.

7. Privately assigned hotel keys.

8. Failure to comply with security rules and regulations, failure to store or use highly toxic, flammable, explosive and other dangerous items as required, and various behaviors that threaten the safety of the hotel or colleagues.

9. Neglect of duty and violation of operating procedures, causing damage to machinery, equipment and items.

10. Writing threatening letters or anonymous letters to create rumors or maliciously slandering the hotel, guests and employees.

11. Employees quarrel and abuse each other.

12. Conducting recreational activities during working hours or workplace without approval.

13. Promoting, soliciting donations and giving speeches in the hotel without permission.

14. Accepting or providing any valuable items to the stadium for personal purposes.

15. Deliberately failing to complete the scheduled workload.

16. Illegal exchange of foreign currency.

17. Failure to implement service specifications and work procedures.

18. Delaying the execution of superior instructions or deliberately slacking off work.

19. Any form of gambling in the hotel.

20. Use of hotel facilities, equipment, instruments, instruments or other hotel property without permission.

21. Turning a deaf ear when discovering hotel property has been lost or damaged, and providing false information when being investigated.

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

(5) Termination of labor relationship or expulsion for violation of discipline

If an employee commits any of the following acts, he or she will be terminated or dismissed for violation of discipline and the labor contract will be terminated.

1. Damage to the hotel or guests’ property.

2. Drinking and fighting in the hotel.

3. Disobey management and contradict leaders in public.

4. Arguing with guests or making excuses not to receive guests.

5. Those who cause serious complaints from customers.

6. Possessing drugs or taking stimulants before going to work.

7. Stealing the property of the hotel, guests or colleagues.

8. Keep valuables forgotten by guests privately.

9. Collecting, circulating and copying obscene publications and audio and video products.

10. Improper sexual relations occur in hotels.

11. Asking for tips or other favors from guests.

12. Forging, altering, or falsely reporting relevant vouchers to seek benefits.

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

14. Taking or distributing hotel property privately when leaving the hotel.

15. Providing internal hotel documents or information to outsiders privately, and leaking hotel marketing, finance, personnel, management and other confidential information.

16. Taking advantage of one’s authority or work to embezzle, solicit or offer bribes, or obtain improper benefits.

17. Taking advantage of one’s position to threaten revenge.

18. Due to dereliction of duty, materials are overstocked and unsalable, resulting in economic losses exceeding 5,000 yuan.

19. Private possession of firearms, ammunition, various weapons that can injure people, and flammable and explosive items.

20. Accidents and economic losses worth more than 5,000 yuan due to poor management, command errors and dereliction of duty.

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. Unreasonable use of fire-fighting equipment and fire-extinguishing equipment causing adverse effects.

24. Violating national laws and regulations and being detained, re-education through labor, or sentenced by judicial authorities.

25. Anything that causes serious dissatisfaction or major complaints from guests, or is criticized by the news media or superior authorities.

26. Troubleshooting guests’ belongings causing complaints from guests.

27. Disobeying hotel work transfers or arrangements without justifiable reasons.

28. Fighting or causing disputes under the jurisdiction of the hotel.

29. Bringing food and raw materials from employee restaurants, kitchens, warehouses or business premises without permission.

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

5. If an employee violates discipline and causes economic losses to the hotel or guests, while the above-mentioned treatment is given, the party may be fined or ordered to compensate for the economic losses based on the circumstances.

6. If employees eat hotel or guest food in violation of discipline, they will be punished and compensated according to the retail price of the food or fined.

7. If an employee causes injury or illness to others due to a fight in the hotel, while providing the above treatment, he or she must not only compensate the other party for lost work time, medical expenses, transportation and other expenses, but in serious cases, he or she must also be held legally responsible.

8. The punishment of termination of labor relations or expulsion of employees for violating disciplines shall be implemented from the date of approval, and the employee or the local labor department, public security station, etc. shall be notified in writing.

9. Suspension without pay

1. This clause applies to employees who are waiting for the hotel to investigate and decide whether to terminate the labor relationship (fire) for violating 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 it to the Human Resources Department for review, and the Human Resources Department will report it to the General Manager for approval before it can take effect.

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

10. Anyone who constitutes a criminal offense will be removed from the list from the date of announcement.

11. Punishment Regulations for Managers

If managers cause employee complaints due to poor management, the hotel will give corresponding punishments such as education, demotion, and dismissal based on the facts after investigation. . If managers cause losses to the hotel and guests due to poor management, they will be compensated for economic losses or given corresponding administrative sanctions according to the respective responsibilities of direct leaders and indirect leaders. If the same problem causes two or more serious complaints from guests without effective rectification, the employee will be demoted or even dismissed.

12. Employees have the right to appeal. If an employee of the party being handled is dissatisfied with the handling, he or she may appeal to the hotel administrative office within 5 days from the date of announcement.