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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

POLICY The Company recognizes several leave day types to be categorized as Paid Leave, which means that the employee is entitled for their Salary and Service Charge excluding allowances calculated based on the presence in the workplace per day during those leaves.   PURPOSE Identified and categorized types of Paid Leaves PROCEDURES The Company identifies several types of Paid Leave : Annual Leave Sick Leave Day Off Extra Day Off Public Holiday Hospitalization Bereavement Leav

POLICY   It is a Policy of Kalihara Hotels Group that no immediate relatives, including the spouse, are permitted to work in the same department or departments where either party can exercise control over the activities of other relative concerned. PURPOSE  The purpose of this policy is to avoid any conflict of interests between the relatives within the work place, also to reduce the affect to the operation in the case of family matters requiring both parties to be presence.

POLICY Human Resources Director and Personnel Manager will consider handling service charge calculation system is one of the Human Resources top priorities  PURPOSE Providing clear guidelines for the service calculation system in avoiding unnecessary miscalculation  PROCEDURES The Service Charge calculation system is based on Peraturan Menteri Tenaga Kerja Nomor 2 Tahun 1999 Service Charge is the employees’ right, which is collected by the company in the employees’ interest t

POLICY Hotel will provide an adequate flow of communication in the Hotel by providing the Employee Notice Board PURPOSE To provide updated information on Employee and Human Resources activities as a means of communication between the Management and employees. PROCEDURES Every department/division is encouraged to share their departmental information to the employees. For controlling purposes, all these information should be submitted to Human Resources Department prior to it b

POLICY The communication between staff and management must be maintained through various of communication channel PURPOSE Ensuring the flow of communication in the Hotel and to provide opportunity for all staff to be informed and to state their opinion PROCEDURES In order to achieve an effective communication, the following models of employee communication are utilized: Employee Notice Boards General Employee Meeting Departmental Meetings All employees will be informed in adv

POLICY Staff career growth will not only determine by job performance, but also on several key factors such as attendance, attitude, work relation, etc.  PURPOSE Determining staff performance management system which will be closely monitored by Human Resources Director and Personnel Manager PROCEDURES Performance Appraisal should consolidate the employee’s strengths and develop program to improve weak areas. Both Management Performance Appraisal and Employee Performance Appra

POLICY Human Resources Division will be responsible for the maintenance and security of all employee personal files/data as personal files constitute an important source for personnel information. PURPOSE Providing professional, efficient and systematic employee database through the accurate up keeping of employee records and related reports. PROCEDURE All personal files of General Manager, EXCO, and Senior Managers will be kept by Human Resources Director, while from Manager

POLICY Human Resources Office will be responsible to maintain staff career record for any future reference PURPOSE To keep track of all key positions and update their current status for future manpower planning  PROCEDURES Personnel Manager will be responsible in maintaining and recording the updated career profile Career profile form will be kept at each staff Personal File This exercise will be conducted periodically based on needs