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Employee Handbook
Personal welcome to you from Jurys Inn and Leonardo Hotels UK Managing Director .............................................3
Company Values ............................................................................................................................................................4
The Employee Code of Conduct ....................................................................................................................................7
1. Joining the Company ........................................................................................................................................8
2. Learning and Development Learning Programmes ........................................................................................10
3. Colleague Benefits ..........................................................................................................................................16
4. Talking To Each Other .....................................................................................................................................25
5. The Green Agenda ..........................................................................................................................................27
6. Charity -Together We Can Make A Difference For Others .............................................................................27
7. All You Need to Know About Working with Us...............................................................................................28
8. Pay and Hours.................................................................................................................................................34
9. Annual Leave, Sickness and Abscence ............................................................................................................37
10. Safety and Security .........................................................................................................................................38
11. Additional Support For Your Queries - My HR ................................................................................................39
12. Leaving Us .......................................................................................................................................................40
13. Policy Appendix ..............................................................................................................................................41
14. Company History ............................................................................................................................................47
15. Code of Conduct .............................................................................................................................................48
2|Page 2019 Version 7

Personal welcome to you from Jurys Inn and Leonardo Hotels UK
Managing Director, Jason Carruthers
I am Jason Carruthers; the Managing Director and I want to

personally welcome you and provide you with a little more
information about the Company that you have chosen to work for.
We have Jurys Inn and Leonardo hotels across the UK and Ireland in
every major city with plans to expand. This creates great
opportunities for those who want to pursue a career in hospitality.
We are a fast-paced business, in 2018 we were bought by the Fattal

Hotel group and since then we have had growth in the Leonardo
Hotel brand with Leonardo Hotels, Leonardo Royal Hotels and NYX
brand.
Performance is delivered not just by having great rooms and great locations but through our people –
creating exceptional customer experiences – great employees are at the heart of that and we are very
pleased that you have chosen Jurys Inn as your employer. We really want to work with you, to nurture
your talent and your aspirations to develop in this great company.
As a business we continue to seek out new opportunities to expand the estate whether that is new
openings or acquisitions and we need great people to help us to continue that journey.
The hotels are supported by great central teams at our Head office in Dublin, Ireland, a shared services
centre in Birmingham which also houses the Customer Contact centre and a support office for Sales and
Revenue in Watford.
Our Stay Happy guest care campaign is designed to help you to engage with guests about why they
should stay at Jurys Inn and Leonardo Hotels and what they can expect. We trained our employees to be
empowered to help customers so that they can Stay Happy on all occasions in our hotels. You will hear
more about this during your Induction.
This Employee Handbook is designed to provide you with everything you need to know to get you started
on your career with Jurys Inn and will be a good point of reference to help you make the most of your
continuing career with us in the future.
Thank you again for joining the Jurys Inn team – I hope you find your new job rewarding and enjoyable.
It can be hard work in hospitality, but we like to have fun along the way.
At Jurys Inn and Leonardo Hotels, we have a vision which really summarises what we aspire to be:-
“Exceeding expectations by delivering outstanding results through exceptional people”

Company Values

Living the Values
What makes Jurys Inn and Leonardo Hotels different?
It’s our values and the people working in our teams living those values.
Whatever part of
the organisation
you work in your
daily individual
mission must be
to exceed the
expectations of
our guests and
your colleagues.
It’s your
opportunity to
surprise and
delight them.
We call these actions –

WEE WOWS! With the
vision Jurys Inn Group
has five values which
help give the
organisation a
‘personality’

#Happyistheplacetobe

Learn more about Jurys Inn in the Living the Values Section on Grow where you can also see videos of colleagues in
various hotels and senior managers living the values daily.
Do you live these values in all your interactions?
Exceeding Expectations, delivering outstanding results, through exceptional people.
The Employee Code of Conduct
The code of conduct is in place to give a guide of how Jurys Inn & Leonardo Hotels intends to do its business, guiding
employees through the values, showing integrity while conducting business and complying with all legal and
regulative requirements. It helps you to understand what we expect of you and how you need to behave. We are
very much a people business and it is important that our values are lived, with our customers and with each other.
Fuller details of the policy are on pages 57-59. You will also be provided with a copy of this code to read and sign as
part of your induction.

1. Joining the Company
Personal Welcome from Edward Gallier, Head of Learning & Development detailing your induction, the e-learning
platform GROW and the fantastic development opportunitities within the company.
1.1 You and your role
We are really pleased that you have chosen Jurys Inn and Leonardo Hotels as your new employer and hope that you
find the experience a very beneficial one. We offer a blended approach to learning and development which will
support you in learning your job and the way we do things. You will be introduced to our online learning platform,
Grow Online and provided with various opportunities to develop your knowledge about the business. There are also
face to face training sessions held in your base location, with Monthly Themed training as well as training in the
duties relevant to your job role. There is a Quarterly Learning & Development calendar detailing all the workshops
and webinars that are available for you to apply to attend – you should ask your HR Representative / Line Manager
to support your application to attend.

1.2 Probationary Period
The first few weeks of any new job are about getting to know the Company, your colleagues and your job role. We
will monitor your progress in this time and give you feedback about how you are fitting in as well as finding out how
you are finding your induction into the Company. Details of the length of the probationary period are detailed in
your contract. We hope that you choose to stay with us beyond the probationary period and that we are satisfied
with your performance. However, we have the right to terminate the contract with 1 weeks’ notice during this
period should this not be the case. In some circumstances, the probationary period may be extended by up to 3
months to allow time for improvements to be made or for further training and guidance to be provided.
1.3 Induction
You will start your Induction with Grow online and the BELONG programme as well as having the opportunity to
meet with your HR Representative / Line Manager to be provided with your uniform (where applicable) and the
information that you need to get started. We know that providing a good induction makes it a lot easier to settle in
to a new job and Company and it is really important that we do this well. You will have a Manager and a Team Buddy
in your department who helps you to settle in and find out the way we do things at Jurys Inn.

2. Learning and Development Learning Programmes
Our learning and development brand, GROW delivers a structured learning plan based on each person’s role within
the Company as follows:
10 | P a g e 2019 Version 7
Along with your GROW Community learning plan you will also become part of The Academy for your department
where you can enhance your job skills and knowledge coached by your manager.
The academies are part of BE the Best, the Jurys Inn standards programme to take our guest service to the next
level.
We currently have academies for Front Office, Food & Beverage and Meeting and Events. To find out more click
this link
Your learning will be delivered in lots of different formats and opportunities, not least the most important,
learning on-job from colleagues.
More formal learning can be in the form of webinars, online learning or face to face workshops with other GROW
community members from other locations. For employees based in the UK you also have the opportunity to take
part in I Can Qualify (ICQ) our vocational workplace learning programmes through our partner Life Time Training.
We also work in partnership with Lifetime Training to deliver our Apprenticeship Programmes.
Our programmes include employing recruited
apprentices new to the company and also higher level
apprenticeships as part of our in house Development
Programmes. In addition to the learning and
development provided by Lifetime Training,
Apprentices also complete the 3 month Induction
Programme called BELONG and after successfully
completing their 3 month probation, their learning
continues via personal development activities via
(GROW online) linked to job specific Learning Plans.
In addition to the above, all Apprentices complete a

Level Two Hospitality Team Member Apprenticeship
Standard relevant to their department to support
them in developing and implementing new skills
necessary to their new role. Our office based
Apprentices also complete Apprentice Standards in
Customer Service or Business Administration again
linked to their role and responsibilities.
Existing employees can also apply and be considered

for our internal development programmes such as
Insights Trainee Management Programme where they
will complete a Team Leading qualification and our
Accelerate Development programme members will
undertake a relevant Management qualification.
Apprenticeships are an excellent way of learning as

you earn and can help develop new skills and
behaviours to unlock employees’ potential. If you are
interested in finding out more about apprenticeships,
then please speak to your Line Manager for more
information.
You have joined a winning team at Jurys Inn and Leonardo Hotels!
Make sure you make the most of our Learning & Development Opportunities.
You can find out more about other work place qualifications by click this link
You can also talk to your Line Manager about the opportunities available for you and check out the Learning &
Development Calendar.
GROW Graduates – is a specific Graduate training programme which we recruit for each year. A two year programme
in which the Graduates work either in our hotels or within our finance division to develop the skills they need to
become Managers of the future.
2.1 Career Review
During your probationary period, you will receive monthly reviews to assess your performance and to provide and
receive feedback. At your final probation month you will have a further review to assess whether you have passed
the probationary period. If there are still things to work on, this could be extended by three months and a final
review would then take place.
Reviews will then take place annually. This is a really good opportunity for you to talk to your Manager about your
goals and aspirations as well as your progress over the previous 12 months. Please ensure that you prepare for your
review by thinking about how you have contributed to our business as well as any further development you believe
you need.
Even though your formal review is completed annually, this does not mean that you have to wait until then to talk
to your Manager. If you have questions about training or your career development or you just want some feedback,
ask your Manager if they can spare you some time. It is good to talk about things when they are on your mind rather
than leaving them until an annual review.
2.2 Career Development
Billy McCabe's career experiences
Click above to open the hyperlink to discover more about Billy McCabe’s journey with the Group from
Administrator to his current role of Deputy General Manager.
Many people have grown and developed their careers with us over the years, so for those of you who have the
desire and capability to succeed, you too can look forward to a long and rewarding career with us. There are some
great examples that you may already have seen on the Jurys Inn website-
https://www.jurysinns.com/careers/
Over 75% of our General Managers have been internally promoted through the business and this is an area of huge
importance to Jurys Inns. If you believe that you have the experience, capability and drive to move into a more senior
position, talk to your Line / HR Representative about the opportunities. Being able to move to different locations
can be an advantage as this opens up more positions for you but even if you are unable to relocate, there may be
opportunities in your property to shadow Managers or to join the Insights Trainee Manager programme which runs
every year and provides GSS the opportunity to work towards a Duty Manager role over a nine-month period.
For our Deputy Manager population, we have the High Potential Group which is for those who have demonstrated
that they have the potential to become a General Manager in the future. This is an invite only programme and you
need to be nominated by a Senior Manager. The programme has had excellent success with a number of General
Managers having been appointed following attendance.
High Potential Group
You will be given the chance to develop your skills to their fullest and have some fun along the way! We want you
to enjoy coming to work and to know that no matter what job you do it is as important as the next one.
2.3 In Your Shoes
This programme provides the opportunity to work for up to three days in another role anywhere in the business. So
if you are working in a hotel but would like to know how Shared Services works, you can apply to go on the
programme and if approved you will spend up to three days with a team member and learn all about their role. This
is a very successful programme for the Company and has helped people to change roles and to develop their careers
with the business.
2.4 Transfers
If you want to transfer either to another department or another location, talk to your Line Manager who will help
you through the process. It is a great benefit of working for a Company like Jurys Inn that we have a wide variety of
roles and specialist areas that you might be interested in.
A vacancy list is displayed every week in the heart of house areas of all properties and you can log on to
jurysinns.com/careers where all vacancies will be displayed. Even if there is nothing there at the time you are looking,
talk to your Line Manager if you are looking for a move as we may be able to facilitate this – we do not like to lose
good people!
Should you need assistance with the relocation to a different part of the country Jurys Inn can assist and connect
you with our partner Benivo who can assist.
Whichever property you would re-locate to you will find a friendly team who will help you settle into not only your
new hotel but also the new location.
3. Colleague Benefits
3.1 Employee of the Month Happy Award
Each month, in every property, employees are nominated for the Employee of the Month Happy Award. One person
is chosen as the winner for that month and they receive a small bonus and certificate. At the end of the year, all
winners are reviewed, and one person is chosen to represent their Hotel at the Employee Annual Awards.
Every employee has the opportunity to win Employee of The Month Happy Award – it is about displaying the
Company values and being recognised by your peers and colleagues for your contribution to the business.
Winners receiving recognition for their work become recipients of a certificate and a monetary award.
You will be asked each month for your nominations so take the time to think about your colleagues – who really live
the values and deserve your vote?
3.2 Manager of the Quarter Happy Award
In addition to Employee of the Month Happy Award, we also recognise our Managers with an award every quarter
where a Manager of each property is recognised.
3.3 Employee Happy Annual Awards
Each year we celebrate our Employees at an Annual Happy Awards event. One employee is chosen to represent their
property and they attend with a friend or family member as well as the HR Manager and General Manager/ Head of
Function. The evening is funded by the Company and is in recognition of the great work of our teams in the hotels
and offices. During the evening, one employee is chosen as the “Happy Employee of the year” – a very coveted
award!
3.4 Additional Jurys Inn Benefits & Support
In addition to statutory benefits Jurys Inn have added certain benefits across areas that we believe are very
important- your personal development, recognition for hard work and your achievements and your work life balance
are all important to you and to us.
3.5 Accommodation and Food Discounts
You can stay at any of the Jurys Inn hotels and

receive a discounted rate of £€20 per room.
You must book the room at least 7 days in
advance and you must have completed your
probationary period.
You can also pass on a discount to your friends

and family who will receive their room at a 30%
discount. These rates are subject to availability,
but we aim to always have two rooms available
in each hotel on every day with the exception
of key events and concerts where it would not
make good business sense!
To receive the discount rates, you need to enter the relevant code on the website when making a booking (STF for
yourself and FAM for friends and family). There is a form you need to have signed by your Manager to hand in when
you arrive at the hotel to check-in. Or just take a current payslip as proof of working for the company.
For further details please review the Employee Rate Policy
If you are staying at a Jurys Inn hotel (not work related) you are entitled to receive food at 50% off the menu price.
You will need identification such as your pay slip to show that you are an employee and the discount is available off
your food and does not cover beverages.
3.6 Annual Leave Enhanced Benefit
Two additional holiday days are applied once you complete five years’ service with the business.
For Managers, an additional service day is given after 2 years’ service and this increases each year to a maximum of
25 days per annum.
3.7 Birthday Cards
Every employee receives a Jurys Inn Birthday card – fresh designs

are issued each year with a different theme – how many can you
collect?
3.8 Career Break
This leave is available for employees who require an extended unpaid break from work, it may be used to travel, to
study or to volunteer but it must not be used for alternative employment. You must have 2 years continuous service
to be entitled to it. Career breaks can be from 3 months to 1 year. Applications should be submitted to your Manager.
3.9 Career Reviews and Appraisals
As well as being reviewed during your probationary period, every employee will have a review with their Manager
at least once per year. This is an opportunity to receive feedback and to talk about your career and opportunities
available for the future.
3.10 Carers Leave (Ireland only)
Carer’s Leave is to facilitate employees who require time off from work to personally provide full-time care to a
relevant person who needs their full-time care and attention.
Employees must have 1 years’ service to avail of this unpaid leave. The period off available is a minimum of 13 weeks
up to 104 weeks.
3.11 Compassionate Leave
In the unfortunate event of the death of an immediate family member (mother/father/partner/sibling/child), you
will be entitled to Compassionate leave of five consecutive work days which will be paid.
In the event of the death of a member of your extended family (grandparent, aunt, cousin, etc) a day’s paid leave
will be granted, primarily with the intention to facilitate your attendance at the funeral.
3.12 Costa Coffee
Where there is a Costa coffee outlet on site, coffee is provided at a discounted rate to all employees, either at 50%
or a lower rate which is at the discretion of the hotel.
3.13 Educational Assistance
Jurys Inn Hotel Group offer an extensive amount of

learning and development opportunities, not just
during induction but throughout your time working
with us. This can come in the form of webinars, GROW
modules or face to face training. For more specialist
roles or specialist courses that would support you in
your role, it may be possible to receive Company
support in funding for the course. Please speak to your
manager to your manager about the options that may
apply to you.
Educational Assistance Policy
3.14 Emergency Family Leave (Ireland)
Emergency family leave entitles a staff member to a set number of paid days leave (Force Majeure) to deal with
family emergencies, resulting from injuries or illness of a family member.
There are limits to the amount of time that is provided and an emergency family leave form must be completed.
3.15 Employee Loan Policy
A request for a loan or advance must be submitted to your General Manager and the employee loan form must be
completed. You must have 6 months service should you need this benefit. Loans are only provided when an
employee is in real need and are at the discretion of Group HR and the Finance team. You must be able to
demonstrate that you can afford to make the repayments over a reasonable timescale which will be discussed with
you. If you leave your position whilst the loan is outstanding, any monies owed would be deducted from your final
pay. Employee Loan Policy
3.16 Expolink
This is provided to support you should you wish to
raise any serious issues such as fraud, H&S risks or
poor treatment of employees after it has been
discussed with your Inn.
The service is provided by an external company and is

completely confidential.
The number for this is
Ireland 1 800567014,
UK 0800374199.
3.17 Eye Care Benefit (UK)
Employees in the following departments are to be

offered eye care vouchers- Accounts, reservations,
C&B Sales, Administrators and HR. A voucher entitles
you to a free eye test every 2 years, it will also provide
a discount on any glasses needed should the
deterioration be down to using a computer screen.
3.18 Eye Care Benefit (Ireland)
Your Line / HR Manager will work with you and a local supplier to arrange eye tests where your role involves a high
level of use of the VDU screens. This is an annual review.
3.19 Guest Feedback
Achieving excellent guest service is a Company priority and we monitor feedback through letters and emails, mystery
guest visits and a system called ReviewPro which tracks reviews on systems like Tripadvisor. Feedback tells us that
our customers rate our people very highly when they give feedback and we hope that you too will be recognised for
your efforts in making a guest stay truly exceptional.
Every guest who provided an email address during booking is given the opportunity to answer a questionnaire about
their stay. We regularly recognise our employees who deliver exceptional service through awards and incentives –
this is a great opportunity for you to improve your earnings potential and to receive recognition for the good work
you do.
3.20 Happy Rewards
Happy Rewards is an initiative that rewards employees for living the values and delivering excellent service which
can be translated into rewards through the accumulation of points. Points truly do make prizes. These prizes can
range from a box of chocolates – 5 points to an extra days leave – 100 points.
3.21 Life Assurance Benefit
When you have worked for the Company for 13 weeks, you will automatically be covered by the Company Life
Assurance scheme which means that should something happen to you, a payment will be made to your beneficiary
of 2.5 times your annual salary (employee) and 4 times annual salary (Manager). This Life Assurance policy is at no
cost to you.
It is important that you complete an Expression of Wish form detailing who you would like this benefit paid to in this
unfortunate situation and update it each year so that we can be sure we know your current wishes.
3.22 Meals on Duty
For all employees, one meal is provided whilst you are on

duty. In the hotels, this will be served in the employee
rest area and is normally a hot dish with the option of a
sandwich also available and vegetarians or those with
special dietary requirements will be catered for where
possible. Tea and coffee is also available free whilst you
are on duty and don’t forget the Costa coffee discount.
3.23 Pension Scheme Access
Please see HR / Line Manager for information on what pension scheme you are eligible to join. In the UK, if you are
eligible for Auto-enrolment you will be notified and given the option to Opt out if you want to. The Company matches
your contributions in the Pension scheme and therefore this is a good way to save for your future.
The Company also operates a full Pension scheme where you can contribute between 5% - 8% for employees and
between 5% - 10% for managers and this will be matched by the Company. You must meet the eligibility criteria;
your nominated HR Manager will inform you when this happens. From that date forward, you can join the scheme
at another time.
Please be aware pension contributions will change as per government guidelines.
3.24 Purchasing Annual Leave
Should you be in a managerial role or work in Head Office there is an opportunity to purchase additional annual
leave once you have achieved 3 years’ service with the Company. The cost of one day is calculated based on your
earnings, and you can then purchase up to five additional days with the cost being spread across the year. Please
ask your Line Manager for further details if this should be of interest to you.
3.25 Service Recognition
We recognise the commitment of our long-standing employees with Awards at 5 year- 35 years at 5-year intervals.
This consists of a Pin badge that you can wear on your uniform to recognise your achievement, a Certificate and a
monetary award made through Vouchers. The vouchers start at £€100 for 5 years and work up to £€1500 for 35
years.
3.26 Stay Happy Benefits

Throughout the
year there are
many
opportunities for
the team too
share in the ''stay
happy'' activities
and benefits;
ensuring that Jurys
Inn is truly a happy
place to work.
3.27 Social Events
Every property has many Social events each year – there is always a staff party to celebrate Christmas and to thank
you for your hard work over the festive period – this is normally held in January. We also have a summer event,
sometimes a BBQ or some other outdoor activity (dependant on the weather!) Locally, lots of other activities take
place to help you to socialise with the team and get to know them better and to help you to have fun at work.
3.28 Taxi (UK)
Some shifts may be eligible to receive a taxi allowance. Please check with your Line Manager if this would apply to
you. The employee must pay the taxi in full and obtain a receipt where the route, date, time and full amount are
displayed. The employee should then take the receipt to the relevant person and receive their allowance.
3.29 Time off for Dependents (UK)
All employees, irrespective of length of service, and contract type, are entitled to take a reasonable amount of unpaid
time (normally 1-2 days) off during working hours in order to take necessary action:
-to provide assistance when a dependant is ill, gives birth, is injured or assaulted
-to make arrangements for the provision of care for a dependant who is ill or injured
-in consequence of the death of a dependant
-because of expected disruption or termination of arrangements for care of a dependant.
An employee must fill out an application for time off for dependents.
Time Off for Dependents UK Policy
3.30 Uniform
Where applicable for the role, uniform is provided to you at no cost. Safety shoes are also provided in some areas.
3.31 Vacancies within the Jurys Inn group
All vacancies are advertised weekly on the internal notice board. There are opportunities throughout the business
and if you are interested in a transfer or promotion you should talk to your Line Manager about the best way we can
help you gain the skills and experience that apply to that role and to prepare you for the interview process.
3.32 Wedding Leave

Congratulations if you have occasion to receive this additional
entitlement! If you have three years’ service with the business at the
time that you get married, you will be entitled to an additional five
days paid leave which is to be taken within two weeks following or one
week prior to your wedding date.
3.33 Welfare Support
We recognise there may be times where you physically and mentally need support. Alcohol, drug abuse, emotional,
marital, family or other related problems affect performance, health and your quality of life. Help is available for
such problems and can be found via UNUM lifeworks.
Find out more through GROW online as well as through your HR / Line Manager. All discussions will be kept strictly
confidential.
Click on the My HR icon to take you straight to all the Employee Assistance support guides.
The company reserve the right to change these details with due consultation and
notification
4. Talking To Each Other
4.1 Employee Engagement Survey

Each year you will receive a questionnaire to
complete, so we can gain your feedback on
work related issues and your satisfaction with
them. Questions will be asked about your job
role, your manager, communication and career
and benefits. The survey is managed by an
external company meaning that all responses
are completely confidential. The feedback
received from this process will shape the HR
Plan for the following year- so it is a great
opportunity to let us know what you think.
Meetings are held every quarter to talk through

the results and the subsequent action plan so
that changes can be made about how we do
things where possible and make your working
environment even better. We always ask for
interested parties to get involved and you can
talk to the HR / Line Manager if this is
something of interest to you.
4.2 Company Updates
Most of information is communicated by the hotel directly through team meetings and notice boards. When the
company needs to communicate updates, it will do so via Town Hall meetings as well as Word on the Street which
is issued to the hotel each month. A great example of this is when we update everyone about the successes of the
Charity Challenge.
4.3 Meetings
Communication is important in making everyone clear about their roles and responsibilities. There will be various
meetings held in your property, ranging from Be Together sessions to discuss the daily business with those on shift
to department meetings and general meetings to discuss customer feedback, H&S and business results etc. These
meetings will take place for all levels of employee; you may participate or feed information to a representative or
you may even want to be the representative for your department.
4.4 Notice Boards
You should regularly check the notice boards around the heart of house areas as these provide important and up to
date information about a range of topics such as vacancies, benefits, TLC, Company information and training
opportunities available.
5. The Green Agenda
We all have a responsibility to make reasonable efforts to conserve energy and to recycle where possible. Jurys Inn
have achieved the Green Tourism Business Scheme - Gold Award for our efforts in this area which is a great
achievement. There is a “Green” specialist in every property whose role is to identify areas of improvement and to
communicate and work with the team to implement the changes needed to minimise our impact on the
environment.
We also encourage our employees to get involved with the Local Community, supporting “clean up” and “recycle
campaigns” as well as local charities.
Our Corporate Responsibility Policy – “Positive Impact” – shows that there are simple things that everyone can do
to help, for example, switching off things when not in use, turning lights off when not needed, recycling waste and
making sure it is broken down correctly. Did you know that bottles can be used to resurface roads as well as make
new bottles? And, plastic can be used to provide bedding to cattle and horses as well as new plastic? We all need
to do our bit to help to sustain our future.
Please always consider whether or not something really needs to be printed (like this Guide) or can it be viewed
online? If you do have to print, look to minimise the number of pages or print double sided. And always re-use
paper – the backs of documents are great for making notes on! There are plenty of things you can get involved in
through the community and we encourage you to do so.
We want to raise awareness about what it is to be Green and how we can protect our environment. Your ideas are
always welcome through the Be Involved scheme – just email your idea to be_involved@jurysinns.com, all ideas will
be considered, and you will receive feedback. And who knows, maybe your idea will be implemented across the
whole Company!
6. Charity -Together We Can Make A Difference For Others
We are very proud of our commitment to supporting various charities and to enabling our employees to get involved
in charitable activities and events.
Each year we have a Charity Challenge, we have cycled, ran, raced, walked and rowed over the last 4 years raising
more than 200 thousand pounds.
Our theme is “Together we can make a difference for others” and we really welcome your ideas on how we can do
this. Please talk to your General Manager if you have ideas about how we can raise money and have a lot of fun
whilst doing so! It really is a great opportunity to do good by raising money for charity and also having fun with your
colleagues – something that you will be able to look back on and feel proud of the part that you played.
Money raised in our Charity

Challenges goes to local causes
which are chosen by the
property. Image on the right
helping at Grenfell Tower.
you have something that you

are passionate about, talk to
your HR / General Manager to
see if they can be the local
charity for next year and you
and the team can work on
raising some well needed funds.
7. All You Need to Know About Working with Us
7.1 Career Wear Guide
If you work in one of our hotels you will be provided with a uniform that is appropriate for your role. The uniform
provided must be worn in its entirety and be clean, ironed and well maintained.
We also expect a minimum standard in relation to hygiene, hair and make-up standards as well as guidelines
provided on foot wear and accessories. Full details are available on Grow Online and in the Careerwear guide which
you should make yourself familiar with.
Where equipment is provided for protection i.e gloves, safety shoes, these must be used.
It may seem obvious, but please do not chew gum or eat/ drink while on duty.
Career Wear
We work in a very people based business and how we

look and present ourselves is very important as we
may be the first person that a customer sees and
therefore that has an impact on the Jurys Inn brand.
We provide a uniform in most areas of the business so
that you can look smart and presentable at all times
and therefore display the best of your brand.
It is important that you wear your uniform correctly

and that you do not change any of the items without
permission from your Line / HR Manager. If you need
new or additional uniform items, please request these
from your Line / HR Manager. You must ensure that
your uniform is always clean and ironed.
We provide changing facilities in our hotels with

showers and lockers available to store personal items.
Please do not leave items behind after your shift has
finished and keep these areas clean and tidy as you
would expect to find them.
Please do not leave uniform items behind in the changing rooms as this would indicate that they are unclean and
that you are intending to wear them again which is unhygienic. Jackets may be left in the hotel but should be hung
neatly on a coat hanger and must be washed periodically to keep them fresh. All items provided are machine
washable – please follow the care instructions on the labels to ensure you keep your uniform in the best condition.
In many of the positions in our hotels, you will be on your feet a lot and it is therefore important that your footwear
is comfortable but also that it is clean, tidy and appropriate for a professional working environment. As such, ballet
pumps are not acceptable nor are trainers or any type of pump/ plimsoll.
Proper shoes must be worn, and you will be given feedback if your footwear is not acceptable.
There are some basic principles of grooming which you can find in more detail in the Career Wear guide. Remember
how you look and present yourself is your Personal Brand, it impacts what people think of you and therefore you
should always aim to present yourself to the very highest level. We provide showers, toiletries and an Iron so that
you can be well presented during working hours.
If your standard of dress/ grooming is unacceptable, you may be sent home and would not be paid for the planned
shift.
If you are a non-uniform wearer, it is important that your attire is professional business dress – no jeans and t-shirts
here! We need you to look smart whilst you are at work and guidelines are in the Career Wear guide. If in doubt,
please ask!
7.2 Golden rules for Career Wear
Where provided it is company policy that you wear your full issued uniform always while on duty.
You must sign for your uniform. The uniform remains the property of the Company always and should be returned
when you leave your employment.
Uniforms must not be worn outside working hours or off the premises unless authorised.
Name badges must be worn on left hand side.
You should not wear any other lapel badge/pin other than your name badge, service pin or company issued/
approved item.
You have a direct responsibility to ensure that your uniform is clean, presentable and well maintained.
If you fall within the categories of staff that are not supplied with a designated uniform, you must wear suitable
attire as advised by the property/ function.
It may be considered a disciplinary offence if you do not appear in full, clean attire with name badge, ready to
commence your shift at the allotted time.
Here are some general guidelines on our expectations: -
Personal Hygiene
Take a daily shower or bath and use deodorant.
Maintain clean hands and well-manicured short nails.
Nail polish where allowed should be pale or transparent and well maintained.
Regularly brush your teeth and ensure fresh breath.
Change shirt/ blouse and underclothing daily.
Scents if worn should be discreet.
Any cuts/ wounds should be covered with a blue waterproof dressing.
Wash your hands regularly, particularly after using the toilet and before handling any food.
Adhere to all food safety regulations.
Hair
All hair styles and colourings should be neat, tidy and conservative and hair should be brushed regularly.
Hair longer than shoulder length should be tied back or put up in an appropriate style (hats and hair nets must be
worn in food preparation areas).
Avoid excessive use of styling products.
Any hair accessories should be unobtrusive and colour co-ordinated with your uniform.
Jewellery
Jewellery should be discreet and confined to your watch, wedding ring and/ or one other ring.
Food handling staff must comply with current legislative requirements.
Earrings should be stud type and confined to one in each ear.
We acknowledge that tattoos and piercings are a personal choice and

a form of art work but the Company asks you to think about our guests
and colleagues. Any tattoos that could be considered offensive must be
covered. Piercings must not be a Health and Safety risk. This is at the
discretion of your General Manager.
General
Shirts: must be buttoned to the neck and long sleeves must be fastened at the cuff.
Socks: must be of plain design in a colour co-ordinating with your uniform.
Shoes: must be dark, leather effect, closed toe and of an appropriate style and height. Shoes must always be polished
and in good repair.
Ladies
Make up should appear natural and be regularly refreshed.
Tights must be worn at all times by employees wearing skirts and be natural or dark in colour.
Gentlemen
Men should be clean shaven although well-trimmed beards or moustaches are acceptable.
If growing a moustache or beard, please do so during a period of leave from work.
7.3 Cash Handling
If you are in a department that requires you to handle cash you

must have cash handling training, and if you have a float you
will be asked to sign for this. You have full responsibility for the
cash you handle throughout your shift and ensuring that you
balance with the system. Cash or stock irregularities are
treated extremely seriously and will be investigated.
If you are in a department that requires you to handle cash you must have cash handling training, and if you have a
float you will be asked to sign for this. You have full responsibility for the cash you handle throughout your shift and
ensuring that you balance with the system. Cash or stock irregularities are treated extremely seriously and will be
investigated.
7.4 Company Services
The use of any company services/facilities for example, fax, telephone, email, internet, photocopying, postage etc is
not permitted for personal use. It is not permissible for you to make or receive personal phone calls at work unless
in the event of an emergency.
7.5 Confidentiality
Confidentiality is very important in our business, we have data about our customers and our suppliers and you must
ensure that you safeguard the information that you hold and that you do not provide information to any 3 rd party.
The unauthorised reproduction, transmission or discussion of any confidential or sensitive Company information is
not allowed. Such information would include, but is not limited to, guest and supplier details, statistical data,
security arrangements and personnel information. Preservation of this confidentiality extends beyond your working
time with the Company until such time as this information arrives into the public domain. It is also important to
note that your contract of employment with the Company is a private arrangement between you and your employer
and you should not discuss or repeat details of it with any of your colleagues.
7.6 Data Protection
We have an obligation to ensure that you and our
guests are safeguarded against the possible misuse of
personal information that we keep by strictly
controlling its use. To do this, we rely on all our
employees who have access to personal data to ensure
it is:
 Kept for a valid reason

 Accurate and up to date
 Kept confidential
You should therefore ensure that any information you

hold is maintained in a safe and confidential manner as
required by the General Data Protection Regulations
and if in doubt, please speak to a Senior Manager.
7.7 Lost or Found Property
Should you find any property/money this should be reported and handed over immediately to your manager without
delay.
7.8 Personal Property
The Company’s insurance does not cover your personal property and you are encouraged not to bring items of value
onto the premises. The provision of a locker does not automatically guarantee security of personal property. You
must not carry your mobile phone or cash with you whilst on duty.
7.9 Smoking
Jurys Inn Hotel Group always strives to respect the preferences of both smokers and non-smokers, when these
preferences come into conflict, those of non-smokers will prevail.
Employees may only smoke during designated breaks and in the designated smoking area. Electronic cigarettes are
prohibited wherever smoking is prohibited for employees. Smoking is permitted in the designated areas only;
smoking in a non-smoking area will be regarded as serious misconduct and subject to investigation which could
result in disciplinary action against you. You will be advised where the smoking area is at your location of work. It is
not permitted for employees to smoke outside the front of the hotels as this would impact negatively on our brand.
7.10 Your Conduct Outside of Work
Please remember that, in any situation where it is recognised you are a Jurys Inn employee, you are mindful of your
responsibility to safeguard the Company’s image and reputation. This includes Social Media and you should read the
full policy on this to ensure that you do not do anything which breaches the policy as this could have serious
consequences for your continued employment with the Company.
7.11 Visiting the Premises
You should not visit the premises whilst off duty except at the invitation of the management, this includes all staff
facilities. If you have a reason to visit the premises socially then please seek permission from your Deputy / General
Manager.
Employees who have left the Company are prohibited from visiting the premises at which they worked for six months
after their leave date, unless they have the permission of the General Manager or HR Manager.
8. Pay and Hours
8.1 Clocking in and out

In order to process payroll you are required to clock in when you are
ready to start work (that is, in uniform with your personal items in
your locker) You are then required to clock out when you start your
30 minute break and clock in at the end of your break. At the end of
your shift you are required to clock out as you finish your shift and
before you go to change/ retrieve personal items.
You must never falsely register and if you fail to clock in or out at the
correct time you must inform your Line / HR Manager, failure to do
this may result in your pay being incorrect. We always aim to pay you
on time and correctly and the clocking in facility helps us to do this in
the most effective in and out.
8.2 Flexible Working
Having a good work life balance is important, and being a 24-hour, 7 day a week business we can be flexible to
different shift patterns and requests that suit employees as well as the business. Smaller requests should
be discussed with your manager. A formal request to alter your contractual terms is available and should be put
in writing to your Line / HR Manager – this would include a reduction in your working hours or to agree set patterns
or days off. All requests will be considered in line with the needs of the business.
Flexible Working Policy
8.3 Payment
Payment for work is made on a monthly basis in the UK on the 25th of the month or if the 25th falls on a weekend the
Friday before that, (it is calculated hours worked the 19th of the previous month to the 18th of the current month) or
for managers in UK and Ireland on a monthly basis, on or around 25th of month (For the 1st to the end of the month).
In Ireland you will be paid an hourly rate, and this will be payable weekly (in arrears) by paypath directly into your
bank account. You will receive a payslip detailing your gross pay less any deductions. All wages are paid directly
into a bank account in your name. It is your responsibility to inform your Line / HR Manager if there are any changes
to your details. The Company reserves the right to change your method or date of payment with due consultation
and notification. The payroll week runs from Friday to Thursday with payment for each period made the following
Thursday.
8.4 Personal Details
Please ensure personal details are kept up to date - address, email account, telephone number, next of kin and
bank details. The Company cannot accept liability where you have failed to notify us of any changes within a timely
manner. So that your tax and National Insurance (NI) or (PRSI in Ireland) is correct we must know your full
name, date of birth and national insurance number. You must provide right to work in the UK & Ireland documents
before or on your first day of work, ideally a passport or National ID card. If you do not have this, you must provide
your original full Birth Certificate and a National Insurance Card.
8.5 Punctuality
Good timekeeping is essential, and it is important that you arrive for
your shift appropriately dressed and ready to work on time. You should
clock in for duty only when you are fully ready to attend work. If you
know that you are going to be late, please contact the Duty/ Line
Manager to let them know so that cover can be arranged. A meeting
will take place to discuss your lateness and again where we can support
you we will look to make adjustments but ultimately it is your
responsibility to attend work on time and continued lateness will result
in disciplinary action being taken against you.
8.6 Statutory Workplace Entitlements
It is important that you understand your rights as well as how we manage our business on a daily basis.
Rest breaks
The Company will observe the following guidelines with regards to breaks:
You are entitled to a 20 minute unpaid break if you work over 6 hours or you are entitled to a 30 minute unpaid
break for each 8 hour shift.
Breaks may be slightly different if you work in offices. Employees should see their Line Manager for further details.
An employee restaurant / break area is provided in all properties for you to use. You are not permitted to eat or
drink in public areas, whether it is your own food or food that had been provided for you by the property. Please
ensure that you are mindful of others and that you clean up after yourself when using these areas.
Food is provided, based on one meal per shift. Food should not be eaten out of the designated staff areas. If you
are found eating or drinking in a non-designated area you may be subject to disciplinary action.
Please ensure you clock out at the start of your break and clock back in when you resume your shift.
8.7 Working hours
Your Line Manager is responsible for producing the roster for your department and for providing at least one week’s
notice of your shifts. If you have any special requests for days off, please ensure that you provide as much notice as
possible so that we can help to support this. We cannot guarantee the same days off each week, but we will always
do our best to meet any requests for change where advance notice is provided.
8.8 Work Life Balance

We recognise that work, while significant,
is not the only thing in your life and you may have other
domestic or social commitments, interests or responsibilities
to work around. Should you have problems with working
patterns we aim to find workable and practical solutions. We
cannot guarantee that we can always oblige, but each
request will be evaluated on its own merits, considering the
reason, the duration, the style of operation and other related
issues such as staffing levels etc. Some ways that
may assist are Job sharing, part-time working, term time
working, flexi-time working or career breaks.
We aim not to use split shifts in our business because we

recognise the impact this can have on employees. We aim to
give at least one weeks’ notice of your roster so that you can
plan. Please talk to your Line / HR Manager if you feel that
you need more support in this area.
9. Annual Leave, Sickness and Abscence
9.1 Annual Leave
The company provides 20 days annual leave plus 8 additional

bank holidays in the UK and 9 in Ireland as an allocation for full
time employees, other contract types or employees that
commence work part way through the holiday year will receive
this amount pro rata. The holiday year is as follows: -
1 January to 31 December – Ireland

1 April - 31 March - UK
All employees must submit a holiday request form to their manager ideally 4 weeks before the proposed start date
of the holiday. You must wait for approval before a holiday is booked or paid for. Not all holidays can be approved
as we have to ensure that there is sufficient cover. Approvals are made on a first come, first served basis so please
make your plans early and get the approval before you book your trip. The company may at times request you to
take holidays during a specific time, i.e. if the hotel or office is closed over the Christmas period.
If you want to take more than 2 weeks leave at any one time, you will need to get approval from the General
Manager/ Head of Function and should give as much notice as possible for this request so that your shifts can be
covered effectively.
All holidays should be used within the holiday year and it is our policy not to allow holidays to be carried forward –
we want you to take the leave that you are entitled to so that you have time away to refresh and rest. If, in
exceptional circumstances, due to the needs of the business you are unable to take your holiday entitlement, your
Manager can make a request to Group HR for carry over. If this is agreed, the outstanding holiday must be taken
within 13 weeks or will be forfeited.
Additional Annual leave days are awarded for long service and additional annual leave days can be bought.
9.2 Sickness
For absences of 5 consecutive days or longer you must produce in the UK or 3 days in Ireland, a Fitnote from a
registered Doctor stating the reason for your absence and how long your absence will last. Upon return to work you
will be required to attend a return to work interview. If absent for a sustained period (4 weeks or more) you may
be required to produce a letter from your Doctor or attend a Doctor of the Company’s choice to certify your fitness
to resume duties.
You must report any contagious or infectious diseases. These include gastro-enteritis, food poisoning, any form of
illness resulting in diarrhoea or vomiting, any specific conditions such as septic cut or boil, skin diseases and ear or
throat infections. If you suffer any such upset whilst on holiday, you must
report this to your manager on your return. You should obtain Doctor’s clearance before returning to work in some
instances. The Company may also require you to have a medical check for certain food borne diseases. The above is
especially important for employees involved in food handling and you must ensure that you are symptom free before
you return to work
9.3 Absence
It is the Company’s policy to pay statutory sick pay during periods of absence provided that an employee is eligible
and has complied with the statutory and contractual rules relating to sickness absence and notification. If you are
too ill to attend work, you must contact the Duty Manager/ Department Head no later than two hours before your
rostered start time. You should advise of the nature of the illness and the likely duration. If the absence is longer
than one day, you must keep in regular contact so that your Manager is kept informed and know when you are likely
to return to work.
You must phone yourself and not have someone call on your behalf unless it is impossible for you to make a call.
Notification by email or test is not acceptable. It is your responsibility to ensure that the appropriate member of
management receives the message, or your absence will be considered unauthorised. When you return to work, you
will be asked to attend a return to work meeting to discuss your absence in line with our Absence policy.
We monitor attendance closely and you could be subject to disciplinary action if your attendance is not within
acceptable levels. If you need help or support to help you to be able to attend work more consistently, please arrange
a meeting with your Manager to see what we can do to help.
If your level of absence is deemed to be excessive, the Absence policy will be applied which could result in disciplinary
action being taken. This relates to your inability to fulfil your contract and is not determined by whether you were
genuinely ill. More details will be provided should your absence levels be of a concern and you will have the
opportunity to discuss this before any disciplinary action is taken.
Absence Policy UK
Absence Policy Ireland
10. Safety and Security
10.1 COOP
We hope these guidelines are not needed. These are guidelines in place for the protection and wellbeing of
employees who may be threatened or involved in an armed raid on the business. You will complete your online
COOP Module during induction, if you still have any questions about this area following your training then please
speak to a Manager.
10.2 Food Safety & Hygiene at work
Food handlers should all undergo food hygiene training and follow
procedures to ensure that themselves and the environment they are
working in is clean and hygienic. Food handlers should also familiarise
themselves with the menu and be aware of allergens in line with
legislation.
10.3 Health & Safety
You will learn the fire procedures during Induction and Orientation and it is absolutely essential that you understand
these for yourself, colleagues and guests. We all need to be prepared and to know what to do in the case of an
emergency so that everyone is kept safe. If having completed the BELONG modules on Grow online you are unsure
about the process in your hotel, please talk to your Manager who can talk you through the specifics for your location.
All employees have a legal obligation to adhere to H&S legislation and to work in a safe way not putting themselves
or others at risk. It is therefore important that you fully understand your obligations and that you are confident with
what you need to do.
You should always be vigilant when on duty, watching out for any health and safety risks or hazards – that is anything
that may cause an accident or injury. Maybe a spillage or bags left in the reception area that someone could fall over
– please do not ignore but act to remove the hazard where you can or report to the Duty Manager. We have Risk
Assessments completed across the business, please familiarise yourself with those for your department to ensure
that you are following safe working practices.
You are required to report any accident which occurs in the workplace. If you have or witness an accident you must
report it to the Duty Manager. Please be aware who your first aiders are and where the first aid boxes are located
– this information is available in the heart of house areas along with details of the trained Fire Marshall. If in doubt,
please contact the Duty Manager.
10.4 Safeguard all company property and equipment
It is expected that you treat company property and equipment with care and follow any specific instructions of use
to ensure that equipment is fully functioning. If something is not working, please report it to the Duty Manager as
this will affect everyone and the quicker we can get it fixed the better for the whole team!
11. Additional Support For Your Queries - My HR
We also have My HR as an online resource and it is the opportunity to ask questions if the Handbook does not
provide the answer. This is found on GROW Online.
http://jurysinn.learningpool.com/mod/page/view.php?id=1524
12. Leaving Us
12.1 Notice
If you decide to leave the Company, we will be very sorry to see you go. You must provide a letter of resignation to
your Line / HR Manager. The minimum notice period for any role is four week but please check your contract. The
Company reserves the right to pay in lieu of notice.
You will be required to return any Company property which includes uniform, keys, locker key, etc.
You will be paid any outstanding monies due to you on the next payroll including any unused accrues holiday up
until the date of leaving.
We'd love to understand the reasons why you are leaving us and would appreciate all employees who leave the
business attending an Exit interview, so we can receive your feedback. Your honesty is appreciated as this will help
us to improve retention across the business. You can complete an exit interview form on GROW anonymously if you
wish.
12.3 Retirement
If you are reaching an age where you want to consider

retirement, please arrange a meeting with your HR / General
Manager to discuss the options. The Company Life Assurance
policy does not apply to employees aged 65 and over and you
would need to make your own personal arrangements for cover
if you continue to work
13. Policy Appendix
There are a wide range of policies in place so that we all understand what is expected of us day to day and to assist
in the consistent management of these situations. This is a summary of each policy and how it might apply to you.
The full policies are available to you through My HR on Grow online or by clicking on the link with each policy. You
will be asked to read and sign for key policies relating to your employment and should take a copy of the policy
away with you for your future reference.
13.1 Adoption Leave

If you are in the process of adopting a child, you may receive an entitlement to adoption leave and adoption pay.
Adoption leave is a period, which employees who adopt a child, can take off from work at the time of their new
child’s placement. The policy details all the information to help you see whether you are entitled to adoption leave
and what is available.
 Adoption Leave Policy UK Employees

 Adoption Leave Policy UK Managers
 Adoption Leave Policy Irish Employees
 Adoption Leave Policy Irish Managers
13.2 Bullying and Harassment
The company aim to provide an environment to work in that is free from bullying
or harassment from colleagues, managers or guests. If you are unhappy with your
working environment you are encouraged to discuss this with your Line / HR
Manager who will aim to resolve this informally or formally. You must be able to
provide details of any incident so that it can be fully investigated. Please also check
the definitions of bullying and harassment in the policy in MY HR on Grow.
 Bullying and Harassment Policy
13.3 Data Protection
This policy ensures that all team members who have

access to employee personal data must follow the
Data Protection rules to ensure the on-line security
of all stakeholders and the business.
 Data Protection Policy UK & Ireland
13.4 Disciplinary
Click on the hyperlink to watch Deborah Taylor our Employee Engagement Manager explain the disciplinary
procedure.
In any large company rules and procedures are necessary so that all employees are working and behaving
consistently. Should an employee breach a procedure or rule they may be investigated under the disciplinary
policy. If after an investigation there is a strong belief that the misconduct has happened, you will be invited to
attend a disciplinary hearing which could result in action being taken against you. Warnings are placed on an
employee file along with guidance to prevent any further warnings occurring. Should an incident that is serious
enough to be considered gross misconduct occur then an employee may be suspended with pay and should a
belief be found that the misconduct has happened the outcome may be dismissal.
Employees will receive advanced notice if required to attend a disciplinary hearing and may have a colleague or
trade union representative accompany them.
If you witness an act of misconduct by a colleague, you may be interviewed as part of the process. The disciplinary
policy can be found here.
 Disciplinary Policy UK
 Disciplinary Policy IRL
13.5 Equal Opportunities
The Jurys Inn and Leonardo Team is made up of a

diverse group of people of different ages,
nationalities, abilities and religions, we expect
individuals to be treated equally during their dealings
with the Company.
 Equal Opportunity Policy
13.6 Expense Claim
Some employees will need to purchase items or services for the business, this policy explains how they will be
reimbursed and the process to follow. When you are traveling to a Training course your train or flight details should
be booked by the HR / Line Manager so that you do not incur costs and food is provided at all training events.
13.7 Gifts and Gratuities
A gift is any goods or services that you might be offered from a

supplier or customer that has a value of £100/ €150. If you are
offered a gift that reaches or exceeds this value it must be
declared on the gift register. Please inform your Line / HR
Manager.
Cash tips are normally allocated to the individual who receives

them from the customer, it is the responsibility of the
employee to inform the HMRC.
Gratuities on credit cards or room charges should have the

employees name put on the receipt and again each individual
will receive their own tips. These will be paid in a timely manner
via the employees payroll.
Tips from groups should be treated like a room charge tip but split out to all the employees involved with the group
stay.
Please check what practice is followed in your property.
 Gift Policy
13.8 Grievance
Should you have an issue with either a process or another employee and you feel you are unable to resolve the
matter yourself, you should speak to your Line / HR Manager about it. Hopefully it can be discussed and resolved
where possible or an explanation provided.
If a more formal process is necessary, you have the option to raise a formal grievance, all details will be gathered
about the issue and this will be investigated and a suitable solution for the company and you will aim to be found.
As this is a formal process you can be accompanied by a colleague or trade union representative.
If a grievance is raised about you by another colleague you will be informed of the complaint and interviewed to
understand what has happened. You will have the right to be accompanied to any meetings and given details of the
complaint made. You will be kept informed as the process is undertaken and told of any action that may be taken
against you which would be through the disciplinary procedure.
 UK Grievance Policy
 Ireland Grievance Policy
13.9 IT
Employees who work on reception and in guest

communication roles will receive a company log in
and email. A social media policy exists which gives
guidelines on accessing websites and using the
company email. It is not prohibited to use the
company email or web access for personal use during
work hours.
You should also be aware of your language and

personal image when communicating with colleagues
by email and remain professional at all times. If in
doubt, please ask a Manager for support.
ICT Usage Policy
13.9 Incident Reporting
This policy is provided to Managers to detail how they should complete an incident reporting form and where this
should be sent to.
13.10 Intercompany Transfer
These guidelines are provided for your Line / HR Manager to clarify the process when an employee is transferring
between Inns so that it can be communicated consistently to the employee as well as be administered correctly and
consistently.
13.12 Jury Service
Any employee with 13 weeks service who is called for

Jury Service will be paid full salary for up to a
maximum of 5 days. Any duty longer than 5 days the
employee must claim loss of earnings and expenses
from the Court up to their defined limits.
If, on any particular day that the employee is

attending the court, he or she is not required at court
or is required for only part of the day, the employee
must return to work for the remainder of that day
(unless it is their scheduled day off).
13.13 Maternity Policy
Females who are pregnant or have recently given birth may be entitled to maternity pay and leave from the
company. You should inform your Line / HR Manager as soon as possible that you are pregnant. You are entitled
to time off work to attend ante natal appointments and should provide proof of appointments. Maternity pay is
based on SMP (UK) and maternity benefit from the Department of Social Affairs (Ireland). The maximum leave
that an employee can take for maternity is 52 weeks in UK and 42 in Ireland. There is a Managers Maternity
policy which provides enhanced benefits.
If you are on maternity leave in the UK, you have the opportunity to attend work for up to 10 days during this period
without jeopardising your maternity leave - these are called keeping in touch days.
An employee is entitled to return to work to the same position she left on the same terms and conditions.
 Employee Maternity Leave Policy UK

 Managers Maternity Policy UK
 Employee Maternity Policy IRL
 Managers Maternity Policy IRL
13.14 Parental Leave
Parental Leave entitles an employee who is a parent of a child, up to 18 weeks of unpaid parental leave, to enable
him or her to take care of the child. Please check your countries policy as the criteria to avail of this policy differs
between the UK and Ireland. You must have 1 years’ service to avail of this.
 Parental Leave Policy Ireland

 Parental Leave Policy UK
13.15 Paternity Leave
Paternity leave is available for Male employees who have recently become fathers who wish to have time off to care
for the child or mother of the child. Please check you meet the service criteria.
Paternity leave is available for 3 days which will be paid for by the company. In the UK you may top this up and take
2 weeks Paternity leave, the remaining days are paid at the current statutory rate of Paternity Pay.
 Paternity Leave Policy UK

 Paternity Leave Policy IRL
 Paternity Leave Policy Belfast
13.16 Recruitment
Our policy is to recruit the person who is most suitable for the job based on personality and their fit for the job role.
All vacancies will be advertised internally as well as externally in most cases. The equal opportunities policy will be
applied at all stages of the recruitment process. Applications must be received online and will be responded to within
3 weeks. 2 references will be sought from successful applicants and an offer is based on these being satisfactory. All
employees must prove they are eligible to work on their first day, providing original documentation to your Line /
HR Manager in the form of a Passport or Birth Certificate and proof of National Insurance number.
13.17 Social Networking
Employees should consider what is appropriate to

post about the workplace, guests or colleagues.
Where it is clear that work is involved in any social
media posting whether made inside or outside and
where the post is negative this will be investigated and
could result in serious disciplinary action being
applied.
Social media sites must not be accessed from work

computers during working hours. Employees must not
set up corporate pages without permission.
Employees must not post derogatory remarks or in
any way bring the Company into disrepute on social
media sites as this will lead to investigation and could
lead to disciplinary action up to and including
dismissal.
Social Media Networking Policy
13.18 Stock Removal
Any stock to be taken from an Inn must have an

accompanying pass out authorisation form. Food and
Beverage left overs are counted as company stock.
Gifts and items from outside companies are also
classed as stock until permission is received to remove
it from the premises. Items left by a guest should be
treated as lost property and that procedure should be
followed.
14. Company History
The Journey started off with the Jurys Inn Brand
1839
1839 William Jury opened the first hotel in College green, Dublin
Jurys Ltd became Jurys Plc (Quoted on the Dublin Stock Exchange) 3 hotels in Dublin. 1986
1998 Opened first UK Inns in Islington and Edinburgh
Jurys Hotel Group & Doyle Hotels merge to form Jurys Doyle Hotel Group 1 9 9 9
(with 35 hotels in Ireland, UK and USA)
2007 Investors buy the Jurys Inns branch of the business (24 Inns in UK and Ireland)
Opened 7 new Inns – including the first in Continental Europe (Prague) 2009
2014 The first hotels are rebranded within the Hilton Franchise
Double Tree Islington, Double Tree Chelsea
Private equity firm Lone Star buys Jurys Inns. 2015
Amaris Hospitality is formed bringing together a portfolio of hotel assets.
Leading brands Jurys Inn, Mercure, MGallery, IBIS Styles, Hilton Hotels and Resorts, Double Tree by Hilton and Hilton
Garden Inn
2018 Fattal Hotel Group and Pandox acquired the Jurys Inn portfolio of 36 hotels at the beginning of
2018. Fattal, which operates 126 hotels in 14 countries, was founded in 1998 by David Fattal. It
operates seven hotels under the Leonardo brand in the UK. Meanwhile, Pandox owns 122 hotels in
11 countries.
15. Code of Conduct
The Code of Conduct is embraced by every-one in the organisation and details the values and duties that all
stakeholders adhere to. The Code sets out key principles which guide us in our work and our decision making.
Our core values and duties to our stakeholders: -
1. We employ and promote the highest ethical standards. We comply with
the law / regulations, Group policy and we act in a professional manner
with integrity, honesty and fairness.
2. We create value for our shareholders.
3. We employ standards of dignity and respect for our colleagues and
guests.
4. We aim to offer our guests exceptional service.
All employees are responsible for reading, understanding, and complying

with the principles as outlined in the code. A full copy of which will be
issued to you for your signature during your induction.
Employees are encouraged and asked to report and genuine concerns

they may have over possible violations to the code. Concerns may be
reported anonymously if so wished through Expolink. Such concerns will
be kept confidential to the extent that the law permits.
You can contact Expolink by calling from

UK: 0800 374 199 or from Ireland: 1 800 567 014.
Our Commitment to our Shareholders: -
Use and Protection of Group Assets
They have entrusted us with the management of the Companies Assets including confidential information. We have
a duty of care over such assets to: -
 Expend monies in an authorised manner so as to ensure value for money

 Use them in a legal and ethical manner
 Protect them from damage, loss, waste, misuse or theft
 Optimise performance and minimise risk
Accounting Records and Reporting
We have a responsibility to ensure that our financial and tax reporting is complete, accurate and timely.
Intellectual Property
All information is critical to the Companies welfare and we have a duty to protect it and maintain confidentiality
always.
Our Commitment to each other: -
We owe a duty of respect, dignity and fairness to one another.
All employees have a right to expect the workplace to be safe and secure
complying with all Health & Safety legislation.
Any type of harassment, bullying or intimidation is unacceptable, and
should incidents arise, we have a duty to report them.
Whilst working for Jurys Inn or outside of working hours, where two or more colleagues are socialising together,
employees still have a responsibility to comply with the code of code and comply with our core values. Inappropriate
or offensive behaviour towards colleagues in our outside the work place will be investigated and progressed to
disciplinary if breach of this policy has been identified
We are committed to providing a harmonious and fair working environment with equal opportunities in
employment. We enjoy and take pride in the diversity of our work place.
We have a duty to work objectively and to make decisions in the best interests of the Company free from potential
conflict.
We may not take outside employment which may give rise to a conflict of interest.
From time to time personal relationships may exist or develop between two people employed by the Company. Such
relationships must be reported by the persons involved to the Executive team to determine what, if any changes
need to be made to ensure that no professional issues arise.
We comply with the UK Bribery Act 2010 and we must never accept or give ‘’kickbacks’’ or bribes. If employees have
concerns with the issue of bribery, they are encouraged to report to their Line Managers or through Expolink.
Our Commitment to our Guests: -
We treat all our Hotel guests with the greatest of respect – our purpose is to serve them with
the highest standards, first time and every time. We have duty to comply with Data Protection
and treat personal guest details in line with this.
We are committed to providing a safe and secure environment for our guests and we have
the appropriate security measures in place to protect them.
Our Commitment to our Business Partners: -
We practice fair dealing with all our business partners.

Anti-trust and competition laws promote free and fair competition and, as such, are
critical elements of our business practices.
Our reputation is key for all of us and our behaviour whilst representing the Company
must mirror out values always.
Our Commitment to our Communities: -
We take our responsibilities to our local communities very seriously.
Complying with the Law
We are obliged to the communities in which we work to comply in full of all relevant laws and regulations. We deal
openly, honestly and professionally with all regulatory authorities.
Safety at Work
The Company provides and maintains a safe, healthy and hygienic working environment for all employees. Our
commitment in this area is detailed in our Health & Safety statement, a copy of which is available in all our properties
(see your employee noticeboard).
Sustainability
We all have a responsibility to make reasonable efforts to conserve energy and recycle wherever possible. We have
developed a clear environmental policy which you have access to.
External Communications
Company communications with the media, including social media are managed and coordinated by the Group
Marketing function. The aim is to have consistent and accurate communications.
Only those employees specifically authorised may update our social media channels.
Guidance & Contact Points: -
The safeguarding of the Company’s and our employees’ reputation is critical. This Code sets out the basic principles,
which we operate according to. When faced with business decisions, our actions should always be dictated by
integrity, honesty, fairness and legality.
We hope you enjoy working with us and if you have any further questions then please speak to your line manager
or HR contact.

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Employee Handbook

Company Values ............................................................................................................................................................4

The Employee Code of Conduct ....................................................................................................................................7

1. Joining the Company ........................................................................................................................................8

2. Learning and Development Learning Programmes ........................................................................................10

3. Colleague Benefits ..........................................................................................................................................16

4. Talking To Each Other .....................................................................................................................................25

5. The Green Agenda ..........................................................................................................................................27

6. Charity -Together We Can Make A Difference For Others .............................................................................27

7. All You Need to Know About Working with Us...............................................................................................28

8. Pay and Hours.................................................................................................................................................34

9. Annual Leave, Sickness and Abscence ............................................................................................................37

10. Safety and Security .........................................................................................................................................38

11. Additional Support For Your Queries - My HR ................................................................................................39

12. Leaving Us .......................................................................................................................................................40

13. Policy Appendix ..............................................................................................................................................41

14. Company History ............................................................................................................................................47

15. Code of Conduct .............................................................................................................................................48

2|Page 2019 Version 7

Managing Director, Jason Carruthers

I am Jason Carruthers; the Managing Director and I want to

We are a fast-paced business, in 2018 we were bought by the Fattal

“Exceeding expectations by delivering outstanding results through exceptional people”

3|Page 2019 Version 7

4|Page 2019 Version 7

What makes Jurys Inn and Leonardo Hotels different?

We call these actions –

5|Page 2019 Version 7

6|Page 2019 Version 7

Do you live these values in all your interactions?

Exceeding Expectations, delivering outstanding results, through exceptional people.

The Employee Code of Conduct

7|Page 2019 Version 7

1.1 You and your role

8|Page 2019 Version 7

9|Page 2019 Version 7

In addition to the above, all Apprentices complete a

Existing employees can also apply and be considered

Apprenticeships are an excellent way of learning as

2.2 Career Development

Billy McCabe's career experiences

High Potential Group

2.3 In Your Shoes

3.1 Employee of the Month Happy Award

3.2 Manager of the Quarter Happy Award

3.3 Employee Happy Annual Awards

3.4 Additional Jurys Inn Benefits & Support

You can stay at any of the Jurys Inn hotels and

You can also pass on a discount to your friends

For further details please review the Employee Rate Policy

3.6 Annual Leave Enhanced Benefit

3.7 Birthday Cards

Every employee receives a Jurys Inn Birthday card – fresh designs

3.9 Career Reviews and Appraisals

3.10 Carers Leave (Ireland only)

3.11 Compassionate Leave

3.12 Costa Coffee

Jurys Inn Hotel Group offer an extensive amount of

Educational Assistance Policy

3.14 Emergency Family Leave (Ireland)

3.15 Employee Loan Policy

The service is provided by an external company and is