Human Resource

POLICY The Company recognizes and encourages employee development   PURPOSE Determining a compulsory requirement for employee development/promotion process PROCEDURES The decision on employee promotion will be based on the qualification, experience, previous performance, attendance records and employee’s interest The respective Department Head will determine the needs of employee development, which have to be based on objectivity and equality After objectively identifying the

POLICY Human Resources Office will be responsible to administer employee leave entitlement  PURPOSE To ensure that staff leaves entitlement is properly recorded PROCEDURES Human Resources Department provides Annual Leave Application form which should be filled in and signed by the employee, and submitted for his/her Department Head's approval, and then Human Resources Department for verification of eligibility and other matters For Managerial level should be approved by Gener

POLICY Human Resources Office will be responsible to obtain all staff data in details PURPOSE To ensure that staff particular data is maintain updated  PROCEDURES Personnel Manager and HR & Employee Relation Officer will be responsible in maintaining staff particular data, which 1 copy will be placed at the Employee Personal File and 1 copy in the Particulars Data Folder All new staff must complete the Employee Particular Forms at their first day of work Employee Particular F

POLICY Each Division Head and Department Head reserve the right to determine staff work schedule based on operational necessity PURPOSE To ensure that each staff will adhere to the departmental work schedule  PROCEDURES Working schedule, weekly day off, and public holidays arranged by respective superior and should have approval from Department Head concerned. Regularly, Human Resources Department will be submitted a copy of operational schedule of each section for verifying

POLICY Division/Department Head and selected Sales Team will be entitled to monthly telecommunication allowance PURPOSE Human Resources Director Manager will be responsible to oversee the implementation of the allowance PROCEDURES This benefit will only apply for all business communication purposes only Monthly maximum amount of telecommunication allowances are as indicated on the Employee Benefit Grid Company will only responsible for all business communication, which must b

POLICY The company will pay fasting allowance during fasting month (Bulan Ramadhan) to Moslem staff in compensation of duty meal. PURPOSE Providing clear guidance in the fasting allowance duty meal to avoid misuse or miscalculate PROCEDURES Observing fasting (Sawm) is one of the five pillars of Islam, the basic tenets of the faith. All Muslims are obliged to fast during Ramadan. Fasting involves abstinence from food, drink, chewing and smoking from dawn till dusk. At dusk, Mu

POLICY The company will pay Festive Allowance in accordance with the prevailing Manpower regulation on Tunjangan Hari Raya to celebrate religious holiday. In Indonesia, it is mandatory for employer to pay one monthly salary/wage a week before their employees religious holiday celebration.   PURPOSE Providing clear guidance in Festive Allowance calculation PROCEDURES The THR is given to: Employee who worked  with Golden Tulip / Louvre Hotel Group more than 3 months Employee st

POLICY Human Resources Director and Personnel Manager will consider handling payroll calculation system is one of the Human Resources top priorities  PURPOSE Providing clear guidelines for the payroll calculation system in avoiding unnecessary miscalculation  PROCEDURES Composition  of salary includes basic salary, guaranteed service charge, and service charge On every position, there is salary scale in a structure or fixed salary scheme. Every salary scale consists of minimu

POLICY As part of the employee’s facilities, locker cabinet and locker area should be maintain safe and clean PURPOSE Providing guidance in maintaining employee locker area cleanliness and safe for all employees PROCEDURES Principally, it is the responsibility of all employees as Locker area users, to maintain the safe and cleanliness of locker area Report any damages of the locker room’s facilities to Human Resources Department. Employees are not allowed to fix the damages b

POLICY Employee should restrict of personal cell phone, especially during work time.  Employee should use the personal cell phone only during scheduled breaks in non-working areas. Other personal calls should be made during non-work time whenever possible, and employees should ensure that their friends and family members are fully aware of this policy.  PURPOSE Employees are expected to exercise the same discretion in using the personal cell phone. Excessive usage of personal

POLICY Hotel will provide designated dining room for all staff, and 1 (one) time complimentary duty meal is provided PURPOSE Maintaining high standards of employee restaurant and to offer appropriate conditions for rest and break to the employees with high standards of decor, comfort, menu and good food quality. PROCEDURES All employees will have their duty meals in the Employee Dining Room, unless approved otherwise by the General Manager. Employee committee will be elected

POLICY It is the Company policy to ensure that all employees can be visually identified by name, by both the hotel guests and fellow employees PURPOSE All employees will be issued with an employee name tag. The purpose of this policy is to enable our guests to identify our employees easily and for our employees to provide a “personalized service”. PROCEDURES Receiving At the stage that an employee is accepted for a position within Royal/Golden Tulip Hotel, Human Resources Off

POLICY It is the policy of Golden Tulip / Louvre Hotel Group to provide each employee who wears a hotel uniform with a secure place to store uniforms, personal clothing and personal belongings whilst on the hotel premises. They must be stored in the employee’s assigned locker. PURPOSE The purpose of this policy is that each uniformed employee must be able to work smartly attired and possess proper equipments / tools during working hours. PROCEDURE Upon commencement of employm

POLICY It is the Company policy to provide uniform for all employees and safety shoes for certain departments PURPOSE To clearly identify employees and make them easy for customers to spot and serve as a marketing tool, by conveying a signature look and by helping to reinforce the company’s brand. PROCEDURES New employees who are entitled to have a uniform to be sent to Housekeeping Department with Uniform Request Form.  Housekeeping Department will issue the uniform.  A rece

POLICY It is the Company policy to provide Employee ID Card for each employee  PURPOSE The purpose of this policy is to provide adequate identification of our Hotel’s employees and to have more effective control on the Hotel’s security. PROCEDURES Management and security personnel have the right to check/request for an employee to produce his/her identity card at any time while the employee is on the Hotel premises. Employee ID Card shall be issued by the Human Resources Depa

POLICY It is the policy of Kalihara Hotels Group that every employees is enters and leaves the hotel through Employee Entrance Door. PURPOSE The purpose of this policy is to provide secure employees arrival and departure from the Hotel and clear difference between guest and employees. PROCEDURE All employees should enter and leave premises via the Employees Entrance, unless the General Manager approves otherwise A security check procedure, including body and package of the em

POLICY   This policy serves to standardize the usage of our business cards, make it clear which positions are entitled to business cards and define the approval process of its printing. Business Card Entitlement ： Executive Committee Members and Department Head Executive Secretary to GM F&B Outlet Managers and Assistant Managers; Outlet Chefs Sales & Marketing staff excluding artist, secretary & reservation agents AFOM, Loyalty Manager, Night Manager, GRM, Duty Manager in Fro

POLICY As the nature of the Company business is hospitality business and operates 24 hour/day and 7 day/week, it is possible for employees to work on a Public Holliday. PURPOSE Providing a standardize guideline in compensating employee’s loyalty to work in Public Holiday in meeting hotel operational demands as instructed by the respective Department Heads. PROCEDURES Employees are entitled to official public holidays according to the existing Law with pay, following the calen

POLICY Each employee is entitled to take sick leave in accordance with the Labor Law. PURPOSE Clearly define rights and obligation of the employees in order to provide proper administration, sick leave control and salary compensation. PROCEDURES In case of illness that could not be predicted, an employee is obliged to advise Human Resources Department or his/her respective Department Head before his/her shift start and not later than 24 hours after the beginning of the shift

POLICY The Company recognizes leave day to be categorized as Unpaid Leave, which means that the employee is not entitled for their Salary and Service Charge during those leaves.   PURPOSE This is not recommended and will be dealt by Human Resources Director / Personnel Manager on a case-to-case basis. PROCEDURES The decision on unpaid leave is made by Human Resources Director. Before making this decision, Human Resources Director should acquire opinions and internal approvals