Professional Documents
Culture Documents
Table of Contents
Table of Contents
ome
to
Our
Our employees are
truly the key
Hotel
element in
sustaining our
service culture.
Family!
Congratulations on joining The Comfort Inn Hotel! Our
service philosophy embodies elegance, attention and
world class service. Our employees receive the
highest accolades of praise from our guests and we
believe that you will make an exceptional contribution
to the family! Your success is a true measure of our
greater success. Your dedication is a reflection of our
employees’ commitment to our exacting service
standards. We believe that we have selected you
because of your innate ability to cater to our guests
every need and exceed their expectations.
Your Employment
Service Standards
Employment Polices
Harassment
Zero Tolerance
Complaint Procedure
Reporting Harassment
If you believe you have been the victim of
harassment, or know of another employee who has,
report it to a supervisor immediately. Employees
can raise concerns and make reports without fear of
reprisal. Any supervisor who becomes aware of
possible harassment should promptly advise their
supervisor or Human Resources, who will handle the
matter in a timely and confidential manner.
Your Supervisors
Your supervisor is the on-duty superior who is overseeing
your work at any point in time.
Guest Contact and Courtesy
Although a very important aspect of your job is to be
courteous and friendly toward hotel guests,
employees are not to build personal relationships
with any hotel guest. Employees are prohibited from
fraternizing with any hotel guest on or off duty.
Working Relationships
In order to effectively achieve Our Company’s policy
of zero sexual harassment, employees are
prohibited from fraternizing with their superiors
while on or off-duty.
Your Co-Workers
Rely on Your Job
Attendance
Work Rules
CONFIDENTIALITY
During the course of your employment you may
have access to information that is not available to
persons outside of our company. When you do come
in contact with this type of information, it is your
responsibility to ensure that you do not share it with
anyone else. There may be legal or financial
consequences of passing on confidential
information. We also have a responsibility to protect
our guest’s privacy; therefore, all information
regarding our guests is to remain confidential. If the
situation warrants you involving another party, you
must first speak to your manager, Human Resources
or the Legal Department.
MOONLIGHTING
You may work for another employer while working
for our company as long as this job does not
interfere with your position. However, you are not
permitted to work for a competitor at any time while
working for our company.
SOLICITATION
Distraction from work can create serious safety and
efficiency problems; therefore, employees are not
permitted to engage in any type of solicitation,
selling, or other non-work activities during their
working time. Working time is the time employees
are expected to be working and does not include
rest, meal or other authorized breaks or the time
spent on property just before beginning and after
ending a shift. The distribution of any literature,
pamphlets, or other non-work items or material in a
hotel work area, including public areas, at any time
is likewise prohibited.
PERSONAL ITEMS
Each hotel has a designated area where personal
items may be stored. If we have provided you with
an office, please secure your personal items in your
office. We ask that you do not bring any valuable
items to work, as Our company cannot be held
responsible for lost or stolen personal items.
Employees should have no expectation of privacy
with regard to items stored therefore all personal
belongings (i.e., purses, duffel bags, etc.) may be
subject to a random security check.
PARKING
Parking is provided in designated areas around the
office building or hotel. Your supervisor will notify
you where to park. Using other parking spaces or
spaces allocated for guests is a direct violation of
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
Company policy that will result in disciplinary action.
We cannot be held responsible for theft or damage
to vehicles or theft of contents while parked at the
hotel or office building for which you work.
EMPLOYMENT OF RELATIVES
We do not allow immediate relatives defined as
spouses, parents, grandparents, in-laws, children,
grandchildren, siblings or stepfamily members to
work in positions where potential issues related to
supervision, safety, security, morale, or potential
conflicts of interest exist. This policy also applies to
non-married couples who are living at the same
location or couples who are dating.
If two employees marry, become related or are
otherwise in conflict with this policy after they have
been hired, the relationship must be reported
immediately to their supervisor(s). We will attempt
to identify a solution. Our company will give full
consideration to the desires of the individuals
involved but will view the business needs of the
hotel or office as the determining factor.
Our company reserves the right to determine that
other relationships not specifically covered by this
policy represent actual or potential conflicts of
interest as well. If the Company determines that the
relationship between employees presents an actual
or potential problem or conflict of interest,
appropriate action will be taken which includes but
is not limited to transfers, reassignments, shift
changes or if necessary, termination of
employment.
FIREARMS / WEAPONS
Some states have laws that allow people to carry
handguns with them both in an open or concealed
fashion. However, the policy of our company
prohibits employees from carrying firearms,
explosives, knives, or dangerous weapons of any
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
kind on Company premises, in Company vehicles, or
on Company business off premises, whether the
employee is licensed to do so or not.
TRANSFERS
Employees have the ability to transfer from one
hotel or one department to another pursuant to the
following guidelines:
1. If you wish to transfer, you may do so after
you have been in your position at least six
months, unless prior relocation expenses
have been incurred.
2. If you have a desire to transfer to another
property, and/or division of Our company, you
should first discuss the transfer with your
supervisor.
3. Then, you should make a formal request for
transfer, in writing, to your supervisor.
4. Employees who do not meet minimum
performance standards in their current
position are not eligible to transfer.
RESIGNATIONS
It is the policy of our company, upon hiring
employees, to honor a reasonable notice given to a
previous employer. Similarly, we recommend that
you extend the same courtesy with us by giving at
least a two-week advance notice in writing. Before
you leave, we may ask for a short exit interview.
Upon resignation, you are responsible for returning
any Company property in your possession. This
includes but is not limited to keys, uniforms, name
badges, etc.
Final pay for employees, who leave in good standing
and provide at least a two-week advance notice, will
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
include the hours worked through the date of
termination as well as any earned and unused and
accrued vacation pay, if eligible.
Final pay for employees who do not leave in good
standing and/or do not provide at least a two-week
advance notice will include the hours worked
through the date of termination as well as any
earned and unused vacation pay, if eligible. Unless
required by law, accrued vacation will not be paid
out.
Time Clocks
Every employee is provided with an Employee ID
with a magnetic stripe. Your ID serves a dual
function: it is also your Time Card. You are required
to swipe in when you report ready and
attired to work and swipe out when you
leave. It is your responsibility to swipe
your card and to ensure that the time
reported is accurate. You must swipe
only your card, no one may swipe it for
you and you may not swipe for anyone
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
else. You are paid for your scheduled time, so make
sure you obtain your supervisor’s approval when
you begin work early or late.
Breaks
Employees receive a meal break. You must swipe
out when beginning and back in when completing
your meal break. Additional breaks, as necessary
and approved, should also be taken off the clock.
Overtime
Due to the nature of our industry, it maybe be
necessary for an Employee beyond his or her normal
workday hours. Overtime pay is paid only to
Employees when work is scheduled, approved, and
made known to you in advance by your supervisor.
Employees will be compensated for hours worked in
excess of the Federal and State wage and hour
restrictions, depending on their Employee
Classification. The compensation will be at a rate of
one and a half times the Employee’s regular hourly
rate.
Paydays
Your paycheck will be issued every
other Friday and distributed after 3:00
pm twenty-six times a year. Our legal
workweek begins with Saturday and
ends the following Friday. In order to process
payroll, the pay period closes seven days prior to
your Friday payday.
Employees are not permitted to borrow on their
earnings in advance of payday. Certain emergency
situations may be exceptions with prior approval of
the General Manager.
Court-Duty Leave
Employees who have received a jury summons are
required to notify their manager. Jury duty leave pay
is limited to a maximum of eight hours per day, 120
hours per calendar year. If jury or witness duty
exceeds 120 hours per year, this will be considered
an unpaid leave.
Parental Leave
The Hotel will grant leave of absence without pay to
any expecting employee. Pregnant employees any,
however, work as long as they like, with the written
approval of a doctor’s note.
PROGRESSIVE DISCIPLINE
We prefer to deal with situations warranting
discipline as early as possible. When discipline is
necessary, corrective action will generally consist of
progressive steps of verbal counseling and written
disciplinary warnings. Serious misconduct may
require more immediate or final action, up to and
including termination of employment.
Our company reserves the right to initiate the form
of discipline it deems appropriate under the
circumstances.
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
1. The first steps in progressive discipline usually
consist of coaching and counseling. Coaching
and counseling are used when an employee
displays unacceptable behavior or when his
or her job performance is not meeting
standards. The supervisor will discuss his or
her concerns with the employee and as soon
as possible after the incident occurs in order
to give the employee the opportunity to
correct the problem within a reasonable
amount of time. Coaching and counseling
sessions are recorded on a Performance
Management Form and placed in the
employee’s file for future reference.
2. A written warning is issued when a supervisor
believes a situation is too serious for verbal
counseling, or when past counseling has been
ineffective. A written warnings are to be
signed by the employee to acknowledge that
he or she has read and understands the
severity of the situation and what is expected
of him or her to correct the problem. Should
an employee refuse to sign a written warning,
another supervisor will be called to witness
that the warning was given.
3. A final written warning is issued when an
employee fails to meet standards set forth in
a previous counseling session and/or written
warning or when the situation is too serious
for further progressive disciplinary steps.
4. Termination of employment is normally
preceded by the steps outlined above,
however it may occur with or without prior
warnings depending upon the circumstances
of the situation.
Extended illness
Absence due to illness of three days or more is
considered an extended illness. Each day you are
absent you are expected to call in to notify your
supervisor. If you are absent due to illness for three
days or more, a written excuse from your doctor
must be furnished to your supervisor before you
may return to work. If absences due to illness
become repetitive, written excuses from your
treating doctor may be required even if less than
three days are missed.
Transfers:
Employees are eligible for transfer within our family
of hotels after a minimum of six-months of
continuous employment. Employees can inquire
about transfers and make transfer requests in the
Human Resource Office. Both lateral and
STANDARDS OF CONDUCT
Our company has established standards of conduct
for our employees that are designed to protect our
team members and guests. Violation of these
standards may result in disciplinary action up to and
including termination of employment. Please review
these standards of conduct to make sure that you
understand what we expect of you.
General Conduct Standards
1. The first priority of business is to create a
culture of genuine hospitality for our guests—
providing them with the highest levels of
service at all times and in all circumstances.
2. Employees must use the designated employee
entrance and parking area and agree to use
only that entrance and parking area.
3. Unless reporting for work, employees should
not return to the interior of the hotel building
or other working areas more than fifteen (15)
minutes before the start of their shift.
Similarly, employees are expected to leave
the interior of the hotel building or other
working areas no longer than fifteen (15)
minutes after their work period.
4. Employees may not clock in or out for other
employees.
5. Employees should have no expectation of
privacy with regard to items stored therefore;
all personal belongings (i.e., purses, duffel
bags, etc.) may be subject to a random
security check.
6. Employees may not place valuable belongings
in the hotel’s storage area or desks because
the hotel cannot accept responsibility for their
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
loss or damage. There may be periodic,
unannounced inspections of personal
belongings by management or security
personnel designated by the hotel.
7. Schedules are posted as soon as the business
for the upcoming week can be forecasted and
attendance is mandatory on those days
scheduled. If, through an emergency, you
cannot arrive at work on the scheduled day
and time, you must call and speak with your
supervisor, manager or manager on duty to
explain your absence at least two hours
before you are scheduled to report to work.
Employees will work according to the
schedule and will not work overtime unless
previously authorized by their manager.
8. Books, newspapers or other non-hotel-
sponsored publications are not to be read
while on duty.
9. While on duty, all employees must comply
with Our company’s Dress and Uniform Code.
All clothing worn while working must be
maintained in proper condition and, if
assigned, a nametag and/or uniform must be
worn at all times so as to present a
professional appearance.
10. Employees may not take time off during
regularly scheduled work hours without
authorization from their supervisor.
11. Employees must work in a safe manner and
comply with fire department regulations,
safety and civic defense regulations and hotel
safety rules.
12. Employees must perform the duties of their
position within the prescribed safe manner
and immediately report all job-related injuries
to a supervisor.
13. Employees may only use designated
employee smoking areas.
All Employees
The following guidelines apply to all employees:
NAME BADGES
• All employees who work at a hotel property will
be supplied with a name badge which must
be worn at all times while working.
• Name badges should be worn approximately
four inches below the left shoulder.
SHOES
• All shoes must be polished and in good repair.
• All shoes must adhere to safety guidelines. No
sandals, plastic shoes, flip-flops, clogs or
hiking boots may be worn at any time. No
construction boots, sneakers or athletic shoes
may be worn unless approved for specific
jobs.
• Open-toed business dress shoes for women are
acceptable. Exceptions to this may exist
depending on safety concerns related to the
employee’s job function.
• Women’s high heels should not exceed 2
inches.
JEWELRY
• Visible body piercing is not permitted, with the
exception of female employees who are
allowed two earrings in each ear maximum.
Earrings must be no longer than one inch past
the earring hole.
• Male employees may not wear earrings.
• There may not be more than two rings per
hand. They must be simple, not large, gaudy
or cause a safety concern.
• Necklaces may be worn; however, they must
be simple, not large, gaudy or cause a safety
concern.
• No jewelry, aside from the items previously
discussed above, may be visible on the
outside of the uniform or any area of the body
not covered by a uniform. The exception to
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
this is Company-provided pins and name
badges, which must be worn in the Company-
designated place on the uniform.
HAIR
• Hair must be clean and well groomed.
• Hair coloring is acceptable if it is conservative
in natural hues (i.e. browns, reds, blacks,
blondes and grays). Colors must be regularly
treated to maintain a consistent and natural
appearance. Unnatural colors or dramatic
streaks may not be worn.
• Hair may not have an extreme shaved design.
• Hair should not cover eyes or name badge.
• Men’s hair length should not exceed one inch
over the collar.
• Male employees may have mustaches that do
not exceed one-half inch below the corner of
the lip with no extreme styles. Mustaches
must be neatly trimmed and clean.
• Male employees may have beards which are
neatly trimmed and in a conservative style.
• Male employees may have sideburns which are
neatly trimmed and in no extreme style.
TATOOS
• Visible tattoos are not allowed.
• If clothing or uniform does not cover a tattoo or
changing the uniform causes a safety issue
(e.g. long sleeves for certain positions), the
employee should not be in a position that
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
requires frequent guest contact. The tattoo
must not be offensive.
• Management reserves the right to judge
whether a tattoo is or is not acceptable based
on frequency of guest contact and type of
tattoo.
Reporting Accidents
Because untreated injuries can
turn into major health problems, all
accidents must be reported to a
supervisor immediately. Minor
injuries and abrasions will be
treated on the Hotel Premises.
Serious injuries must be reported
on the injury or accident report
form available in the Hotel
Employee Lounge. When
necessary, you will be transported
to the nearest physician or hospital of your choice
and your family will be notified at your request. If an
Employee is critically injured the Hotel will abide by
the emergency information found in the Employee’s
file. Employees are responsible for contacting
Human Resources to update emergency contact
information.
Signature Pages
On the following pages, please acknowledge your
receipt of this Employee Handbook and your
acknowledgment that your employment is At Will.
Enter the requested information, remove the pages
from the spiral binding and return them to the
Human Resources Office prior to your first day of
Employment.
Congratulations
Once again, we are excited that you are joining Our
company Hotel family. We believe that customer
excellence begins with you!
I, __________________________________, fully
acknowledge and affirm that I have
received, read, and understood the Hotel
Employee Handbook.
Employee Signature:
____________________________
Date: ___________
Manager Signature:
____________________________
Date Rec’d: __________
Print Last Name:
_______________________________
Print First Name:
_______________________________
Manager Signature:
____________________________
Date Rec’d: __________
Print Last Name:
_______________________________
Print First Name:
_______________________________
This Handbook is not a Contract, Express or Implied, Guaranteeing Employment
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