INDUCTION APPENDICES

1. Rules and Regulations Declaration

2. Bar Procedures & Proof of I.D (Challenge 25)

3. Cash and key declaration

4. Equal Opportunities Declaration

5. Absence Reporting Procedures

6. Uniform Standards

7. Social Network Sites

8. Falsification of Time Records

9. Rights of Search

10. Gratuities / Tips

11. Car Parking Policy

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1. RULES AND REGULATIONS DECLARATIONS:

I confirm that I have read, understood and acknowledge the Company Induction
Documentation. The policy and procedures as discussed and documented are
for the benefit of all employees and the effectiveness of the hotel operation. I
understand that failure to comply with these all regulations and instructions as
indicated could result in disciplinary action or dismissal.

NAME Jiri Kurecka

DEPARTMENT: Linen Porter

SIGNATURE: Kurecka

DATE: 21.1.2023

2. COMPANY BAR PROCEDURES

BAR PROCEDURES

It is a requirement for all persons involved in the serving of intoxicating liquor, under the
Weights and Measures Act and Intoxicating Liquor Act 2008 to understand the following:

 Spirits and Liquors are to be dispensed in quantities of 35.5ml or multiples thereof

 Beers, Lagers etc are to be dispensed in quantities of ½ pint or multiples thereof
 Wine is to be dispensed in quantities of 125ml or multiples thereof
 Vermouths/fortified wines/baileys are to be dispensed in quantities of 50ml or
multiples thereof.

It is a requirement that as an employee you understand and comply with the following
procedures.

 Underage drinking – persons under the age of 18 years cannot purchase or

consume intoxicants on our premises
 Serving outside hours – ensure that ‘last orders’ are called at least 10 minutes before
permitted hours end, 20 minutes drinking up time is allowed
 Residents – Hotel residents with registered key cards may drink outside permitted
hours 24 hours per day on the premises

 Drunken persons - it is an offence to serve a drunken person / person deemed

under the influence of an intoxicant with further intoxicants on licensed premises
 It is an offence to supply alcohol to a person who is drunk. A conviction for this
offence can result in a temporary closure order being imposed on the premises.
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 By law a “Drunken Person” means a person who is intoxicated to such an extent
as would give rise to a reasonable fear that the person might endanger
themselves or anyone else. You should be on the lookout for customers who
display the normal signs associated with drunkenness e.g. slurred speech,
swaying, staggering or rowdy behaviour. If a customer demonstrates any of the
above signs you should alert your manager to deal with the situation. If there is
no manager present you should politely take the customer aside, if possible away
from other customers, and explain that you are unable to sell alcohol to him and
ask him to leave the premises. If the customer refuses to leave do not put
yourself in danger and call An Garda Síochána immediately
 Disorderly Conduct It is an offence to allow disorderly conduct to take place on
licensed premises. “Disorderly Conduct” is defined as any unreasonable
behaviour which having regard to all the circumstances is likely to cause injury,
fear or distress to anybody on the premises and includes violent, threatening,
abusive, quarrelsome or insulting behaviour. Disorderly conduct may include
behaviour which could cause damage to property or behaviour which is likely to
be a risk to the health, safety or welfare of any person on the premises.
 If a customer displays any of the above behaviours you should:
• Contact your manager so that they may deal with the situation.
• If there is no manager present you should ask the customer to leave the
premises.
• If the customer refuses, do not put yourself in danger and call An Garda
Síochána immediately.

 It is a requirement for all persons operating tills and/or having responsibility for floats,
the receiving of cash and the giving of change that they are severally and jointly
responsible for all monies. The company reserves the right to make legal deductions
from your wages under the Payment of Wages Act 1991 in respect of any cash
deficiencies.
__________________________________________________

Criminal Justice (Amendment) Act 2009

We actively enforce the recognised ‘Challenge 25’ Initiative.

As a member of the bars department if a customer appears
25 years of age or under you are to challenge them for proof of age.
We accept only 3 recognised and legitimate forms confirming Proof of Age:

 An official Proof of Age ID card / Garda National Age Issued card

 Current and valid Passport
 Photo Driving Licence

Failure to provide upon request one of the above will result in the service/sale of
alcoholic products being denied to that customer or on their behalf.
We must promote our ‘zero-tolerance’ policy on all occasions and actively implement our
request for ‘Proof of Age’.

If in any doubt contact a Senior Member of staff or Duty Management to assist and
advise.
N.B:
Penalties for committing an offence by serving persons less than 18 years of age
include:
 Dismissal / Termination of Employment
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  Significant Personal fine (€€€’s)
 €0,000’s company fine
 Hotel Closure and Bad Publicity
 Custodial sentence (Prison term)

‘If In Any Doubt…….ASK!!!’

I have read and understand the challenge 25 initiative and my responsibility to actively
implement this policy. I understand the implications for non-compliance and will carry out
my expected duties with diligence

Hotels Bar Procedures

I have read and understand the above bar procedures and policy guidelines and I agree
to comply with them.

3. CASH AND KEY DECLARATION

I confirm my understanding of the following procedures and accept responsibility within

my role to ensure that all monies, keys and stock are accounted for and appropriately
reconciled at the close of my shift.

 All keys issued are signed for upon receipt and return in the appropriate key register.
Keys within my possession relating to my departmental areas or premises of the
hotel will not be removed under any circumstances.

 Personal cash & monies will not be held with me whilst operating behind a bar or
Food station or when operating cash registers on site. I will declare all monies to my
immediate supervisor at the commencement of each shift and ask for them to be
retained until the close of my shift.

 All personal belongings will be secured whilst on shift. I will not store personal items
(bags/wallets) behind my work station, bar or cellar area whilst on shift.

 I take responsibility for the accountability of all monies surrendered at the close of my
shift. I will declare ‘over-rings’ that occur through my shift and contact my direct
supervisor of any such over-rings

 Cash shortages paid in at the close of shift without a justified explanation will be
reimbursed by all operatives of the cash register and stocks during that shift

 Failure to adhere to strict operating procedures regarding the systems in place, cash
reconciliation and the issuing of stock items could result in disciplinary action being
taken.

 Keys should never be taken off the premises.

I understand that it is my responsibility to ensure on every shift that procedures are

effective and any such irregularities i.e. cash shortages, stock discrepancies or loss of
keys are reported immediately to the Duty Manager. Failure to comply could be
construed as gross misconduct.

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4. EQUAL OPPORTUNITIES

DISCRIMINATION

The organisation maintains a reputation as an equal opportunities employer. Throughout

this policy we aim to ensure all employees receive both favourable and consistent
treatment across the organisation
The company operates a ‘zero-tolerance’ policy with regards to any level of
discrimination. We are both proud and active in the diversity of our workforce and
promote harmonious working environments throughout the operation.
It remains unacceptable to make remarks that may offend, to use abusive terminology or
make statements of either sexual content or innuendo. Discrimination on the grounds of
colour, race, religion, belief, ethnic origin, age, sex, sexual orientation or disability is
wholly unacceptable and will not be tolerated. The company does not give authority to
any member of management or supervisory staff to condone any such breach of this
policy and all employees should be aware of this. Any breach of the policy or any
incident of less favourable treatment will be regarded as serious misconduct and as
such, offenders will be liable to disciplinary action & termination of employment.
The Company Handbook, page 15, provides that any allegation of this kind should be
made at once to either the Personnel Department or a member of management at the
earliest possible opportunity.

Pornography

All computers are monitored from Head Office and access to all pornographic or
inappropriate sites are blocked.

All employees should be aware that if they attempt to access pornography or any such
related sites by this means they will face company disciplinary proceedings.

All Internet Users will be issued with a company E-Mail and Internet Policy for
information and declaration during their Induction programme

____________________________________________________

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5. COMPANY ABSENCE REPORTING PROCEDURES

The following procedures must be followed on every occasion of absence from work. On
every occasion of notification the Hotel switchboard must be contacted in the first
instance to log the absence. Further contact may be made with the departmental
Manager. Failure to follow these procedures could result in the non-payment of sickness
entitlements or under the company disciplinary procedures appropriate action could be
taken.

Procedures:

 For initial absence and for a period of up to 7 days (inclusive) notification must be
made direct to Switchboard at the hotel or the Departmental Manager/Supervisor
 The above procedure must be followed on a daily basis for each subsequent
day/period of absence. The only exception to this would be in the instance that an
official Doctor/Hospital note has been issued to the Manager or Human Resources
dept.
 Each daily notification must be communicated at least 1 hour before the
commencement of the expected shift
 Where possible this notification should be delivered by the employee directly.
However, it remains the responsibility of the employee to organise notification on
their behalf by a family member or fellow occupant of their residence.
 For Sickness absence exceeding 3 days a Doctors Certificate of absence must be
submitted directly to the Manager or Human Resources Department NO LATER than
the 4th day of continuous sickness.
 For the duration of the sickness absence as directed by the doctor’s statement
notification contact should be made at appropriate intervals. For periods exceeding 7
days contact direct to the management of the hotel should be made at weekly
intervals. Certainly notification of the expected return to work date should be
communicated within reasonable time that business is not affected through delay
 Should sickness continue there will be an expectation for a secondary doctor’s
statement (as appropriate). This should be submitted on the expiry date of the
current doctors note and remain continuous to the sickness period.
 IT IS NOT ACCEPTABLE TO SEND TEXT OR VOICE MESSAGES TO MOBILE
PHONES. THIS DOES NOT FORM PART OF THE ABSENCE REPORTING
PROCEDURES AND WILL BE, ON EVERY OCCASION, DISREGARDED AND
DEEMED UNAUTHORISED ABSENCE.

Failure to adhere to the above procedures could affect the processing of company
entitlements. Should there be reason to investigate the compliance to such procedures
sick payments could be revoked (where applicable) and sickness payments will be
based on statutory entitlements only.
Furthermore, there will remain effective monitoring of your sickness activity and review
as appropriate. Should this absence reach an unacceptable level appropriate action
would be taken as necessary.

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6. UNIFORM STANDARDS

Your personal appearance and grooming are a critical part in helping to create a good
and lasting impression to our guests and visitors.
You will be issued with a company standard uniform or uniform item. These will remain
the property of the company but must be appropriately maintained by each employee to
promote the good standards we expect
DRESS CODE As you are liable to come into contact with customers, it is important that
you present a professional image with regard to appearance and standards of dress.
Where uniforms are provided, these must be worn at all times whilst at work and
laundered on a regular basis. Where uniforms are not provided, you should wear clothes
appropriate to your job responsibilities, and they should be kept clean and tidy at all
times. The wearing of piercing studs is prohibited on all facial areas excluding the ears.

If you are unsure or have any queries in relation to the dress code, please address your
queries to your Manager.

7. USE OF SOCIAL NETWORKING SITES

Due to the expansion of the internet community, the use of personal blogs and social
networking sites such as ‘my space’, ‘beboo’, ‘facebook’ and ‘twitter’ has increased
immensely.

Please consider the impact blogging or the publication of information about the
Company or its employees could have on the Company – ensure that you do not post
details which could be potentially sensitive or damaging about your place of work,
employer or a colleague.

Be aware that any derogatory comments made about the Company, employer or a
colleague may be viewed as bringing the Company into disrepute and may therefore
result in disciplinary action. For the avoidance of doubt, this means that work related
matters must not be placed on any such site at any time either during or outside of
working hours and includes access via computer equipment, mobile phones or PDA
(Personal Digital Assistant e.g. Blackberrys or other internet equipped devices).

8. FALSIFICATION OF TIME RECORDS

Abuse or neglect of the clocking in procedure, including falsification of time records of

your own or a fellow employee.
It is deemed as a serious offence and will be regarded as gross misconduct and as such
the offender will be dismissed. However the company retains it’s discretion to award a
lesser penalty such as demotion, disciplinary transfer or a written warning.

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All staff hold responsibility for their own clocking in, clocking out and completion of their
own time sheet accurately. You may only clock in, clock out or complete a time sheet for
yourself, for hours that you have worked.

9. RIGHT TO SEARCH

The Company Right to Search’ condition. This is as follows

The company reserves the right to ask employees to co-operate in having their personal
effects searched at any time on the company’s premises or in the course of an
investigation carried out by properly authorized company personnel. The search will be
made in the presence of a witness: the witness however must also be an employee of
the company. Under no circumstances may foodstuff, liquor or any article belonging to
the company be removed from the premises without the written authorisation of the
general manager, Employees are advised in their own interest to declare on arrival at
work any personal articles.
Notice of amendment: This clause now includes the right to search company and
personal vehicles that are parked on company premises.

10. GRATUITIES / TIPS

“ ‘tip or other gratuity’ means;

(a) a payment voluntarily made to or left for an employee by a customer of the
employee’s employer in such circumstances that a reasonable person would be likely to
infer that the customer intended or assumed that the payment would be kept by the
employee or shared by the employee with other employees,
(b) a payment voluntarily made to an employer by a customer in such circumstances that
a reasonable person would be likely to infer that the customer intended or assumed that
the payment would be redistributed to an employee or employees,
The company will on a periodic and timely basis (quarterly) make payment to employees
regarding gratuities. This is an agreement made in the service departments and
responsive to customers making voluntary payments intended for the employees serving
them. Although there is no qualifying period of employment there are conditions
regarding payments.
Employees must be employed by the company at the time the payment is made by the
customer and in employment at the time of payment by the company. Payments will not
be paid post employment or during an unworked notice period (lieu of notice period).

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11.CAR PARKING POLICY

Declaration
Parking Rules and Procedures

I have received instruction with regards to the rules for parking at the Harcourt Hotel,
Harrington Hall and the Iveagh Garden Hotel.
As follows:

 We do not provide or facilitate employee parking at any of the Olema properties

as named above

 Any parking agreed, as exception to this policy, is by express and written

permission from Brian McGill, Owner

 Any vehicle parked is at the owners risk and we are not responsible for any
damage or removal of this vehicle whilst parked without permission. We do not
permit employees to park vehicles in these areas whilst on or off duty

 I am aware that the company employs a clamping facility across site and there is
likelihood that my vehicle will be clamped if parked without permission. The cost
of removal will remain the responsibility of the employee and the company will
not hold any such liability for loss, cost or damage

 Failure to ignore this strict and written policy will result in company disciplinary
proceedings to be considered and actioned. This could result in disciplinary
action and could lead to dismissal for repeated disregard for this policy

Print Name: JIRI KURECKA

Sign Name: Kurecka

Dept: Linen Porter

Date: 21.1.2023