Professional Documents
Culture Documents
Dolphin Hotel - HR Policies
Dolphin Hotel - HR Policies
Employee
Handbook
Table of contents
1
INTRODUCTION
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4
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EMPLOYMENT POLICIES
6.1.1
NON-DISCRIMINATION
6.1.2
NON-DISCLOSURE/CONFIDENTIALITY
6.1.3
NEW EMPLOYEE ORIENTATION
6.1.4
PROBATIONARY PERIOD FOR NEW EMPLOYEES
6.1.5
OPERATION HOURS OF ORGANISATION
6.1.6
LUNCH & TEA/SNACKS PERIODS
6.1.7
PERSONNEL FILES
6.1.8
PERSONNEL DATA CHANGES
6.1.9
EMPLOYEE IDENTITY CARD
6.1.10 EMPLOYEE PERFORMANCE REVIEW AND PLANNING SESSIONS
6.1.11
OUTSIDE EMPLOYMENT
6.1.12 DISCIPLINARY ACTION
6.1.13 EMPLOYMENT TERMINATION
6.1.14 SAFETY
6.1.15 HEALTH-RELATED ISSUES
6.1.16 EMPLOYEE REQUIRING MEDICAL ATTENTION
6.1.17 BUILDING SECURITY
6.1.18 PARKING
6.1.19 VISITORS IN THE WORKPLACE
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6.1.20
6.1.21
6.1.22
EMPLOYEE LOCKERS
PERSONAL BELONGINGS
SECURITY CHECKS
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STANDARDS OF CONDUCT
7.1.1
ATTENDANCE/PUNCTUALITY
7.1.2
ABSENCE WITHOUT NOTICE
7.1.3
HARASSMENT, INCLUDING SEXUAL HARASSMENT
7.1.4
TELEPHONE USE
7.1.5
PUBLIC IMAGE
7.1.5.1 Professional Dress code:
7.1.5.2 Professional appearance standards:
7.1.6
DRUG/ SUBSTANCE ABUSE
7.1.7
TOBACCO PRODUCTS
7.1.8
USE OF GUEST FACILITIES OR AREAS
7.1.9
ELEVATORS
7.1.10 SOCIALIZING
7.1.11
CASH SHORTAGE/OVERAGE
7.1.12 SOLICITATION AND DISTRIBUTION POLICY
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10
EMPLOYEE COMMUNICATIONS
10.1.1 BULLETIN BOARDS
10.1.2 SUGGESTION BOX
10.1.3 PROCEDURE FOR HANDLING COMPLAINTS
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INTRODUCTION
This Handbook is designed to acquaint you with DolphinHotelsLtd. and provide you
with information about working conditions, benefits, and policies affecting your
employment.
The information contained in this Handbook applies to all employees of DolphinHotels
Ltd. Following the policies described in this handbook is considered a condition of
continued employment. However, nothing in this Manual alters an employees status. The
contents of this Manual shall not constitute nor be construed as a promise of employment
or as a contract between the Company and any of its employees. The handbook is a
summary of our policies, which are presented here only as a matter of information.
You are responsible for reading, understanding, and complying with the provisions of this
Manual. Our objective is to provide you with a work environment that is constructive to
both personal and professional growth.
We hope, we will have a long and prosperous relationship.
Welcome!!!
(Managing Director)
Dolphin Hotels Ltd.
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HOTEL SITARA:
This is the Luxury hotel of company, situated inside the beautiful landscape of Ramoji
Film City.
(Collect a Room Tariff card from front office manager, during induction schedule, and
attach at the end of manual)
Total rooms: 165 rooms, with 04 royal suites and 08 theme suites.
Restaurant: Galaxy (24 hours operation)
Bar:
Startreck
Banquet halls: 07 halls (Tajmahal, Mayfair, Samarkhand, Rangamahal, Terrace hall,
Sangam, and 01 boardroom)
Other facilities:
1. Swimming pool
4. Internet connectivity for each
2. Gym and Aerobic (Samson and
room
Delilah)
5. Minibar
3. In-house laundry
6. Telephone with direct
connectivity for STD/ISD
HOTEL TARA:
This is an economic hotel, situated inside Ramoji Film City.
(Collect a Room Tariff card from front office manager, during induction schedule and
attach at the end of manual)
Total Rooms: 126 rooms
Restaurant: Hollywood (24 hours operation)
HOTEL SAHARA:
This is a dormitory, having 12 beds in a room. Its having two wings, one is Gentleman
Block and another is Ladies Block.
(Collect a Room Tariff card from front office manager, during induction schedule and
attach at the end of manual)
Total no. of Beds: 588 , Restaurant: Himalayan
HOTEL DOLPHIN:
This is the first hotel of the group and this is situated at Vishakhapatnam.
(Collect a Room Tariff card from Training &Development manager, during induction
schedule, and attach at the end)
Total no. of rooms: 146 rooms
Restaurant: Horizon, Vasundhara
Coffee Shop: Green House
Bar:
Wood House
Banquet Hall: 04 (Kalinga, Ashirwad, Senate, Board room)
Other facilities: Olympus Gym, Swimming pool, Cable connected TV, Internet
connectivity.
EUREKA RESTAURANTS:
This is an unit with 04 restaurants and 03 f&b outlets (at present). Its main purpose to
serve food & beverage to Day visitors of Ramoji Film City.
Restaurants
Chanakya:
Alampana:
Gunsmoke:
CHAMPION:
This place is meant for outdoor and indoor game facilities. You will find here:
Lawn tennis Court
Squash
Snooker
Basketball court
Volleyball court
Badminton Court
EMPLOYMENT APPLICATIONS
We rely upon the accuracy of information contained in the
employment application and the accuracy of other data presented throughout the
hiring process and employment. Any misrepresentations, falsifications, or material
omissions in any of this information or data may result in exclusion of the individual from
further consideration for employment or, if the person has been hired, termination of
employment.
EMPLOYMENT RELATIONSHIP
You enter into employment voluntarily, and you are free to resign at any time for any
reason or no reason. Similarly, Dolphin Hotels Ltd. is free to conclude its relationship
with any employee at any time for any reason or no reason. Following the probationary
period, employees are required to follow the Employment Termination Policy (See Section
6.1.13).
EMPLOYMENT POLICIES
NON-DISCRIMINATION
In order to provide equal employment and advancement opportunities to all individuals,
employment decisions at Dolphin Hotels Ltd. will be based on merit, qualifications, and
abilities. Dolphin Hotels Ltd. does not discriminate in employment opportunities or
practices because of race, color, religion, sex, national origin, age or disability.
Dolphin Hotels Ltd. will make reasonable accommodations for qualified individuals with
known disabilities unless doing so would result in an undue hardship. This policy governs
all aspects of employment, including selection, job assignment, compensation, discipline,
termination, and access to benefits and training.
Employees with questions or concerns about discrimination in the workplace are
encouraged to bring these issues to the attention of their Head of Department or
concerned personal Executive. Employees can raise concerns and make reports without
fear of reprisal. Anyone found to be engaging in unlawful discrimination will be subject to
disciplinary action, including termination of employment.
NON-DISCLOSURE/CONFIDENTIALITY
The protection of confidential business information and trade secrets is vital to the
interests and success of Dolphin Hotels Ltd. Such confidential information includes, but is
not limited to, the following examples:
Compensation data,
Financial information,
Marketing strategies,
06:00 am to 02:30 pm
02:00 pm to 10:30 pm
10:30 am to 07:00 pm
09:00 am to 05:30 pm
Concerned Head of Department will decide the schedule or Duty rota and the employee
has to abide the same without any pre-condition.
Each employee will get a day in a week as week-off, as decided by Supervisor or Head of
Department of concerned department.
PERSONNEL FILES
Employee personnel files include the following: jobapplication,jobdescription,rsum,
recordsofparticipationintrainingevents,salaryhistory,recordsofdisciplinaryaction
anddocumentsrelatedtoemployeeperformancereviews,coaching,andmentoring.
Personnel files are the property of Dolphin Hotels Ltd, and access to the information is
restricted. Management personnel of Dolphin Hotels Ltd, who have a legitimate reason to
review the file, are allowed to do so.
OUTSIDE EMPLOYMENT
Employees cannot hold outside jobs either related or non-related businesses or professions
as long as the employee is an integral part of Dolphin Hotels Ltd. Unless Dolphin Hotels
Ltd.
DISCIPLINARY ACTION
Dolphin Hotels Ltd holds each of its employees to certain work rules and standards of
conduct (see Section 7). When an employee deviates from these rules and standards,
Dolphin Hotels Ltd expects the employees Manager/supervisor and Human resource
department to take corrective action.
Disciplinary action at Dolphin Hotels Ltd is progressive. That is, the action taken in
response to a rule infraction or violation of standards typically follows a pattern increasing
in seriousness until the infraction or violation is corrected.
The usual sequence of Disciplinary actions includes an oral warning, a written warning,
and finally termination of employment. In deciding which initial corrective action would
be appropriate, a manager/supervisor will consider the seriousness of the infraction, the
circumstances surrounding the matter, and the employees previous record.
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EMPLOYMENT TERMINATION
Termination of employment is an inevitable part of personnel activity within any
organization, and many of the reasons for termination are routine. Below are a few
examples of some of the most common circumstances under which employment is
terminated:
Since employment with Dolphin Hotels Ltd is based on mutual consent, both the employee
and Dolphin Hotels Ltd have the right to terminate employment at will, with or without
cause during the Introductory/Probationary Period for New Employees.
Any employee who terminates employment with Dolphin Hotels Ltd shall return all files,
records, keys, and any other materials that are property of Dolphin Hotels Ltd. No final
settlement of an employees pay will be made until all items are returned in appropriate
condition. The cost of replacing non-returned items will be deducted from the employees
final paycheck. Furthermore, any outstanding financial obligations owed to Dolphin
Hotels Ltd will also be deducted from the employees final check.
Employees benefits will be affected by employment termination in the following manner.
All accrued vested benefits that are due and payable at termination will be paid.The
employee will be notified of the benefits that may be continued and of the terms,
conditions, and limitations.
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SAFETY
Dolphin Hotels ltd provides information to employees about workplace safety and health
issues through regular internal communication such as:
Trainingsessions
Bulletinboardpostings
Each employee is expected to obey safety rules and exercise caution and common sense in
all work activities. Employees must immediately report any unsafe conditions to their
manager/supervisor. Employees who violate safety standards, cause hazardous or
dangerous situations, or fail to report, or where appropriate, remedy such situations, may
be subject to disciplinary action including termination of employment.
In the case of an accident that results in injury, regardless of how insignificant the injury
may appear, employees should notify their manager/supervisor (See Section 6.1.16,
Employee Requiring Medical Attention).
HEALTH-RELATED ISSUES
Our organisation service oriented organisation and hence we should be more careful for
our health and its related issues. Employees, who become aware of any health-related
issue, including pregnancy, should notify their manager/supervisor andHumanResources
Executive of health status. This policy has been instituted strictly to protect the employee.
A written permission to work from the employees doctor is required at the time or
shortly after notice has been given. The doctors note should specify whether the
employee is able to perform regular duties as outlined in his/her job description.
A leave of absence may be granted on a case-by-case basis. If the need arises for a leave
of absence, employees should notify their manager/supervisor and Human Resources
department.
BUILDING SECURITY
All employees who are issued keys to the office are responsible for their safekeeping. The
last employee, or a designated employee, who leaves the office at the end of the business
day assumes the responsibility to ensure that all doors are securely locked, the alarm
system is armed, thermostats are set on appropriate evening and/or weekend setting, and
all appliances and lights are turned off with exception of the lights normally left on for
security purposes.
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PARKING
Employees must park their Vehicles in areas indicated and provided by the Company.
Employees are not allowed to bring their vehicle, inside RFC premises, without authorized
permission of senior management.
EMPLOYEE LOCKERS
At each unit of Dolphin Hotels Ltd, locker facility is available for gentleman as well as
Ladies. Each locker room is well equipped with toilet, shower and washbasin facilities. A
locker will be provided on sharing basis to each uniformed employee, to keep or store his
or her personal cloths and belongings. You are not permitted to use any guest room or
public area toilets.
The rule and regulations of maintenance of locker is displayed in ach locker. Kindly follow
those instructions. Failing which, you may be a subject of disciplinary action.
PERSONAL BELONGINGS
An employee who brings personal cash, of the value, more than Rs. 100/- or any personal
belongings to the hotel e.g. electronics, books, jewelries, personal cell phone or other
valuables, will have to register them in the personal property register, available at time
office, with security department.
No personal radios, tape recorders or cell phones would not be allowed while on duty.
SECURITY CHECKS
All employees, leaving the hotel or work premises, after completion of duty hours, will be
thoroughly frisked and checked by security personnel of Time office. All packages/bags
brought into the hotel should be deposited at the employee entrance. Packages, handbags
and such items would be subject to inspection by the security upon entering and leaving
the premises.
STANDARDS OF CONDUCT
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The work rules and standards of conduct for Dolphin Hotels Ltd are important, and the
Company regards them seriously. All employees are urged to become familiar with these
rules and standards. In addition, employees are expected to follow the rules and standards
faithfully in doing their own jobs and conducting the Companys business. Please note that
any employee who deviates from these rules and standards will be subject to disciplinary
action, up to and including termination of employment (see Section 6.1.12, Disciplinary
Action).
While not intended to list all the forms of behavior that are considered unacceptable in the
workplace, the following are examples of rule infractions or misconduct that may result in
disciplinary action, including termination of employment.
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ATTENDANCE/PUNCTUALITY
The Company expects that every employee will be regular and punctual in attendance.
This means being in the department, ready to work, at their starting time each day.
Absenteeism and tardiness places a burden on other employees and on the Company.
If you are unable to report for work for any reason, notify your manager/supervisor before
regular starting time.
You are responsible for speaking directly with your
manager/supervisor about your absence. It is not acceptable to call manager/supervisor
over telephone, except in extreme emergencies. The company phone number is 08145
246666/246444/246555.
If there comes a time when you see that you will need to work some hours other than
those (you want to change your shift) that make up your usual work week, notify your
supervisor at least sevenworkingdays in advance. Each request for special work hours
will be considered separately, in light of the employees needs and the needs of the
Company. Such requests may or may not be granted.
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TELEPHONE USE
DolphinHotelsLtd telephones are intended for the use of serving our Guest needs and in
conducting the Companys business.
Personal usage during business hours is discouraged except for extreme emergencies. All
personal telephone calls should be kept brief to avoid congestion on the telephone line.
To respect the rights of all employees and avoid miscommunication in the office,
employees must inform family members and friends to limit personal telephone calls during
working hours.
If an employee is found to be deviating from this policy, he/she will be subject to
disciplinary action (See Section 6.1.12, Disciplinary Action).
PUBLIC IMAGE
A professional appearance is important anytime that you come in contact with Guests or
potential guests. Employees should be well groomed and dressed appropriately for our
business and for their position in particular.
Professional Dress code:
the following Dress codes are considered appropriate working attire for Dolphin Hotels
Ltd:
For Gentleman:
a. Uniformed Staff: the uniforms as given by the department, according to policy.
(Please see the uniform specification, available with Human Resource Dept.)
b. Not-Uniformed Staff:
1. Full sleeves shirts or half sleeves shirt, must have collar and with
matching plain tie. No short shirt or T-shirt is allowed.
2. Dark Color Trousers with two pleats, one heap pocket and two side
pockets. No Jeans Trouser is allowed.
3. For executive and above, shoe should be of oxford design and
black, with black shocks.
For non-executive, shoe should be plain and black, with black
shocks.
For Ladies:
a. Uniformed Staff: the uniforms as given by the department, according to
policy. (Please see the uniform specification, available with Human Resource
Dept.)
b. Non-Uniformed Staff:
c. Dark & conservative color Sari or Salwar sameej. Casual evening style,
strapless, backless, or sundresses, Jeans, T-shirt is not allowed.
d. Shoe/sandals should be black balleno.
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TOBACCO PRODUCTS
TheuseoftobaccoproductsisnotpermittedanywhereontheCompanyspremises
exceptinauthorizedanddesignatedlocations.Thedesignatedsmokingareasarelocated
atstafflockers.Employeesmustfollowallrulespostedindesignatedsmokingareasand
adheretoallpoliciesassociatedwiththispolicy.
ELEVATORS
All employees are to use the service elevators only. If you are to go up on one flight only,
or go downstairs two flights only we request you to walk up or down the staircases as this
would not only free up the elevators but also keep you in shape.
SOCIALIZING
Please socialize with your fellow employees only during your meal breaks and when you
leave work. Socializing with guest is prohibited as this may lead to potentially
embarrassing situations for both you and the hotel.
CASH SHORTAGE/OVERAGE
If your job requires you to handle cash, you will be solely responsible for your cash and
any shortage would result in recovery from your salary and any excess should be
deposited to central Account dept with proper explanation, otherwise the same may be a
subject for disciplinary action.
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Eachemployeesannualsalarywillbereviewedatleastonceeachyear.Theemployees
reviewdatewillusuallybeconductedonorabouttheanniversarydateofemploymentor
thedateofthepreviouscompensationreview.
Increaseswillbedeterminedonthebasisofperformance,adherencetocompanypolicies
andprocedures,andabilitytomeetorexceedduties perjobdescription andachieve
performancegoals.
Although the Companys salary ranges schedules will be adjusted on an ongoing basis,
Dolphin Hotels Ltd does not grant cost of living increases. Performance is the key to
wage increases in the Company.
TIMEKEEPING
Accurately recording time worked is the responsibility of every employee. Time worked is
the time actually spent on a job(s) performing assigned duties. Eachemployeehavebeen
providedwithanEmployeecard,endorsedwithabarcode,whichhe/sheneedstoswipe
atTimeofficeforrecordingoftime. Dolphin Hotels Ltd does not pay for extended breaks
or time spent on personal matters.
The time clock is a legal instrument. Altering, falsifying, tampering with time records, or
recording time for another team member will result in disciplinary action, including
termination of employment.
Authorized personnel will review time records each day. Any changes to an employees
time record must be approved by his/her manager/supervisor. Questions regarding the
timekeeping system or Identity cards should be directed to the timeofficekeeper.
OVERTIME
Dolphin Hotels ltd is open for business 24 hours a day and 365 days a year. Overtime
compensation is adjusted to employees in accordance with rules, as stated by management.
Overtime is adjustable for all hours worked over 04 hours per day in term of
compensatory offs. Time off on personal time, holidays, or any leave of absence will not
be considered hours worked when calculating overtime. In addition, vacation time does
not constitute hours worked.
All overtime work performed by an employee must receive the manager/supervisors prior
authorization. Overtime worked without prior authorization from the manager/supervisor
may result in disciplinary action. Themanager/supervisors signature on a Extra work
statement, authorizes for overtime hours worked.
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PAYDAYS
All employees are paid inthelastworkingdayofthemonth. In the event that a regularly
scheduled payday falls on a weekend or holiday, employees will receive pay onthenext
dayofoperation.
The salaries payment will be credited to their ICICI bank account.
If a regular payday falls during an employees vacation, the employees payment will be
available upon his/her return from vacation.
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MEAL
All employee of Dolphin Hotels Ltd is eligible for using Staff cafeteria for breakfast,
Lunch, Dinner, tea and midnight snacks, at reasonable rate/prices. The information of rates
or prices is available with your Human resource dept. A senior management committee is
looking after the quality standard and menu designing of cafeteria.
You are free to give your suggestions or complaints. The suggestion box is available in
every cafeteria.
LEAVES
All eligible employees are entitled for leaves in accordance with AP shop and establishment
act 1988.
Each employee is entitled for:
Casual Leaves: 12 days in a year.
Earned Leave: 15 days in a year.(after completion of 240 working days)
Sick leave:
12 days in a year.(for employees, whose salary is above Rs. 7500.00)
Leave Rules:
1. Casual leaves will be credited 01 for every month and which can be accumulated
for a year. After end of calendar year, not used casual leaves will be fortified.
2. An employee can avail maximum 03 casual leaves, at one time.
3. Sick leaves will be credited 01 for every month and can be accumulated upto 60
days of leaves.
4. An employee can avail 03 sick leaves at one time, without producing any medical
fitness certificate. Beyond that, employee will be required to produce medical
fitness certificate, certified by RFC hospital doctors.
5. 15 Earned leaves will be credited after 240 working days and which can be
accumulated for 60 days of leave. After that, Earned leave will be automatically
paid to employees.
6. Employee need to take permission for availing Earned Leaves, at least 15 days
ahead of actual starting day of leave, from concerned Head of Department.
7. Any leaves, without proper authorization from Head of Department, will be
considered as Absenteeism from duty and accordingly corrective action will be
initiated.
(For further details and clarification, you can talk to your Human Resource Executive)
HOLIDAYS
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Dolphin Hotels Ltd observes 10 holidays as per public holidays per year for all employees.
The details are displayed in staff notice boards. As our organisation is 24 x 7 hours
organisation, hence, it may possible, you may not authorized to take holidays. But the
same will be compensated in terms of Extra day payments or compensatory offs. (For
further details, please contact your Human resource Executive).
DOLPHIN LIBRARY
AfullfledgedlibraryhasbeensetupforemployeesofDolphinhotelsLtd,toenhance
andupdatetheirknowledgebase.Bookscanbeissuedandcanbereferredinlibrary.
LibraryishavinggoodcollectionofVideocassettesalso.Thislibraryisundercontrolof
Training&developmentdepartment.Forfurtherdetails,youcancontacttraining&
developmentdepartment,extn.No.6192.
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EMPLOYEE COMMUNICATIONS
BULLETIN BOARDS
Bulletin boards, placed at rear security gate, provide employees access to important
posted information and announcements. The employee is responsible for reading
necessary information posted on the bulletin boards.
SUGGESTION BOX
Dolphin Hotels Ltd encourages employees who have suggestions that they do not want to
offer orally or in person to write them down and leave them inthesuggestionboxlocated
attherearsecuritygate. If this is done anonymously, every care will be taken to preserve
the employees privacy. AdesignatedmemberofCentralHumanresourcedept.checks the
box on a regular basis.
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