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Welc

ome
to
Our
Our employees are
truly the key
Hotel
element in
sustaining our
service culture.

Family!
Congratulations on joining The Comfort Inn Hotel! Our
service philosophy embodies elegance, attention and
world class service. Our employees receive the
highest accolades of praise from our guests and we
believe that you will make an exceptional contribution
to the family! Your success is a true measure of our
greater success. Your dedication is a reflection of our
employees’ commitment to our exacting service
standards. We believe that we have selected you
because of your innate ability to cater to our guests
every need and exceed their expectations.

A Great Place to Work
We recognize our viability as an employer of choice
rests on our ability to maintain a congenial working
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
environment in addition to offering a comprehensive
and competitive benefits package. We strive to
provide a work life balance of growth opportunity
and well-being.

This Handbook is Your
Guide
We prepared this handbook to provide you with an
overview of the Hotel’s benefits, rules, and policies. It
is not intended to be comprehensive, but should
familiarize you with important information about the
Hotel. Turn to this handbook to learn about most
elements of your employment experience. Other
important resources are your Human Resources staff
and your direct manager.
• This Handbook is not a legal document
and provides you with guidelines for
your employment.
The Hotel may, as a right and at its sole discretion,
change existing policies, procedures, and rules.
When changes occur or new policies, procedures or
rules are implemented you will receive updated
information. This handbook is the beginning of your
employment with us. Use it and supplement it with
updated information as it becomes available.
Everything we do at Comfort Inn truly revolves
around our people, our product and our service. This
handbook will give you both an overview and a
better understanding of Comfort Inn and the policies
by which we operate. You are now a vital part of the
Comfort Inn team and we want you to succeed. We
also have an Open Door policy and encourage open
communication. Should you have questions about
the Hotel’s policies and procedures, please contact
the Human Resources Department.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Our Six-Point Mission
• Service: We are committed to providing our
guests with standards of excellence that
surpass their expectations.
• Growth: We take seriously our responsibility
to map out the future development and
continuous improvement of our product.
• Development: We encourage our employees
to learn and teach, creating an environment
that is supportive, safe and happy.
• Community: We will fulfill our commitment
to the community & environment at all levels
to ensure harmony.
• Response: We welcome feedback in all
forms. Guest comments provide us with an
invaluable tool assisting us in our strides to
enhance the guest experience.
• Reputation: We cherish our reputation as
one of the finest 5 star establishments in
America providing a welcome and service to
rival all competition.

Your Employment

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Your

employment relationship with The Comfort Inn
Hotel is at will. The policy of at-will
employment means that you may resign at
will, with or without cause and with or without
notice, at any time. The same policy also
means that Comfort Inn Hotel may terminate
your employment at will, with or without
cause and with or without notice, at any time.
At-will employment also means that Comfort
Inn Hotel may make decisions regarding other
terms of employment including, but not
Your
limited to demotion, discipline, promotion,
Employment is
transfer, compensation, benefits, duties, and
At Will of work, at any time, with or without
location
cause or notice. No representative of Comfort
Inn Hotel other than Manager has the authority to
enter into any agreement for employment for a
specified duration or to make any agreement for
employment other than at will. Any such agreement
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
that changes your at-will employment status must be
explicit, in writing, and signed by both the General
Manager of The Hotel and you. Accordingly, neither
the Employee Handbook nor any policy or practice of
KingsGate Hotel is intended to imply continued
employment or otherwise limit in any way the policy
of at-will employment. Nor does the Employee
Handbook, in describing Hotel policies or procedures,
oblige KingsGate Hotel to follow any particular
procedure in the course of imposing discipline or
terminating employment.

Service Standards

• Guest Service – We are in the hospitality
business. By definition we are to welcome
travelers to our properties by doing our
jobs quickly, effectively, efficiently and
with a smile. We take every opportunity to
provide acts of kindness while they stay
with us. It is our job to take care of them.
• Internal and External Customers –
Based on your position, be aware that you
have two customers to keep happy. One is
the External Customer, including our
guests, vendors, franchisees, etc. The
other is the Internal Customer who is
equally as important to serve. This group
includes your co-workers in the hotels or
at the Corporate Office.
• Do Whatever It Takes – We are all
empowered to “Do Whatever It Takes” to
provide for our guests and handle any
issues that arise. Use the power you have
to make it right for the guest. We stick to
the following core “Whatever It Takes”
service values:

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
○ Have hospitality at heart
○ Be empowered to make decisions
○ Find an answer to every question
○ Offer what you can do
○ Take responsibility
○ Sincerely apologize
○ Follow through
• Extra Mile – If you are going to do a task,
give it 100%. Go above and beyond to
meet our guest’s needs!
• Ethics & Integrity – We expect you and
all employees to strictly observe all laws
and regulations applicable to our business.
Our company assumes the responsibility
to operate at all times in a manner that
conforms to all relevant local, state and
federal regulations
• Communicate – Communication is
extremely essential! Communicate with
your co-workers in your department and
across department lines so that everyone
can be aware of things going on around
their departments and throughout the
Company.
• Responsibility – We must all be held
accountable for our actions. Even during
those times when it was not the direct
responsibility of our company, the
customers do not want to hear “It’s not my
fault.” Instead, they want to hear, “I will
try me best to correct it as quickly as
possible.”
• Accountability – In companies that are
growing, it is important that all employees
accept personal accountability for their
jobs. Whether it involves cleaning a room,
picking after our guest, or managing the
front desk, you must accept accountability
for your job and its functions.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
• Judgment – While working for our
company, you must avoid acts and
situations that are improper, might give an
appearance of impropriety, or might
impair your good judgment when acting
on behalf of our company.
• Smile – You are a valuable asset of our
Company. Everyone wants to be met with
a smile and a warm greeting. What you
wear and how you present yourself are
reflections of you as an employee and us
as a Company. Remember we are in the
hospitality business.
• Insist on Teamwork – It is each
employee’s mandate to create an
environment where you can depend on
each other to help.
• Phone etiquette – Remember the guest
needs the same amount of service
whether you are on the phone or in
person. Hospitality with a proper greeting
and manners such as “please” and “thank
you” are also necessary when you are on
the phone.
• Cleanliness – Whether you work on
location at one of our properties or in an
office, cleanliness is imperative.
• Safety – When guests and co-workers are
staying at our properties, we are
responsible for their and each other’s
safety. Keep your eye open for slippery
floors, icy entrances and traveler’s safety.
Be aware of fire alarms and emergency
exits. We want our guests and employees
to arrive and leave without incident.
• Attitude – Be positive! Leave your
negativity outside the company; when off
clock, you are more than welcome to pick
it up.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Your Work is Important
Your work is important to us, and as such, our
company is concerned about your satisfaction with
your treatment and working conditions. As an
employee, you as an individual have the right to
appeal any decision or voice any complaint you may
have concerning your treatment or working conditions
to your supervisor.

Employment Polices

Equal Opportunity Employment
It is the policy of our company, to the fullest extent
required by law, to treat all applicants and
employees in a non-discriminatory manner without
regard to race, color, religion, sex, sexual
orientation, age, ancestry, national origin, marital
status, disability, medical condition (as defined
under Texas employment laws), gender identity,
status as a Vietnam-era veteran or qualified
disabled veteran, or any other characteristic
protected by state or federal law. This applies to all
forms of employment decisions, including, but not
limited to, recruiting, hiring, training, scheduling,
compensation and promotion of all persons in every
job classification. Our company will make
reasonable accommodations for qualified individuals
with known disabilities unless doing so would result
in an undue hardship for our company. To request a
reasonable accommodation, please contact the
Human Resources Department.

Harassment
Zero Tolerance

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
The Hotel is committed to providing a work
environment that is free of discrimination and
unlawful harassment. Actions, words, jokes, or
comments based on an individual’s sex, race,
ethnicity, age, religion, veteran status or any other
legally protected characteristic will not be tolerated.
Harassment Defined
Harassment is any conduct that has the effect of
unreasonably interfering with an individual's work
performance, creating an intimidating, hostile or
offensive work environment, or otherwise adversely
affecting an individual's employment.Our Company
Examples of harassment include name-calling, slurs,
Takes All
negative stereotyping, intimidating or hostile acts
Allegations of
(including "jokes" or "pranks"), different or
Harassment
demeaning treatment and written or graphic
material that degrades or shows Seriouslyhostility or
repugnance toward an individual or group.
Sexual Harassment Defined

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Sexual

harassment is defined as any type of sexual conduct that
is unwelcome and has the purpose or effect of
creating a hostile work environment, whether
intentionally or unintentionally. Sexual harassment
includes unwelcome sexual advances, requests for
sexual favors and other verbal or physical conduct
of a sexual nature when such conduct:
• Is made explicitly or implicitly a term or
condition of employment
• Is used as a basis for employment decisions
• Is used to create a quid pro quo environment
• Has the purpose or effect of interfering with
work performance or creating an intimidating,
hostile, or otherwise offensive working
environment.

Complaint Procedure

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Complaints should be reported to an immediate
supervisor or Human Resources. The name of the
person(s) involved must be disclosed to enable
further investigation. The Hotel understands that
harassment complaints are sensitive and will use
utmost discretion while conducting an investigation.
False Accusations
False accusations of harassment can have serious
effects upon the accused. Therefore, any false
accusations may result in the same disciplinary
action applicable to one found guilty of harassment,
up to and including termination.

Reporting Harassment
If you believe you have been the victim of
harassment, or know of another employee who has,
report it to a supervisor immediately. Employees
can raise concerns and make reports without fear of
reprisal. Any supervisor who becomes aware of
possible harassment should promptly advise their
supervisor or Human Resources, who will handle the
matter in a timely and confidential manner.

Open Door Policy

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Employees are strongly encouraged to communicate
with management and supervisors regarding work
conditions, compensation, or any other work related
concerns. Communicating openly and directly with
supervisors creates a positive work environment
that thrives on continuous communication. We
strive to treat every employee with respect in a
consistent manner. The Hotel believes its Open
Door Policy amply demonstrates its commitment to
employees by responding effectively to employee
concerns. If you have a concern or think an
operating practice has not been followed, tell us
about it. If your supervisor is part of the problem or
you are not comfortable bringing the problem to
him/her, contact their supervisor or the Human
Resources Department. We recommend that you
use the following steps as a guide:
Step 1: If you feel comfortable doing so, talk
with your supervisor openly and honestly
about the problem. Present the facts.
Generally, the two of you should
be able to resolve the problem.
Step 2: If you feel the problem
remains unresolved, or if it has
not been addressed within a
reasonable timeframe, you should
request to see the next level of
management. Present the facts
again.
Step 3: If the problem remains
unresolved, please feel free to
contact the Human Resources
Department.

Tobacco, Drugs, and Alcohol

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Our company has a vital interest in maintaining a
safe, clean, healthful, and efficient working
environment. Tobacco, drugs and alcohol interfere
with this interest.
Except as otherwise provided herein, smoking and
chewing tobacco are prohibited during working
hours.
The use, sale, purchase, transfer, or possession, or

being under the influence of alcohol
or an illegal drug in the workplace are strictly
prohibited and will not be tolerated. Our company
intends to comply, and expects all employees to
comply, with all rules, regulations or laws from any
governmental authority that relate to the
maintenance of a workplace free from illegal drugs
andInstances
alcohol.of
Drug & Alcohol
Our company
Testing reserves the right to perform drug and
alcohol testing on:
• Any applicant for employment;
• On an random basis of any employee;
• On any employee who manifests suspicious
behavior that gives rise to a reasonable belief
that the employee is under the influence of
drugs;
• Of any employee who is involved in an
accident which results or could result in the
filing of a worker’s compensation claim;
• Of an employee who is subject to drug or
alcohol testing pursuant to Federal or State
rules, regulations or laws.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
In the event of a positive drug or alcohol test, our
company reserves the right to take disciplinary action
against the employee, which may result in suspension
or discharge. However, an employee whose drug or
alcohol test is positive will have the opportunity to
appeal the test at the employee’s expense.
Our company may conduct unannounced general
inspection and searches for drugs or alcohol on the
property or in Our company’s vehicles or equipment
wherever located. As an employee, you agree to
cooperate with such inspections and searches.
Search of an employee and his or her personal
property may be made when there is reasonable
belief to conclude that the employee is in violation
of this policy.
If an employee is the subject of a drug-related
investigation by Our Company or by a law
enforcement agency, the employee may be
suspended pending completion of the investigation.
All information relating to drug or alcohol testing or
the identification of persons as users of drugs and
alcohol will be protected by Our Company as
confidential unless otherwise required by law,
overriding public health and safety concerns, or
authorized in writing by the person in question.
Change Status
When you were hired, you completed paperwork
containing important information. Keeping this
information up to date helps us reach you in
emergency, forward information, maintain your
benefits, compute your payroll deductions, and mail
your W-2’s and more. It is important that property
employees notify their General Manager and
Corporate employees notify Human Resources
promptly when any of the following information
changes:

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
• Name
• Address
• Telephone number
• Number of dependents
• Marital status
• Change in emergency contact

Your Supervisors
Your supervisor is the on-duty superior who is overseeing
your work at any point in time.
Guest Contact and Courtesy
Although a very important aspect of your job is to be
courteous and friendly toward hotel guests,
employees are not to build personal relationships
with any hotel guest. Employees are prohibited from
fraternizing with any hotel guest on or off duty.
Working Relationships
In order to effectively achieve Our Company’s policy
of zero sexual harassment, employees are
prohibited from fraternizing with their superiors
while on or off-duty.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Shifts - Leaving Work during Working
Hours

Your Co-Workers
Rely on Your Job
Attendance

Employees are required to clock upon
commencement of work and clock out upon
completion. Meal periods are not considered
working hours, therefore employees must clock out
for meal periods.
Employees are not allowed to leave the hotel
premises during working hours. If an emergency
situation necessitates your leaving, obtain the
permission of your supervisor prior to leaving.
Disability Accommodations
Our Company strives to provide adequate disability
accommodations for guests and employees, and
comply with the standards of the Americans with
Disabilities Act. Employees are expected to inform
themselves of such accommodation available on the
premises, and assist guests taking advantage of
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
them. Employees should notify their supervisors of
any disabilities requiring accommodations not yet
available.

Work Rules
CONFIDENTIALITY
During the course of your employment you may
have access to information that is not available to
persons outside of our company. When you do come
in contact with this type of information, it is your
responsibility to ensure that you do not share it with
anyone else. There may be legal or financial
consequences of passing on confidential
information. We also have a responsibility to protect
our guest’s privacy; therefore, all information
regarding our guests is to remain confidential. If the
situation warrants you involving another party, you
must first speak to your manager, Human Resources
or the Legal Department.

MOONLIGHTING
You may work for another employer while working
for our company as long as this job does not
interfere with your position. However, you are not
permitted to work for a competitor at any time while
working for our company.

PRESENCE ON HOTEL PROPERTY
Unless reporting for work, employees should not
return to the interior of the hotel building or other
working areas more than fifteen (15) minutes before
the start of their shift. Similarly, employees are
expected to leave the interior of the hotel building
or other working areas no longer than fifteen (15)
minutes after their work period.

LOST AND FOUND

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
We would all like to think if we lost something that
someone would be kind enough to return it to us. It
is a fact for hotels that more times than not, guests
leave items in their hotel rooms. All articles found in
any area of the building or property must be turned
over immediately to your supervisor. Lost and found
items are kept for 90 days or pursuant to local law.

SOLICITATION
Distraction from work can create serious safety and
efficiency problems; therefore, employees are not
permitted to engage in any type of solicitation,
selling, or other non-work activities during their
working time. Working time is the time employees
are expected to be working and does not include
rest, meal or other authorized breaks or the time
spent on property just before beginning and after
ending a shift. The distribution of any literature,
pamphlets, or other non-work items or material in a
hotel work area, including public areas, at any time
is likewise prohibited.

Use of Bulletin Boards
In keeping with our philosophy of open
communication, information that could be important
to you is posted on bulletin boards located in
convenient spots throughout the building.
Government postings, schedules and items of
interest to employees are posted. We expect all
employees to read these boards for important
announcements and notices. You may not post any
notices without prior authorization from your
supervisor. Never remove our company’s
information posted on a bulletin board.

PERSONAL TELEPHONE CALLS
We understand everyone needs to make a personal
phone call every once in a while. Personal calls may
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
be made before and after working hours and during
breaks. The switchboard at the hotel is for the use of
the guests and the official business of the hotel.
Guest phones in the rooms may never be used for
personal calls. Long distance and/or international
calls cannot be charged to the hotel under any
circumstances.

USE OF CELLULAR TELEPHONES, CAMERA
PHONES, PAGERS HAND-HELD DEVICES
Employees may not use cellular telephones or
pagers while working without prior authorization
from management.
Employees are prohibited from bringing into the
work place camera phones, tape recorders, or other
hand-held devices that can be used to record or
transmit company business or internal business
communications, without authorization from
management. Employees are strictly prohibited
from recording by audio, video or photography any
business related activities. Violation of this policy
will result in immediate termination of employment.

PERSONAL ITEMS
Each hotel has a designated area where personal
items may be stored. If we have provided you with
an office, please secure your personal items in your
office. We ask that you do not bring any valuable
items to work, as Our company cannot be held
responsible for lost or stolen personal items.
Employees should have no expectation of privacy
with regard to items stored therefore all personal
belongings (i.e., purses, duffel bags, etc.) may be
subject to a random security check.

PARKING
Parking is provided in designated areas around the
office building or hotel. Your supervisor will notify
you where to park. Using other parking spaces or
spaces allocated for guests is a direct violation of
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Company policy that will result in disciplinary action.
We cannot be held responsible for theft or damage
to vehicles or theft of contents while parked at the
hotel or office building for which you work.

EMPLOYMENT OF RELATIVES
We do not allow immediate relatives defined as
spouses, parents, grandparents, in-laws, children,
grandchildren, siblings or stepfamily members to
work in positions where potential issues related to
supervision, safety, security, morale, or potential
conflicts of interest exist. This policy also applies to
non-married couples who are living at the same
location or couples who are dating.
If two employees marry, become related or are
otherwise in conflict with this policy after they have
been hired, the relationship must be reported
immediately to their supervisor(s). We will attempt
to identify a solution. Our company will give full
consideration to the desires of the individuals
involved but will view the business needs of the
hotel or office as the determining factor.
Our company reserves the right to determine that
other relationships not specifically covered by this
policy represent actual or potential conflicts of
interest as well. If the Company determines that the
relationship between employees presents an actual
or potential problem or conflict of interest,
appropriate action will be taken which includes but
is not limited to transfers, reassignments, shift
changes or if necessary, termination of
employment.

FIREARMS / WEAPONS
Some states have laws that allow people to carry
handguns with them both in an open or concealed
fashion. However, the policy of our company
prohibits employees from carrying firearms,
explosives, knives, or dangerous weapons of any
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
kind on Company premises, in Company vehicles, or
on Company business off premises, whether the
employee is licensed to do so or not.

TRANSFERS
Employees have the ability to transfer from one
hotel or one department to another pursuant to the
following guidelines:
1. If you wish to transfer, you may do so after
you have been in your position at least six
months, unless prior relocation expenses
have been incurred.
2. If you have a desire to transfer to another
property, and/or division of Our company, you
should first discuss the transfer with your
supervisor.
3. Then, you should make a formal request for
transfer, in writing, to your supervisor.
4. Employees who do not meet minimum
performance standards in their current
position are not eligible to transfer.

Although we will attempt to accommodate all
qualified requests, we cannot guarantee that a
transfer will take place.

RESIGNATIONS
It is the policy of our company, upon hiring
employees, to honor a reasonable notice given to a
previous employer. Similarly, we recommend that
you extend the same courtesy with us by giving at
least a two-week advance notice in writing. Before
you leave, we may ask for a short exit interview.
Upon resignation, you are responsible for returning
any Company property in your possession. This
includes but is not limited to keys, uniforms, name
badges, etc.
Final pay for employees, who leave in good standing
and provide at least a two-week advance notice, will
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
include the hours worked through the date of
termination as well as any earned and unused and
accrued vacation pay, if eligible.
Final pay for employees who do not leave in good
standing and/or do not provide at least a two-week
advance notice will include the hours worked
through the date of termination as well as any
earned and unused vacation pay, if eligible. Unless
required by law, accrued vacation will not be paid
out.

Wage and Payroll Information
Pay Rates
It is Our Company’s policy to pay the highest wages
possible consistent with good business practice and
in comparison to companies in the same business.
Pay rates for your position are determined by
degree of difficulty and responsibility. Pay rates are
reviewed annually to ensure competiveness within
the industry and the local area. The pay scale
begins with a probationary rate, continues with the
job rate, with annual raise increments, to the
maximum rate attributed to your position. Contact
your manager for specific details of your currently
assigned wage rate.

Time Clocks
Every employee is provided with an Employee ID
with a magnetic stripe. Your ID serves a dual
function: it is also your Time Card. You are required
to swipe in when you report ready and
attired to work and swipe out when you
leave. It is your responsibility to swipe
your card and to ensure that the time
reported is accurate. You must swipe
only your card, no one may swipe it for
you and you may not swipe for anyone
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
else. You are paid for your scheduled time, so make
sure you obtain your supervisor’s approval when
you begin work early or late.
Breaks
Employees receive a meal break. You must swipe
out when beginning and back in when completing
your meal break. Additional breaks, as necessary
and approved, should also be taken off the clock.
Overtime
Due to the nature of our industry, it maybe be
necessary for an Employee beyond his or her normal
workday hours. Overtime pay is paid only to
Employees when work is scheduled, approved, and
made known to you in advance by your supervisor.
Employees will be compensated for hours worked in
excess of the Federal and State wage and hour
restrictions, depending on their Employee
Classification. The compensation will be at a rate of
one and a half times the Employee’s regular hourly
rate.
Paydays
Your paycheck will be issued every
other Friday and distributed after 3:00
pm twenty-six times a year. Our legal
workweek begins with Saturday and
ends the following Friday. In order to process
payroll, the pay period closes seven days prior to
your Friday payday.
Employees are not permitted to borrow on their
earnings in advance of payday. Certain emergency
situations may be exceptions with prior approval of
the General Manager.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Your Benefits
Eligibility for Benefits
The Hotel has established diversity as one of its five
core values, and consequently extends
benefits to the same sex partner of a
staff member.
Full-Time Staff with Full
Work Schedules
All staff hired to regularly established
classifications for a period in excess of
nine (9) months who are regularly
scheduled to work 40 hours a week.
These staff:
1. Will participate fully in all benefits.
2. Will participate in work premiums based on
position and work schedule.
3. Will have benefit accumulations suspended
during periods of layoff of 30 calendar days or more.
Full-Time Staff with Abbreviated Work
Schedules
All staff hired in regularly established classifications for
a period of at least nine (9) months who are regularly
scheduled to work at least 20 hours per week but less
than 40 hours per week. These staff:
1. Will participate in most benefits generally on a
pro rata basis determined by the number of hours
paid or worked as applicable
2. Scheduled to work less than 30 hours per week
will not receive the Duke contribution towards health
care insurance premiums.
3. Will receive Our company contribution towards
health care insurance premiums if scheduled to
work 30 or more hours per week, or scheduled to
work 20 hours but less than 30 hours per week with
20 or more years of continuous service credit.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
4. Will participate in work premiums based on
position and work schedule.
5. Will have benefit accumulations suspended
during periods of layoff of 30 calendar days or more.
Part-Time & Temporary Employees
All staff hired to regularly established classifications
who are regularly scheduled to work less than 20
hours per week are not eligible for benefits other
than Military Leave, Maternity Leave, Workers'
Compensation, FICA and Overtime as worked.
Health Insurance
At our Hotel, we offer health, vision, and dental
insurance. All full-time hourly employees who have
completed their ninety (90) day probationary period
are eligible for health benefits. All salaried employees
are eligible after their first thirty (30) days of
employment. Employees will be notified of their
enrollment time frame and coverage will start on the
first day of the following month. Any coverage chosen
will have a premium to be a pretax payroll deduction
semi-monthly. The Human Resource Department will
discuss further details such as, premiums and
enrollment procedures with each employee at the
time of eligibility.
Paid Holidays
Our Company recognizes that employees sometimes
sacrifice their holidays in order to continue providing
superior service to your guest. To compensate our
employees we observe six holidays during the year
in which employees are eligible to receive holiday
pay if worked. Full time Employees will be eligible
for holiday pay after completing the four months
(120 day) probationary period. Employees will
receive one and half (1- ½) times their hourly rate
for the hours worked on the holiday. Part-time
Employees will not receive holiday pay unless they
are scheduled on the holidays listed above. Please
note that if an employee does not work on an

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
observed holiday they will not receive holiday pay.
The observed holidays are:
- New Years Day - Memorial Day - Independence
Day
- Labor Day - Thanksgiving Day - Christmas
Day
Paid Vacation
At our Hotel, we feel that our employees should be
granted well deserved vacation time. Vacation is
awarded to full-time employees and is based on the
employee’s hire date as follows:
Duration of Paid Vacation
Employment Days
Completion of 1 year 1 weeks
Completion of 5 years 2 weeks
Completion of 10+
4 weeks
years
Employees are to submit vacation request to their
department manager at least two weeks before the
desired vacation start date. Department managers
are to approve/deny vacation requests. Vacation
must be taken in full-day increments and are non-
transferable to other employees. Any unused
vacation time one year after it is earned is forfeited
but an extension may be granted with approval from
the Hotel General Manager.
Leave of Absence
After you have completed six months of
employment, you may, in the event of illness,
maternity, military duty, be granted a leave of
absence without pay, at the discretion of Our
Company. With the exception of military and
maternity leaves, an employee may take a
minimum of thirty (30) days and maximum of ninety
(90) days for leave of absence. Vacations and
holidays will not accrue or be paid during a leave of
absence.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
An employee wanting to take any leave of absence
is required to complete a Leave of Absence request
form available in the Human Resource Department.
Length or service will be retained at the time of the
leave but will not accrue during the leave. Our
Company cannot hold your job open for the duration
of the leave. However, upon return from leave the
employee will be given the first open position of like
classification and pay for which he or she is
qualified, if the original job is not open.
Bereavement Leave
In the event of the death of any immediate family
member, full-time employees who have completed
one year of employment may receive up to three
paid scheduled shifts. Immediate family is defined
as a child, spouse, sibling, parents, or grandparents.
Documentations (such as an obituary) are to be
submitted with Personnel Action form to the Human
Resource office.
Military Service Leave
It is a policy of Our Company to re-employ personal
after any required military service. Personnel
entering military service will be placed on military
leave of absence. Upon honorable discharge and
being physically able, and within ninety (90) days of
date of discharge, the employee will be reinstated in
the same position and at the same rate of pay, if
vacancies permit; otherwise, the employee will be
given the option to accept another job for which
there is a vacancy to be placed on preferred waiting
list for the next vacancy. Proper documentation is to
be presented to the Human Resource Manager.
Medical Leave
Employees may request a general medical leave if
they do not meet the FMLA eligibility requirements
due to years of service, job status, number of hours
worked in the preceding twelve months or have
exhausted the twelve-week entitlement. This leave

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
may be granted with the approval and at the
discretion of department management. Employees
must submit medical verification that supports the
need for the medical leave.
The hotel will review all requests on an individual
basis, in consideration of the job requirements, the
availability of temporary replacement and the
FMLA
hotel’s ability to reinstate the employee after the
Qualifying Events
leave. During this leave status, employees are
expected to exhaust their available accrued unused
sick or vacation balances and are responsible for
payment of insurance premiums. The Human
Resources Department may be consulted for details
on the impact to employee benefits. Employees with
a medical condition that is expected to last longer
than six months are encouraged to explore long
term disability options.
Family Medical Leave of Absence
In compliance with the Family and Medical Leave
Act of 1993 (FMLA), the Hotel provides up to a total
of twelve weeks family/medical leave within a
twelve month period without pay, to associates who
require time off from duties to fulfill the following
family obligations or for medical reasons:
• The
care of a
newborn
or child
that has
been
placed
for
adoption
or foster
care;
• The
care of a

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
spouse, child, or parent who has a serious health
condition;
• A serious health condition that renders the
Employee unable to work.
To be eligible to request a leave of absence under
FMLA, an employee must have been employed at
least 12 months and must have worked at least
1250 hours in the 12-month period prior to the
request for FMLA.
FMLA leave may be requested for a serious health
condition that prevents an employee from working
at all or from performing any of the essential
functions of his/her job, or for an employee who
needs to care for his/her spouse, child or parent who
has a serious health condition or for the birth or
adoption of a child. This type of leave may also
include the need for leave due to occupational injury
or illness (i.e. work related).
FMLA allows you to take up to 12 weeks of leave
during a rolling calendar year. If you return to work
within the 12-week time period, you will be
reinstated to the same or substantially similar job at
the same rate of pay prior to when the leave began.
An employee is not allowed to be actively employed
outside our company while out on FMLA.

Court-Duty Leave
Employees who have received a jury summons are
required to notify their manager. Jury duty leave pay
is limited to a maximum of eight hours per day, 120
hours per calendar year. If jury or witness duty
exceeds 120 hours per year, this will be considered
an unpaid leave.
Parental Leave
The Hotel will grant leave of absence without pay to
any expecting employee. Pregnant employees any,
however, work as long as they like, with the written
approval of a doctor’s note.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Employee Development

Promotions and Pay Raises:
Each employee’s hourly wage or annual salary will
be reviewed at least once each year. The
employee’s review date will usually be conducted on
or about the anniversary date of employment or the
date of the previous compensation
review. Such reviews may be
conducted more frequently for a
newly created position, or based on
a recent promotion.
Promotions and pay raises will be
determined on the basis of
performance, adherence to
company policies and procedures,
and the ability to meet or exceed
duties per job description and
achieve performance goals.
Although the Company’s salary ranges and hourly
wage schedules will be adjusted on an ongoing
basis, the Hotel does not grant “cost of living”
increases. Performance is the key to wage
increases at the Hotel.

PROGRESSIVE DISCIPLINE
We prefer to deal with situations warranting
discipline as early as possible. When discipline is
necessary, corrective action will generally consist of
progressive steps of verbal counseling and written
disciplinary warnings. Serious misconduct may
require more immediate or final action, up to and
including termination of employment.
Our company reserves the right to initiate the form
of discipline it deems appropriate under the
circumstances.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
1. The first steps in progressive discipline usually
consist of coaching and counseling. Coaching
and counseling are used when an employee
displays unacceptable behavior or when his
or her job performance is not meeting
standards. The supervisor will discuss his or
her concerns with the employee and as soon
as possible after the incident occurs in order
to give the employee the opportunity to
correct the problem within a reasonable
amount of time. Coaching and counseling
sessions are recorded on a Performance
Management Form and placed in the
employee’s file for future reference.
2. A written warning is issued when a supervisor
believes a situation is too serious for verbal
counseling, or when past counseling has been
ineffective. A written warnings are to be
signed by the employee to acknowledge that
he or she has read and understands the
severity of the situation and what is expected
of him or her to correct the problem. Should
an employee refuse to sign a written warning,
another supervisor will be called to witness
that the warning was given.
3. A final written warning is issued when an
employee fails to meet standards set forth in
a previous counseling session and/or written
warning or when the situation is too serious
for further progressive disciplinary steps.
4. Termination of employment is normally
preceded by the steps outlined above,
however it may occur with or without prior
warnings depending upon the circumstances
of the situation.

Nothing in this policy is intended to alter the at-will
nature of your employment with our company. Thus,
you or the Company may terminate employment at
any time, with or without cause.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Absences and Tardiness
Failure to be on the job not only disturbs the smooth
operations of your department, but also affects the jobs
of your co-workers. Absence without good and sufficient
cause will not be tolerated. If you are sick and unable to
work, you must notify your supervisor immediately, but in
any case at least three hours prior to your
scheduled time for work.
If illness is given as a cause of absence, Our
Company has the right to require you to provide
a written statement from a doctor. Employees
returning to work after serious injury, illness,
surgical operation, maternity leave, or other
physical conditions(s) must first submit a
doctor’s release.
Any employee absent for more than three consecutive
workdays without notifying his or her supervisor will be
considered to have voluntarily resigned and will be
automatically terminated.

Call off procedure
If you are going to be absent or late for work, you
must notify your supervisor at least two hours
before the start of your scheduled shift. If you
cannot reach your supervisor, leave a message with
the front desk staff or on your supervisor’s voice
mail. In your message state:
• Your name
• Why you are absent or late
• When you expect to return

Except as noted above, reporting your absence to
anyone other than your immediate supervisor will
be considered an improper call off. If another person
calls on your behalf, it will be considered an absence
unless an emergency prohibits you from calling
yourself. In the case of an emergency, notify your
supervisor as soon as possible.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Leaving early before the end of your scheduled shift
without your manager’s approval is not acceptable.
Leaving more than four hours early without
management approval is considered an absence.
Excessive tardiness and/or absenteeism cannot be
tolerated and will result in disciplinary action up to
and including termination of employment.

Failure to report (no-call/no-show)
If you fail to report to work, it will be considered a
“no-call/no-show”. Similarly, if you fail to notify your
immediate supervisor at least two hours in advance
of your scheduled shift that you will be absent from
work, it will be considered a “no-call/no-show”.
Should either occur for two consecutive scheduled
days, the Company will consider you to have
voluntarily quit.
Three instances of “no-call/no-show” during a rolling
12-month period will result in termination of
employment.

Extended illness
Absence due to illness of three days or more is
considered an extended illness. Each day you are
absent you are expected to call in to notify your
supervisor. If you are absent due to illness for three
days or more, a written excuse from your doctor
must be furnished to your supervisor before you
may return to work. If absences due to illness
become repetitive, written excuses from your
treating doctor may be required even if less than
three days are missed.

Transfers:
Employees are eligible for transfer within our family
of hotels after a minimum of six-months of
continuous employment. Employees can inquire
about transfers and make transfer requests in the
Human Resource Office. Both lateral and

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
promotional transfers will be based on performance,
adherence to company policies and procedures, and
the ability to meet or exceed duties per job
description and achieve performance goals.

STANDARDS OF CONDUCT
Our company has established standards of conduct
for our employees that are designed to protect our
team members and guests. Violation of these
standards may result in disciplinary action up to and
including termination of employment. Please review
these standards of conduct to make sure that you
understand what we expect of you.
General Conduct Standards
1. The first priority of business is to create a
culture of genuine hospitality for our guests—
providing them with the highest levels of
service at all times and in all circumstances.
2. Employees must use the designated employee
entrance and parking area and agree to use
only that entrance and parking area.
3. Unless reporting for work, employees should
not return to the interior of the hotel building
or other working areas more than fifteen (15)
minutes before the start of their shift.
Similarly, employees are expected to leave
the interior of the hotel building or other
working areas no longer than fifteen (15)
minutes after their work period.
4. Employees may not clock in or out for other
employees.
5. Employees should have no expectation of
privacy with regard to items stored therefore;
all personal belongings (i.e., purses, duffel
bags, etc.) may be subject to a random
security check.
6. Employees may not place valuable belongings
in the hotel’s storage area or desks because
the hotel cannot accept responsibility for their
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
loss or damage. There may be periodic,
unannounced inspections of personal
belongings by management or security
personnel designated by the hotel.
7. Schedules are posted as soon as the business
for the upcoming week can be forecasted and
attendance is mandatory on those days
scheduled. If, through an emergency, you
cannot arrive at work on the scheduled day
and time, you must call and speak with your
supervisor, manager or manager on duty to
explain your absence at least two hours
before you are scheduled to report to work.
Employees will work according to the
schedule and will not work overtime unless
previously authorized by their manager.
8. Books, newspapers or other non-hotel-
sponsored publications are not to be read
while on duty.
9. While on duty, all employees must comply
with Our company’s Dress and Uniform Code.
All clothing worn while working must be
maintained in proper condition and, if
assigned, a nametag and/or uniform must be
worn at all times so as to present a
professional appearance.
10. Employees may not take time off during
regularly scheduled work hours without
authorization from their supervisor.
11. Employees must work in a safe manner and
comply with fire department regulations,
safety and civic defense regulations and hotel
safety rules.
12. Employees must perform the duties of their
position within the prescribed safe manner
and immediately report all job-related injuries
to a supervisor.
13. Employees may only use designated
employee smoking areas.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
14. While on duty, or in public contact areas,
employees may not wear insignia, badges,
buttons or similar items unless authorized by
management.
15. It is every employee’s responsibility to
familiarize themselves regularly with these
guidelines and with other publications and
bulletins as required by management.
16. Written or printed matter of any description
may not be distributed in working areas or
public areas unless authorized by
management and per Our company’s
Solicitation Policy.
17. Hotel employees may not chew gum, drink or
eat while on duty or in unauthorized areas
(i.e., in view of the public,
telephone/computer work station, etc.) unless
it is a sponsored hotel event.
18. Hotel employees may not use portable
radios, CD players, tape players, or similar
electronic devices on hotel premises or while
performing their duties unless authorized by
the hotel.

Grounds for immediate termination
Employment may be terminated immediately if any
of the following acts are committed:
1. Use, possession, sale, transfer or storage of an
illicit drug or drug paraphernalia while in the
course of employment, on hotel property or in
hotel vehicles.
2. Reporting for work or working under the
influence of a drug or alcohol, or in an
impaired condition.
3. Unauthorized possession or consumption of
alcohol while in the course of employment, on
hotel property or in hotel vehicles.
4. Attempted or actual theft (unauthorized
removal), embezzlement and/or
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
misappropriation (unauthorized storage,
transfer or use) of hotel, guest or employee
property. This includes failure to report lost
articles, which are found on the premises.
5. Recording by audio, video or photography any
business related activities without
authorization from management.
6. Use of Company assets for personal gain or
engaging in personal work on Company time.
7. Giving unauthorized discounts or free rooms or
use of rooms without a supervisor’s
authorization.
8. Willful destruction, gross negligence or
carelessness regarding hotel property,
employees or guests.
9. Removing, duplicating, misplacing or
transferring possession of a hotel master key
or any other keys to restricted entry or guest
areas.
10. Gambling, or participating in gambling as a
spectator during work hours or on hotel
property.
11. Any language or conduct that has the
purpose of threatening or intimidating a
fellow employee or guest, or causes a fellow
employee or guest to have concern about
personal and/or physical safety.
12. Hitting, pushing, or otherwise striking
another person or possessing a dangerous
weapon while on hotel premises.
13. Willful falsification or altering of hotel records
including, but not limited to, employment
applications, payroll documents, time cards,
financial reports, etc.
14. Using offensive language such as swearing or
other inappropriate language, or provoking a
fight on hotel time or property.
15. Excessive or unexpected absenteeism or
tardiness, including abuse of sick leave,

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
improper call-in, or violation of any portion of
the attendance policy.
16. Failure to report to work for two consecutive
scheduled shifts/days without appropriate
supervisor notification.
17. Insubordination, which includes: failure to act
with respect; refusal or failure to perform
assigned duties in accordance with
performance standards; refusal or failure to
adhere to hotel policies and procedures; and
refusal or failure to observe all safety, health
and fire codes and practices.
18. Disobeying any hotel rules, department
policies and procedures and supervisor’s
instructions, regulations, and/or statutes of
the local, state and Federal government.
19. Failure to remain in work area during work
time unless authorized by management.
20. Unauthorized use of guest rooms or guest
facilities. Unauthorized presence at guest
functions or in guest areas, including but not
limited to guest rooms, restaurants, bars,
lounges, offices or meeting rooms. Employees
may not socialize with, date, or meet with
guests, associates or visitors, unless part of a
bona fide job responsibility.
21. Unauthorized acquisition, distribution or
disclosure of hotel or Company materials,
documents or confidential information.
22. Sleeping or malingering during scheduled
workday.
23. Unlawful, immoral conduct or behavior
otherwise deemed unbecoming a Our
company employee.
24. Failure to provide guest service in
accordance with the hotel’s service
philosophy or failure to satisfactorily perform
work or job assignments.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
25. Failure to comply with the hotel’s policy on
non-harassment in the workplace. This
includes but is not limited to discrimination or
harassment against a guest or a fellow
employee because of race, color, age,
religion, sex, national origin, disability, sexual
orientation or any condition or status
protected by law.
26. Giving confidential or proprietary hotel
information to other associates, an outside
Company or agency; the news media; guests;
or discussing confidential hotel or Company
information in public areas in the presence of
guests.
27. Failure to maintain accurate and proper
accountability and control of cash banks or
related hotel cash. This includes excessive or
continuous cash shortages or other
irregularities including altering a guest’s
checks or abuse of any guest’s credit card.
28. Failure to report accidents, breakage or
damage to equipment and machinery, which
occurs when you are assigned to drive or use
equipment and machines. Giving false
information when accidents are being
investigated, receiving traffic violations when
operating hotel vehicles or driving a hotel
vehicle without a valid license.
29. Failure to comply with hotel policies and/or
directives, including, without limitation, the
policies and procedures outlined in the
Employee Handbook.
30. Failure to notify the Department or Hotel
Manager or the Human Resources
Department of any arrest that occurs during
employment.
31. Failure to notify the Department or Hotel
Manager or the Human Resources
Department of any felony conviction that
occurred prior to or during employment.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
These rules and policies are not all-inclusive, but
indicate the type of policies and rules that
apply to your employment by Our company.
Violation of these and other established work
or safety rules may result in possible
disciplinary action including counseling,
formal warnings, suspension, probation and
immediate termination of employment. The
specific action taken will depend on the
nature of the offense, the circumstances and
previous employment record. Nothing in this
policy is intended to alter the at-will nature of
your employment with Our company. Thus,
you or the Company may terminate
employment at any time, with or without
cause.

DRESS AND UNIFORM CODE
CLOTHING
At Our company the image we present to our
guests, vendors and team members makes an
important statement about who we are as a
Company. For many positions in our Company there
is a designated uniform; for others, we have
established guidelines for business casual attire.
Uniformed Employees
If your position does require a uniform, you must
report to work in your uniform and wear it at all
times while you are working. The Company-provided
portion of the uniform is free of charge. In addition
to what the Company provides, you are also
expected to purchase the appropriate slacks or
skirts, blouses or shirts, socks or hosiery and shoes,
according to color and style indicated by Our
company.
It is your responsibility to keep your uniform and
shoes clean and in good repair and to keep your

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
shirts, blouses, slacks, skirts and dresses clean and
neatly pressed at all times.
If you leave the employment of Our company, you
are expected to return the uniform items issued to
you upon hire. We will hold you responsible if the
uniform is not returned and/or is damaged beyond
normal wear. We reserve the right to charge you for
missing and/or damaged uniforms by deducting the
cost(s) from your final paycheck as allowed by law.
Business Casual Attire
Hotel Managers and other employees who are not
provided a uniform should wear business or
business casual attire.
• Guidelines for Men:
o Casual slacks (belt to be worn if slacks
have belt loops).
o Shirts must have a collar (dress shirts,
golf/polo shirts or turtlenecks).
o Sweaters or cardigans may be worn
along with a collared shirt.
• Guidelines for Women:
o Casual dresses, skirts and skorts that are
not more than 3 inches above the
knee.
o Casual slacks.
o Blouses, tops, turtlenecks, cardigans or
sweaters.
o Sleeveless blouses or tops are permitted
during appropriate months.

All Employees
The following guidelines apply to all employees:

NAME BADGES
• All employees who work at a hotel property will
be supplied with a name badge which must
be worn at all times while working.
• Name badges should be worn approximately
four inches below the left shoulder.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
• When on duty, in uniform and in public areas of
the hotel, employees are prohibited from
wearing any buttons, stickers, decals or other
insignia on their uniform other than name
badges or other similar emblems issued by
Our company.

SHOES
• All shoes must be polished and in good repair.
• All shoes must adhere to safety guidelines. No
sandals, plastic shoes, flip-flops, clogs or
hiking boots may be worn at any time. No
construction boots, sneakers or athletic shoes
may be worn unless approved for specific
jobs.
• Open-toed business dress shoes for women are
acceptable. Exceptions to this may exist
depending on safety concerns related to the
employee’s job function.
• Women’s high heels should not exceed 2
inches.

JEWELRY
• Visible body piercing is not permitted, with the
exception of female employees who are
allowed two earrings in each ear maximum.
Earrings must be no longer than one inch past
the earring hole.
• Male employees may not wear earrings.
• There may not be more than two rings per
hand. They must be simple, not large, gaudy
or cause a safety concern.
• Necklaces may be worn; however, they must
be simple, not large, gaudy or cause a safety
concern.
• No jewelry, aside from the items previously
discussed above, may be visible on the
outside of the uniform or any area of the body
not covered by a uniform. The exception to
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
this is Company-provided pins and name
badges, which must be worn in the Company-
designated place on the uniform.

HAIR
• Hair must be clean and well groomed.
• Hair coloring is acceptable if it is conservative
in natural hues (i.e. browns, reds, blacks,
blondes and grays). Colors must be regularly
treated to maintain a consistent and natural
appearance. Unnatural colors or dramatic
streaks may not be worn.
• Hair may not have an extreme shaved design.
• Hair should not cover eyes or name badge.
• Men’s hair length should not exceed one inch
over the collar.
• Male employees may have mustaches that do
not exceed one-half inch below the corner of
the lip with no extreme styles. Mustaches
must be neatly trimmed and clean.
• Male employees may have beards which are
neatly trimmed and in a conservative style.
• Male employees may have sideburns which are
neatly trimmed and in no extreme style.

MAKEUP AND FINGERNAILS
• Women’s make-up must be tasteful and not
excessive.
• Men may not wear make-up.
• Fingernails must be clean and neatly
manicured. Nail length should not interfere
with job performance.
• Men may not wear colored fingernail polish.

TATOOS
• Visible tattoos are not allowed.
• If clothing or uniform does not cover a tattoo or
changing the uniform causes a safety issue
(e.g. long sleeves for certain positions), the
employee should not be in a position that
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
requires frequent guest contact. The tattoo
must not be offensive.
• Management reserves the right to judge
whether a tattoo is or is not acceptable based
on frequency of guest contact and type of
tattoo.

Safety, Health & Wellness
Employee health and safety is a top priority at The
Our company Hotel. To achieve our goal of providing
a safe workplace, all Employees must be safety
conscious. Employees are required to report
any injury, accident, or safety hazard
immediately to their supervisor(s).
Workplace safety is a team effort.
• Employees will be given training
regarding safety rules and regulations.
• Supervisors will be provided with
the training necessary to recognize and,
where possible, abate identified hazards.
• The Hotel provides employees with
information regarding workplace safety and
health concerns through regular internal
communication channels such as
supervisor/employee meetings, bulletin board
postings, memos, or other written
communications.
• Safety inspections are conducted periodically
and Employee comments and suggestions are
encouraged. Job hazards that are detected as
a result of the inspection will be corrected

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
immediately. Unsafe conditions will not be
tolerated.
• Employees must notify supervisors of any
medication that may cause drowsiness or
other side effects that could compromise the
Employee’s ability to perform his or her job
safely.
Refer to Your Department Specific Handbook
for Additional Safety Measures

Reporting Accidents
Because untreated injuries can
turn into major health problems, all
accidents must be reported to a
supervisor immediately. Minor
injuries and abrasions will be
treated on the Hotel Premises.
Serious injuries must be reported
on the injury or accident report
form available in the Hotel
Employee Lounge. When
necessary, you will be transported
to the nearest physician or hospital of your choice
and your family will be notified at your request. If an
Employee is critically injured the Hotel will abide by
the emergency information found in the Employee’s
file. Employees are responsible for contacting
Human Resources to update emergency contact
information.

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Fire Safety Rules for All Employees
To ensure Employee and Guest safety, all
Employees are required to participate in yearly
mandatory fire safety training.

Signature Pages
On the following pages, please acknowledge your
receipt of this Employee Handbook and your
acknowledgment that your employment is At Will.
Enter the requested information, remove the pages
from the spiral binding and return them to the
Human Resources Office prior to your first day of
Employment.
Congratulations
Once again, we are excited that you are joining Our
company Hotel family. We believe that customer
excellence begins with you!

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This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Acknowledgement of
Receipt of Employee Manual

I, __________________________________, fully
acknowledge and affirm that I have
received, read, and understood the Hotel
Employee Handbook.

Employee Signature:
____________________________
Date: ___________

Print Last Name:
_______________________________
Print First Name:
_______________________________
Contact Number:
_______________________________

Manager Signature:
____________________________
Date Rec’d: __________
Print Last Name:
_______________________________
Print First Name:
_______________________________

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
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This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Acknowledgement of
Employment At-Will Relationship
I, ____________________________, fully
acknowledge, affirm and understand that
nothing contained in the policies,
procedures, handbooks, manuals, job
descriptions, application for employment, or
any other document provided by The
KingsGate Hotel shall in any way create an
express or implied contract of employment
or an employment relationship with the
Hotel other than on an at-will basis.
Employee Signature:
____________________________
Date: ___________
Print Last Name:
_______________________________
Print First Name:
_______________________________

Manager Signature:
____________________________
Date Rec’d: __________
Print Last Name:
_______________________________
Print First Name:
_______________________________
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
This page

This Handbook is not a Contract, Express or Implied, Guaranteeing Employment