THKL New Handbook - Final Updated 12 Jan 2022

Muhamad Fairuz | [SCHOOL]

GENERAL MANAGER’S MESSAGE

Fellow TRADERIAN!

The very moment you read these lines you stand at the beginning of a new journey in your life. New beginnings are
exciting and offer us a chance to leave behind the past, learn from yesterday’s mistakes, and make a bold step into
the future by applying our new found knowledge today for a better tomorrow. With this, I welcome you to Traders
Hotel Kuala Lumpur, to the Shangri-La Group of Hotels and to a new beginning and a new chapter in your life.
We very much look forward to working with you and while we all are getting to know each other, we are already
very excited and proud to have you as part of our team.

Traders Hotel, Kuala Lumpur opened in 2006 and it has been a fantastic journey so far. Your fresh eyes and ideas
will be most appreciated and help us to continue to thrive towards being our best. As you start your path of learning
your way around the hotel and your Traderian Colleagues, we also look forward to learn from you as you settle into
your new role.

This handbook is created especially for you to carefully read and will be an important guideline to achieve our Vision
“to be the best-loved hospitality group, pioneering new horizons and setting new benchmarks”.

Our GUESTS! Everything you will do from now till the first time you face a guest and each and every day forward
after that has to be done with only one goal in mind, with one simple key focus: providing outstanding quality of
service and products to our guests each and every time. We are passionately thriving every day towards making
sure that each guest leaves takes away a positive memory from our hotel, being delighted by our heartfelt hospitality.
You are empowered and encouraged to create that engagement and thoughtful solutions for our guests during your
guest interactions.

Your fellow TRADERIANS, our work-culture is as ONE TEAM, ONE WAY! Your colleagues are also your internal
customers and I am sure you have seen and experienced the power of people truly WORKING TOGETHER. You
will soon attend your orientation and learn more about our core values which are indispensable parts of our
foundation as a tight-knit team of Traderian Tribes. Simply put: we take care of each other so we all can take care
of business.

I have all confidence that you will be successful-within our hotel or in any other of our many hotels operated by the
Shangri-La group in the years to come.

With this, we wish you a great start at Traders Hotel and I invite you to simply contact me directly at any time if I
can assist you in any way to make our hotel a greater and better place to work.

Daniel Kaeflein

Issued by Human Resources Updated 20 January 2022

1.0 BRAND OVERVIEW

THE SHANGRI-LA STORY

In an inspired tale of life imitating art, the Shangri-La Hotels and Resorts story began in the pages of James Hilton’s
1930s novel Lost Horizon, in which an idyllic paradise unlike anything seen on earth before is discovered. Fiction
became fact in 1971, when the first Shangri-La hotel opened in Singapore. This marked the beginning of a new
standard for hotel excellence. By redefining what it means to be a host, Shangri-La Hotels and Resorts quickly
developed a reputation for being a brand that puts ‘care from the heart’ at the core of its hospitality experience.
Today that experience extends to over 80 properties across Asia Pacific, North America, the Middle East and
Europe. The indelible quality that has seen travelers continue to return to Shangri-La Hotels and Resorts for over
half a century is a deeper sense of belonging. Whether it’s through the tranquil atmosphere and elegant styling, the
enriching culinary and cultural experiences or the warmly attentive and bespoke service. No matter how far they
have travelled, guests feel genuinely welcomed and at ease, as if they are at home.

THE SHANGRI-LA HOTELS AND RESORTS MILESTONE

FAMILY OF BRANDS

To treat a Live New Asia More room Always ready
stranger as our for life for the smart

own traveller

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TRADERS BRAND

BRAND EXPRESSION

Always ready for the smart traveler

Traders Hotels cater to savvy, passionate travelers who appreciate smart functionality and getting things done.
Guests will enjoy a blend of thoughtful simplicity as well as the warmth and sincerity of Asian hospitality. Each
Traders Hotel is, therefore, a vibrant yet professional environment, designed to complement guests at work, rest or
play.

Currently there are Traders Hotels located in the business hubs of Kuala Lumpur, Abu Dhabi and Changzhou.
Each is a vibrant yet professional environment, designed to complement guests at work, rest or play.

BRAND POSITIONING

Efficiency and functionality for the value-conscious traveler.

BRAND ATTRIBUTES

• Efficient • Versatile • Simple • Unceremonious

BRAND PERSONALITY
• Can-do-Attitude • Smart • Proactive • Multitasking • Practical

SERVICE STYLE
• Casual yet Functional • Young and Vibrant • Prompt and Efficient • Individualistic and creative

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2.0 OUR MANIFESTO, VISION, PURPOSE & BUSINESS

OUR MANIFESTO

An empowering family
We are a family with trade in our genes. We know the thrill success brings as well as the planning, hard work and
sacrifices necessary to achieve it. To support each and every one who strives to make business flourish we offer
versatile efficiency, friendly simplicity and thoughtful practicality. In our network everything is designed to
ensure you are ready to make the most of tomorrow. We are the road warriors’ family. We support your efforts
and celebrate your successes, because when you prosper, we prosper.

OUR VISION, PURPOSE & BUSINESS

3.0 OUR SHARED VALUES

“Code of behaviors we live by”

Issued by Human Resources Updated 20 January 2022

Our Beliefs

The 5 core beliefs guide our daily lives on how we act and think in every situation that comes our way. It will set
us apart and put us ahead of the competition to delivering our promise.

We strive to do the right thing from the heart with honesty, integrity, care and sustainability.
• Demonstrate ethical business practices and good conduct in all interactions.
• Cares for the impact of our operations on stakeholders.
• Contributes to improve our environmental and community footprint.

We are obsessed with delivering the best to our guests and creating moments of joy
that truly matter.

• Puts guest experience first with curiosity and thoughtfulness.
• Shows care and sensitivity towards individual customer needs.
• Empowers self and teams to deliver personalised guest experiences creating

moments of joy.

We act with strong desire to achieve and drive business results.
• Commits to succeeding individually and collectively
• Takes accountability to meet challenges head on and delivers solutions.
• Drives actions that contribute to achieve business priorities.

We have a winning mindset. We take pride in high performance and excel by
setting new benchmarks.

• Sets and achieves clear targets to raise the bar and looks for ways to improve.
• Strives for excellence and motivates others to perform.
• Shows courage to challenge the status quo and innovative.

Resilience is in our DNA. We embrace change and face up to challenges with
determination and flexibility.

• Perseveres with dynamism amid adversity.
• Learns from failures and responds with agility.
• Exhibits confidence and pride in Shangri-La’s journey to success.

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Our Nature

“Fundamental qualities in our character that defines us”

It is in our nature, to proudly manifest our Asian hospitality deeply rooted in our DNA. We will continue to
provide heart-felt moments embracing our service values.

4.0 TRADERS HOTEL KUALA LUMPUR

Position yourself in the heart of Kuala Lumpur

Traders Hotel Kuala Lumpur by Shangri-La commands a prime central location unlocking awe-inspiring views of
the iconic Petronas Twin Towers from many of the 571 guest rooms and suites. Sleek comforts, ample space and
exceptional service ensure a satisfying stay, whether for business or leisure.
A wide array of premium services and amenities awaits, including an alluring rooftop swimming pool, soothing spa
therapies, a comprehensive health club and eclectic fine dining spanning global flavours with panoramic views.

• 571 rooms and suites
• 4 restaurants and bars
• Shangri-La Cares: Our commitment to your well-being in our care

LOCATION:

Kuala Lumpur City Centre
50088 Kuala Lumpur, Malaysia
Tel : (603) 2332 9888
Fax : (603) 2332 2666
Email: [email protected]

Traders Hotel Kuala Lumpur by Shangri-La is located in the heart of Kuala Lumpur City Centre (KLCC) and offers
the panoramic view of the Petronas Twin Towers, KLCC Park and the city's skyline. It offers direct covered access

Issued by Human Resources Updated 20 January 2022

to the Kuala Lumpur Convention Centre and is within walking distance of Suria KLCC Shopping Mall, the Bukit
Bintang shopping district and local tourist attractions, which are all surrounded by restaurants, bars, clubs and cafes.

The hotel has continually been recognized as one of the good performing hotels in Kuala Lumpur with awards, such
as the Certificate of Excellence and Travelers’ Choice Award by TripAdvisor, the large travel review website, for
five consecutive years - 2011, 2012, 2013, 2014 and 2015. It is also a proud winner of the 'Best Experience Hotel'
award by the readers of Expatriate Lifestyle. SkyBar, one of Kuala Lumpur's leading rooftop bars, has also won the
praise of Malaysia Tatler, and the readers of Expatriate Lifestyle have voted it as the 'Best Bar' and 'Best Bar, Pub
or Club' in accordance with the Best of Malaysia Awards numerous times.

Traders Hotel, Kuala Lumpur is also certified: - Food Safety Management System
Health and Safety management System
• ISO 22000 Environmental Management System
• ISO 45001 5 Star Certification
• ISO 14001
• Kementerian Pelancongan Malaysia

Please refer our product knowledge book e-learning for more information on our products and services.

5.0 PERSONAL HYGIENE AND GROOMING

A smart and professional image represents the quality if the hotel and also creates a positive moment of truth. As
a Service Ambassador, your grooming, appearance and hygiene are always observed by our customers. Please
use the following guidelines as a rule:

5.1 PERSONAL HYGIENE

Daily Shower, frequent hair washing and dandruff free, deodorant / anti-perspirant usage
Dental or Oral Care
Brushing teeth daily, flossing after every meal, twice a year scaling is encouraged to maintain a good oral care.
Good Toilet Habits
Flushing after using toilets, disposing female towels appropriately, including washing and sanitizing hands.

5.2 UNIFORM

Operations (Kitchen, Front Office, Food & Beverage, Security, Housekeeping, & Stewarding,) will be required to
wear uniforms that is provided by the hotel.

5.3 NAME TAG

Operations will be using pin type name tag and magnet type for management. Losing or damage to name tag would
cost pin type RM 10 and magnet type RM 20 respectively.

Issued by Human Resources Updated 20 January 2022

5.4 FEMALE APPEARANCE

Hairstyles

• Well combed and tidy. Fringe not covered eyebrow and must neatly pinned.
• Hair color allowed if pleasant looking for the skin tone including (black, brown, blonde, grey or natural red).
• Hair longer than the collar must be tied as bun, braid and ponytail. Non guest contact females allowed to

untie their hairs.
• Funky colors and hairdo for Skybar staff is allowed as long the hair looks healthy and pleasant looking.

Tattoos

• Only permitted to Skybar Staff if looks presentable and neat. No facial tattoo and religious, political or sexual
are allowed.

Fingernails

• Fingernails must be short and trimmed
• Nail Polish is allowed for Non food handlers without any 3D arts (including stones, tiny objects)
• Chipped/ worn out/ grown out nails are not allowed.

Makeup

• Make up is part of uniform therefore light make up should be worn all the times.
• Eye make-up should be well blended and complement skin complexion.
• Lipstick should be darker shade than complexion. Nude lipstick and lip gloss are not allowed. Refer

reference below.

Jewelry and Accessories (Applicable for Non-food handlers only)

• 2 rings of simple design can be worn either 1 on each hand or 2 on 1 hand.
• Wristwatch regardless of color and design is allowed
• Necklace, bracelet and anklet without jingling sound is allowed.
• 2 earrings are allowed for each ear. Only stud, loop earring up to a diameter of 15mm or ring with 1 small

decorative stone/design is permitted.
• Administrative staff or non-guest facing staff are allowed to wear earrings up to their creativity.

Shoes

• Black court shoes without any decorative is allowed.

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• Guest facing staff refer their departmental safety guidelines.
• Sports shoes for health club staff and administrative staff on casual Friday is allowed.

Casual Friday to Sunday (applicable for non-uniform colleagues and in-house training)

• Hotel T-shirt (training only), collared T-Shirt, blouse for ladies with blazer, Dark Blue, grey or black jeans,
earth tone colored sport shoes.

• Sleeveless, crop tops, spaghetti strap, slippers, sandals, shorts, Bermudas, Miniskirts, torn jeans, collarless
t-shirt are strictly not permitted.

• Business Casual required for Sales and Marketing or anyone meeting with guests.

5.5 MALE APPEARANCE

Hairstyles

• Well combed and tidy. Fringe not covered eyebrow.
• Hair color allowed if pleasant looking for the skin tone including (black, brown, blonde, grey or natural red).
• Spiky hair up to 3 inches and shaving bald is allowed.
• Long hair and funky colors are allowed for Skybar staff ONLY. It should be maintained healthy and pleasant

looking.

Tattoos

• Only permitted to Skybar Staff if looks presentable and neat. No facial tattoo and religious, political or sexual
are allowed.

Fingernails

• Must be short and trimmed.

Facial Hair

• Sideburns allowed up to the length of the earlobe and must be trimmed.
• Facial hair is strictly not permitted.

Make-up

• Light natural foundation or powder is allowed.

Jewelry and Accessories (Applicable for Non-food handlers only)

• 2 rings of simple design can be worn either 1 on each hand or 2 on 1 hand.
• Wristwatch regardless of color and design is allowed

Shoes

• Black or brown leather shoes well-polished is allowed.
• Guest facing staff refer their departmental safety guidelines.
• Sports shoes for health club staff and administrative staff on casual Friday is allowed.

Casual Friday to Sunday (applicable for non-uniform colleagues and in-house training)

• Hotel T-shirt (training only), collared T-Shirt, Dark Blue, grey or black jeans, earth tone colored sport shoes.
• Slippers, shorts, Bermudas, torn jeans, collarless t-shirt are strictly not permitted.
• Business Casual required for Sales and Marketing or anyone meeting with guests.

Issued by Human Resources Updated 20 January 2022

6.0 GROW WITH US
6.1 ORIENTATION AND INDUCTION

All colleagues MUST attend a complete 2-day orientation program. In this way, they will be able to familiarize
themselves with the Executive Committee of the Hotel, understand the background of our Group of Hotels & Resorts
and the various functions of the Departments/ Sections in the hotel, get to know service etiquettes and grooming
guidelines, have a tour of the hotel and complete administrative formalities with Human Resources.

During the orientation, we will share with our new colleagues the contents of this handbook, provide basic food and
personal hygiene knowledge as well as general safety & security awareness.

After completion of the 2-day orientation, new colleagues will be showed to their departments to commence their
Departmental induction which covers the entire Tasks Competency Inventory sequence which last for a period of 3
months.

6.2 LEARNING AND DEVELOPMENT

We provide continuing professional development opportunities for our colleagues.
Colleagues are required to attend mandatory trainings every year and any assigned courses by the learning and
development division.

6.3 PERFORMANCE DEVELOPMENT REVIEW

At Traders Hotel, Kuala Lumpur, we encourage leaders to observe performance and provide constructive feedback
to our teams throughout the year. These observations form the basis of our formal annual Performance
Development Review (PDR) process.

6.4 PROMOTIONS AND TRANSFERS

As one of the leading employers in the hospitality industry, we provide numerous learning opportunities through our
global network to support our people’s career growth. We also believe in providing our internal colleagues the
opportunity for internal promotion/transfer whenever possible before recruiting external candidates. Your
opportunity for internal promotion/transfer is governed by your past performance, attitude, and your ability to take
additional responsibilities.

A decision on matters such as internal promotion/transfer will be determined/assessed by our colleague’s past
participation in external or internal learning and development courses, performance development review and his/her
efforts contributed to the progress of the department and hotel.

A 3 or 6 months introductory period for a performance evaluation will apply for the internal promotion/transfer and
complete with a performance review.

6.5 GROUP TRANSFERS

Our people are given ample opportunities to be exposed to different career options across our diverse businesses
and geographies.

Issued by Human Resources Updated 20 January 2022

Group transfer are encouraged as part of a career progression or development plan. However, there are certain
procedures that MUST be observed to initiate a successful Group Transfer. When a colleague is interested in a
group transfer, this intention must be first made known to the immediate Department/ Division Head.

Human Resources will review several things before sending the Group Transfer Form to General Manager’s office
for approval. Some of these factors are:

• The applicant has been with the Group / resort for one (1) year or more;
• Two (2) years consecutive Performance Development Review average scores;
• Readiness for the position applied for;
• Vacancy for the position applied for;

Once all these are sorted and in order, the necessary approval will be obtained. This then initiates the first part of
the process, i.e. the opportunity of an interview from the resort the applicant has applied to.

6.6 CROSS EXPOSURE / DEPLOYMENT

For the purpose of meeting business demands, internal transfer and deployment to a different department or
position within the Hotel or Group, whether temporary or permanent may be suggested to ensure continuity of
operations and productivity. This will also benefit our colleagues’ continuous learning and growth. A letter of
appreciation/completion will be awarded.

7.0 COMPENSATION & BENEFITS

7.1 ANNUAL LEAVE

It is the policy of Traders Hotel Kuala Lumpur that on completion of 12 months continuous service, colleagues
are entitled to annual leave per year according to their respective levels.

All application of annual leave must be applied minimum 7 days before and approved by the Division Head before
the intended date. Leaving without approved Annual Leave will be treated as Absent from Work.

Colleagues are not entitled to any annual leave during their probationary period and can only apply for Annual
Leave after confirmation on Earned Basis. If the colleague wishes to take additional leave but is short of the
earned leave days, the additional days will be considered as unpaid leave.

If a colleague falls sick and obtained a Medical Certificate during the date(s) of the annual leave, the annual
leave days that coincide with the Medical Leave will be reimburse back to the colleague.

During employment, the Hotel will encourage colleagues to take leave due to operational needs.

Annual leave is non-cumulative, and colleagues shall take such leave not later than twelve months after the end of
every twelve months continuous service and any colleagues who fails to take such leave at the end of such period
shall thereupon cease to be entitled to it.

For example:

Colleague joined date: Jan 1, 2018, entitlement 18 days.
The colleague must clear his/her first 18 days earned leave within the following year i.e. between Jan 1,
2019 to Dec 31, 2019.
By Jan 1, 2020, the colleague should not have more than 18 days annual leave balance. Any balance over
18 days will require approval from the General Manager to carry forward with a maximum extension of 6
months.
Nevertheless, we encourage colleagues to utilize their annual leave entitlement by the same year.

Issued by Human Resources Updated 20 January 2022

7.2 PUBLIC HOLIDAY

As per gazetted National and Federal Territory Public Holidays. All public holiday leaves must be cleared within 3
months of the respective public holidays. Any carry forward will require the General Managers Approval.

7.3 MATRIMONIAL LEAVE

Five (5) consecutive days matrimonial leave on first registered marriage. A copy of the marriage registration
certificate must be presented.

7.4 PATERNITY LEAVE

Two (2) working days for the birth of child. Male colleagues shall not be entitled to paid paternity leave if at the time
he has five (5) or more surviving children.

7.5 BEREAVEMENT LEAVE

On the death of a member of immediate family, colleague shall be entitled to five (5) consecutive days leave.
Immediate family refers to parents, spouse and children (if married).
On the death of siblings of common parents, grandparents and parents-in-law, colleague shall be entitled to two (2)
consecutive days leave.

7.6 MATERNITY LEAVE

All female colleague shall be granted paid maternity leave for a period not exceeding sixty (60) consecutive days in
respect of each confinement.
Female colleagues shall not be entitled to paid maternity leave if at the time of confinement, she has five (5) or
more surviving children, but shall be entitled to maternity leave without pay.

A female colleague applying for maternity leave shall submit her application for such leave before its
commencement as far as possible, at least one (1) month in advance, in order to facilitate the arrangement of the
duties and responsibilities.

Maternity leave is subject to confinement date and covered up to 57 weeks of pregnancy.

7.7 UNPAID LEAVE

Colleague who has exhausted their annual leave entitlement may be granted no pay leave subject to prior approval
from Division Heads for 2 days or below per annum, Director of Human Resources and General Manager for more
than 2 days per annum.

7.8 REST DAYS

All Rest days must be taken as when it is scheduled. If he/she is not able to take rest days as scheduled due to
operation needs, he/she must clear the rest days within 30 days of the original scheduled rest day.

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7.9 UNRECORDED LEAVE

Half (0.5) days for colleague celebrating Birthday. Must clear within the birthday month, either before or after
birthdate.

Two (2) days for colleague who maintain Zero Medical Leave for one full calendar year. Must clear within the first
3 months of following year.

There should be no other reason for unrecorded leave aside from the above.

7.10 SICK LEAVE AND HOSPITALISATION LEAVE

Colleagues are entitled to paid sick leave in each calendar year as follows:

Where no hospitalization is required

Level < 2 Years 2 to 5 years > 5 years
All Levels 14 18 22

Where no hospitalization is necessary –

60 days in aggregate: but any paid sick leave taken must be deducted from the 60 days.

In the event that the colleague has exceed their medical leave entitlement their salary will be deducted on each of
the sick leave taken.

Colleague is entitled to paid sick leave after examination at hotel’s expense:

▪ By the doctor appointed by the Hotel; or
▪ If no such appointed doctor, or if nature and circumstances of illness are such that the appointed doctors

are not available within reasonable time or distance, by any other doctor or medical officer.

Colleague must inform or attempt to inform by way of phone call, or message to immediate report if unwell to report
to duty and planning to go for examination by the doctor, two (2) hours before duty starts unless nature and
circumstances of illness are such that the colleague is unable to.

Colleague upon returning to work shall submit the medical certificate to his/her immediate Department Head. The
Department Head must acknowledge/endorse the certificate before submitting to Human Resources Department
for record purposes.

Following colleague’s first instance of sick leave whereby the first medical certificate is issued by the hotel’s panel
doctor, any extension of sick leave must come from the same clinic, failing which, the hotel reserves the right not
to recognize the sick leave. In cases whereby the colleague deviates from this procedure, he must furnish
reasonable and justifiable reasons for the Management’s consideration, and the Management shall have the
discretion to accept or reject the sick leave.

An employee who misrepresents the reason for requesting sick leave is regarded to have abused his sick leave
and shall be liable for strict disciplinary action, including termination of service. Malingering is a gross
misconduct.

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Forgery or tempering of medical certificates is a serious misconduct and shall render the colleague liable for
IMMEDIATE DISMISSAL.

If employee absents him/herself on sick leave
▪ which is not certified by doctor, dental surgeon, or
▪ which is certified by doctor, or dental surgeon, but without informing or attempting to inform his/her
employer of such sick leave within 48 hours of commencement of leave

he will be deemed to have been absent without permission and without reasonable excuse for the days he/she was
absent which will result in progressive disciplinary action.

7.11 SALARY

Salaries must be treated as confidential information and must not be disclosed to or discussed with other
colleagues, other than with your respective Management.
Your monthly salary will be deposited directly into your bank account at the end of each month.
In the event of overpayment for any reason, the Hotel reserves the right to make deductions from salary to recover
the overpayment. The Hotel will also reimburse any under payment.

7.12 ALLOWANCES

Transport allowance will be provided if and when a colleague’s duty starts or finishes between the hours of 12
midnight and 6am. A maximum up to RM25.00 with printed receipt (Taxi/Grab Car/Uber) as supporting will be
reimburse to you. However, should you on purpose waste time loitering around the hotel, we will not reimburse you.
All other allowances due to you shall be paid together with the monthly salary via your bank account not later than
the last day of the next salary period.
Allowances which are part of a benefit and not in accordance with regulations made under the Employment Act, is
subject to change at the discretion of the management.

7.13 STATUTORY CONTRIBUTION

A portion of your salary shall be deducted according to its prescribed rates for Employees Provident Fund (EPF),
Employees Social Security (SOCSO) and Income Tax, where applicable, which is mandatory requirement by law.
The Hotel shall also contribute to EPF and SOCSO and all colleagues contributing to EPF and SOCSO would also
be covered under the EPF Act and SOSCO Act.
In the event of wage garnishment by the government, the Hotel reserves the right to deduct such sums of money
from colleague's monthly salary. Advance notice will be given.

7.14 SALARY ENQUIRY

All pay codes, allowances and deductions are available in a payroll slip on HR Connect for individual record keeping.
Colleagues who has a salary enquiry or possible discrepancies on payroll slip shall refer to the Human Resources
Department immediately, to be investigated and to take corrective actions if applicable.

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7.15 OVERTIME

Overtime can only be performed when there is a request by your Service Manager, and you will be paid according
to the prescribed rates as per Employment Act. Only employees whose basic salary falls under the scope of
Employment Act is eligible for overtime.

7.16 FESTIVE CASH ADVANCE

All confirmed colleagues automatically receive a festival cash advance of half month’s basic salary to celebrate his
respective festival:

1. Chinese New Year
2. Hari Raya Puasa
3. Deepavali
4. Christmas
The cash advance will be paid out into your bank account before the festival date and the amount will be recovered
in two monthly instalments from the salary starting from the following month.

This benefit is subject to change at the management’s discretion.

8.0 PROGRESSIVE DISCIPLINARY PROCEDURE

8.1 DISCIPLINE

Discipline is an important part of every organization for team cohesion in the workplace. It is the responsibility of all
colleagues to recognize and adhere to the reasonable and lawful rules and regulations of the Hotel whether
expressed or implied on a habitual bassist.

8.2 HOW DO YOU MAINTAIN PROPER DISCIPLINE

Colleagues must not only be fully aware of these rules but understand the contents and purpose of the said rules
whether expressed or implied.

Key is to understand that progressive discipline and coaching is for the sole purpose of correcting improper behavior
and to improving conduct, rather than to punish. Taking progressive discipline and coaching in a positive manner
will lead to performance improvement.

8.3 MISCONDUCT

Misconduct is defined as “improper behavior”. In the case of an employee misconduct would mean any or omission

that is “inconsistent” with the express or implied rules of the hotel or contract of service.

Below are incidents and/or infractions (but not limited to), which may be considered as misconduct. Violation of any
of these can lead to disciplinary action. This list is not exhaustive and only an outline for the guidance of all levels
of colleagues.

Minor misconduct:

1. Tardiness, reporting late for work without reasonable excuse
2. Wasting time on personal call while on duty
3. An unclean or untidy locker
4. Use off too much cosmetics
5. Wasting time or loitering during working hours

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6. Failure to wear name tag
7. Failure to clock in / out twice
8. Wearing mourning dress or clipping any sign of bereavement with the uniform while working
9. Failure to wear the designed uniform which is specified under the category of Uniform Requirement
10. Use of guest lifts without having a reason for doing so
11. Storing food in a locker
12. Wearing, taking the uniform out of the Hotel without authorization or reason for doing so
13. Untidy appearance
14. Failure to follow grooming standards policy
15. Failure to follow Hotel instructions concerning medical check-up, x-rays, etc.
16. Violation of sanitation rules or improper use of sanitary facilities
17. Chewing gum while on duty in the presence of guests
18. Improper use of uniform or negligence of personal cleanliness and being improperly and

inappropriately dressed and groomed
19. Not taking proper care of tools, equipment etc. entrusted to him/her.
20. Failure to perform job or work assignments in satisfactory and efficient manner.
21. Using Hotel’s restaurants, bars, etc. and guest’s toilets without permission of the Service Manager/ HR

(except for duty meals)
22. Reading entertainment materials/surfing social media not related to work while on duty
23. Bringing pungent or smelly food or item into the Hotel
24. Not following laundry/dry cleaning policy
25. Failure to send dirty uniform for laundering or dry cleaning
26. Failure to follow Standard Operating procedure causing a near miss event
27. Failure to update or declare any changes to personal particulars

Minor misconduct, if repeated over time, shall be treated as major/grave misconduct, and
colleagues who commit any of these acts shall be liable for the following: -

Step 1: A counselling session with the colleague to determine the reasons the colleague’s work
performance or work habit that has grown erratic through the Progressive Discussion Form.

Step 2: Further misconduct, or re-occurrence of a similar nature, or dissimilar nature, a first written
warning will be issued to the colleague through the Progressive Discussion Form.

Step 3: Further misconduct, or re-occurrence of a similar nature, or dissimilar nature, a second
written warning will be issued to the colleague through the Progressive Discussion Form.

Step 4: In the event of further misconduct, or re-occurrence of a similar nature, or dissimilar nature,
a final written warning letter will be issued and will indicate that a further offence may result in
suspension/dismissal.

Step 5: Termination of service without notice

Major misconduct:

1. Failure to notify the Immediate supervisor Department/Assistant Service Manager or Section Head
directly in the event he/she is unable to report for work at the appointed time

2. Unauthorized absence from duty
3. Unauthorized closing of any facility before closing time without permission from immediate supervisor
4. Leaving place of duty without permission from immediate supervisor
5. Exchange of duties without approval of the Service Manager
6. Installing a private lock on a locker
7. Sleeping in the locker room
8. Sleeping long hours in the staff dormitory without permission
9. Intentionally causing damage to the uniform
10. Collection of money or other valuables in the Hotel without authorization

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11. Distributing or circulating literature, unauthorized written or printed matters in Hotel premises without
consent

12. Failure to report immediately any personal injury in the Hotel’s premises
13. Failure to report any breakage or damage to the Hotel’s property
14. Using another’s name tag
15. Failure to follow Hotel’s instructions pertaining to fire, demonstration or others concerning safety
16. Violation of safety rules and regulations or common safety practices jeopardizing the safety of any

other person, or willfully placing the Hotel’s or guest’s property in danger of loss or damage
17. Smoking in the presence of guests or in places within view of guests
18. Failure to cooperate with other colleagues, or making false, vicious or malicious statements regarding

other colleagues or use of profane or obscene language in addressing other colleagues
19. Refuse to submit to or failure to comply with security requirements of the Hotel
20. Staying within the Hotel premises before or off duty without permission
21. Negligence or carelessness at work resulting in waste, guest complaint, loss or spoilage of materials,

tools or equipment
22. Posting, removing, altering, adding or tearing any printed matter on the notice boards unless

authorized to do so
23. Playing games during working hours
24. Entertaining visitors in restricted areas
25. Unauthorized use of Hotel vehicles
26. Eating food or drinking beverages intended to be served or sold to guests
27. Sleeping while on duty or sleeping while off duty within the Hotel premises without permission of the

Service Manager
28. Giving false testimony during an inquiry or investigation
29. Drinking alcoholic beverages while on duty or within the Hotel premises or reporting for duty after

drinking alcoholic beverages
30. Acting in the way of requesting tips from guests
31. Acting in a manner that may endanger the safety of other colleagues or third person in the Hotel

premises
32. Gossiping about guests within hearing of the guest
33. Contacting guests or asking guests to purchase some things not specifically authorized by the Hotel
34. Failure to surrender Hotel keys to the Hotel after shift duties or taking Hotel Keys back home
35. Failure to surrender liquor given by the guests to the Hotel. All kinds of liquor cannot be taken out of

the Hotel
36. Failure to wear uniform provided while in the Hotel
37. Failure to enter or leave the Hotel through employees’ entrance
38. Refuse to be searched or inspected by the Security Personnel on entering and leaving the Hotel

premises
39. Cooking food in the Hotel premises without permission
40. Changing of foreign currency with guest within the Hotel premises
41. Smoking in prohibited areas such as machine rooms, engineering work areas, air-conditioning and fan

rooms, store rooms, projection rooms, laundry operating areas, linen rooms, cooking gas storage area,
kitchen and especially where there are “NO SMOKING” signs
42. Posting on Social Media, post, comment, participate in discussions or share information which may
negatively affect the Shangri-La’s Group reputation or business
43. Spreading false or unpleasant information of the resort amongst colleagues and third parties
44. Willful poor performance at work or inciting others to do so
45. The use of Hotel computers for personal gain

Major misconduct shall not be tolerated by management and colleagues who commit any of these
acts shall be liable for the following: -

Step 1: A first written warning will be issued to the colleague through the Progressive Discussion
Form.

Issued by Human Resources Updated 20 January 2022

Step 2: Further misconduct, or re-occurrence of a similar nature, or dissimilar nature, a second
written warning will be issued to the colleague through the Progressive Discussion Form.

Step 3: In the event of further misconduct, or re-occurrence of a similar nature, or dissimilar nature,
a final written warning letter will be issued and will indicate that a further offence may result in
suspension/dismissal.

Step 4: Termination of service without notice

Gross Misconduct:

1. Dishonestly performing duties or intentionally committing a criminal offence against the Hotel
2. Intentionally causing damage to the Hotel
3. Grossly violating the Hotel’s rules and regulations governing employment or disobeying the employer’s

order
4. Absent without leave for a period of more than two consecutive days.
5. Imprisonment by a final judgment
6. Committing an offence against the laws of Malaysia, the severity of which the Management may at its

discretion consider
7. Tampering with lifts, electrical equipment, mechanical equipment, or intentional misuse of any other

operating equipment of the Hotel
8. Bodily threatening, intimidating, or coercing fellow colleagues in the Hotel premises whether a report

should be made to the police
9. Using Hotel name in private transaction or business for personal profit unless authorized by the

management
10. Failing to hand in a found item
11. Being impaired by intoxicants or being unable to perform assigned duties caused by alcoholic or

intoxicating drugs
12. Immoral or indecent conduct or practice. Offering services to guests or colleagues which are immoral

in nature
13. Flagrant discourtesy, undignified, rude, impertinent or indifferent behavior in dealing with any guests
14. Contacting any supplier of the Hotel to request free supply of items without prior written authorization

by the General Manager or the Resident Manager
15. Entering into unauthorized arrangements for any purchase to be made by the Hotel
16. Unauthorized use of Hotel facilities, e.g. meetings, parties without permission from Division Head or

the General Manager or the Resident Manager
17. Participating or promoting gambling or betting within the Hotel premises or possessing gambling

equipment
18. Challenging or provoking someone to a fight, inflicting bodily harm or willful destruction of the property

of the Hotel, guests, or other colleagues within the Hotel
19. Insubordination
20. Removing or carrying property or items or gifts out of the Hotel without the written permission of the

Division Head. Things given by the guest must have guest’s signature
21. Immoral conduct, indecency, touting, soliciting for the purpose of prostitution
22. Recommending or providing a woman or man prostitute for guests
23. Refusing to accept job assignments without valid reason
24. Keeping guest’s property in a locker without permission
25. Giving false information in applying for a job with the Hotel or when updating personal particulars
26. Getting into group activity and causing nuisance or unrest within the Hotel
27. Entering guest rooms or guest floors without authorization or having duty to perform
28. Entering guest rooms or guest floors with the guests or elsewhere in the Hotel premises without

authorization or having duty to perform
29. Organizing, holding, attending or taking part in any election or meeting or illegal activities within the

hotel premises without obtaining the prior approval of management
30. Participating in illegal strike or picket
31. Riotous and/or disorderly behavior within the hotel premises

Issued by Human Resources Updated 20 January 2022

32. Defamatory statements about colleagues, superior or guest
33. Threats, intimidation and/or retaliation
34. Unauthorized liaison with the media about the company
35. Theft or attempted theft of the hotel funds regardless of the amount involved
36. Participation in unauthorized financial transaction within the hotel premises
37. Being guilty of theft, fraud/cheating, or any dishonest act
38. Demanding, offering, or accepting bribes of any kind
39. Pilferage of the hotel’s property
40. Committing criminal breach of trust and behaving in a manner detrimental to the interest of the hotel
41. Being found guilty of drug addiction or as drug pusher
42. Forging or defacing medical certificates or any other official documents to defraud the hotel
43. Deliberately going to other doctors to obtain medical leave when refused by the hotel’s Panel Doctor
44. Failure to inform the management of any communicable disease suffered which will effect the hotel

colleagues and guest
45. Sexual harassment or extortion of sexual favour
46. Habitual or repeated failure to perform duties according to standards or slackness in performance

The above list is not exhaustive.

Gross Misconduct shall not be tolerated by Management and colleagues who commit any of these acts
shall be liable for immediate termination of service without notice.

8.4 TERMINATION OF CONTRACT FOR MISCONDUCT

An employer may, on the grounds of conduct inconsistent with the fulfillment of the expressed or implied conditions
of his service, after due inquiry:

▪ Dismiss without notice to the employee; or
▪ Downgrade the employee; or
▪ Impose any other lesser punishment as he deems just and fit.

For the purpose of an inquiry, the Hotel may suspend the employee from work for a period not exceeding two (2)
weeks but shall pay him not less than half his wages for such period.

Provided that if the inquiry does not disclose any misconduct, the employee shall be restored the full wages.

8.5 OFFENCES AGAINST THE LAWS OF MALAYSIA

Colleague is to notify the Department Head within two (2) days should he/she be charged with or summoned for
breach of any laws in Malaysia.

If any colleague is found not guilty of an offence, the Hotel may reinstate the employee to his or her former position.

Issued by Human Resources Updated 20 January 2022

9.0 EMPLOYEE COMMUNICATION
9.1 PLATFORM

We understand the importance of effective communication platforms that will enable our colleagues to maintain
two-way communication and eliminate unfamiliarity in the Hotel’s vision and purpose.

Below are the existing platforms for our colleagues to reach out should you have a feedback, suggestions, or ideas:

Platform Frequency Topic
Townhall Monthly
Business Outlook and updates, Sales and Marketing efforts,
General Manager’s Dialogue Monthly Food and Beverage Promotions, Financial Performance,
Human Resources Engagement, opportunity for Q&A
Newsletter Quarterly
Smaller group to discuss feedback, suggestions, or ideas
TJ’s Meeting Monthly over a cup of coffee with the General Manager
Trainer’s Club Meeting Monthly
An e-newsletter with exciting news, Traders Moment stories
Start Your Day with a Smile Monthly by our colleagues, movements and Environmental, Health
and Safety (EHS).

Discuss feedback, suggestions, and ideas on our colleague’s
restaurant.

Updates on Learning & Development opportunities and
progress.

The HR team to say “hi” and welcome our colleagues to work
with a cup of coffee/tea

9.2 GRIEVANCE PROCEDURES

Every colleague must have the opportunity to air his/her grievances. The immediate supervisor is the first step, if
satisfaction is not received at this level, the colleague must follow the below procedure:

i. If the matter is not resolved or a response not given by the immediate supervisor within three working days,
to refer to Head of Department

ii. If again the matter is not resolved or a response not given by the Department Head within three working
days, to refer to Director of Human Resources

iii. If within three working days, no resolution or response is given by the Director of Human Resources, the
colleague concerned may resolve the matter with the General Manager

iv. Any grievances which is not presented by a colleague to his/her immediate supervisor within fourteen days
of the occurrence of the alleged grounds of complaint shall be null and void.

10.0 HOUSE RULES & REGULATIONS

10.1 PERSONAL RECORD

The hotel maintains an up to-date record of colleague’s home address, marital status, the name and address of
colleagues next of kin and other personal details. Any changes to personal details and circumstances should be
reported promptly to the HR department. It is important for the hotel to be kept informed of changes when they
happen, to ensure the records are always updated.

Issued by Human Resources Updated 20 January 2022

10.2 EMPLOYEE IDENTIFICATION CARD

Employee ID card is unique ID used by hotel to identify colleagues working within the hotel. All cards remain the
property of the hotel and to be surrendered upon cessation of employment. Loss of card must be reported
immediately for security purpose. The replacement fee for any lost card is RM10.00.
Any changes in position, the said card to be surrendered to HR department for a replacement of new card.

10.3 COLLEAGUES ENTRANCE

Employee are required to use the Colleagues Entrance which is located at the left side of the hotel building upon
entering/exit the hotel premise. Security personnel will conduct safety check and compulsory for colleagues to
record their attendance while entering/exiting the building.

10.4 COLLEAGUES LOCKER

Operation colleagues will be provided with locker assigned by HR. Colleagues are not allowed to exchange lockers
with others and/or install private locks without prior approval by HR. Colleagues are responsible to ensure locker to
be clean and tidy at all time.

Random locker check may be conducted by HR together with a security officer. Fumigation is a yearly practice and
colleagues will be given prior notice to empty lockers.

10.5 PERSONAL VISIT

Friends and relatives may not visit colleagues while he/she is on duty except in an emergency. These visitors are
required to wait at the staff entrance while the Security personnel notifies the employee’s department concerned.

10.6 TELEPHONE CALLS/USAGE MOBILE PHONE

Owing to the nature of our business, it is not practical for colleagues to stop work or take or make personal calls or
be engage in non-work related activities on personal mobile phones such as (but not limited to) internet surfing,
video streaming, video calling, texting etc.

It is the policy of Traders Hotel Kuala Lumpur that the usage of personal mobile phones while on duty is solely for
work related purposes only, should you voluntarily participate in any Department/Hotel messaging group or work-
related activities.

Other than for work related purposes, colleagues must refrain from using personal mobile phones during work
hours.

Personal mobile phones can be used during break periods either in TJ’s, locker rooms or smoking area.

If you need to carry your personal mobile phone because of an emergency, you must inform your respective
Department Head and refrain from receiving the call or text message in guest area or presence. Emergency is
defined as:

• A loved one is very sick in the hospital
• Your child is alone at home without any guardian

Issued by Human Resources Updated 20 January 2022

As an alternative, your family member can also call Human Resources (on weekdays) and Service Centre (on
weekends) to locate you in the event of an emergency.

Usage of personal mobile phones on duty not for the purpose of work is deemed as a misconduct in the Traderians
Code of Conduct and will result in progressive disciplinary action.

10.7 GUEST ELEVATORS/LIFTS

Colleagues are prohibited to use guest elevators/lifts at any time except when their duties require them to do so.
Not advisable to mention as repetitive in misconduct.

10.8 PUBLIC AREA

If your job does not require you to be anywhere else except within the confine of your department, then all other
areas are restricted for you including guest washroom, pool, gym or on guestroom floors at any time. If colleague
is found in any areas that are not within your scope of duties, then progressive disciplinary action will be taken. Not
advisable to mention as repetitive in misconduct.

10.9 INSTRUCTIONS AND NOTICE BOARD

Notice board is located at the ground floor, along corridor at level 6 and in the locker rooms. Notices, general interest
will be posted from time to time. Colleagues are responsible to check the notice boards to keep themselves up-
dated on hotel issues.
Alternatively, colleagues may join the hotel mobile communication group to receive updates.

10.10 LOST AND FOUNDS

Colleagues must report and surrender the lost and found item immediately to the Housekeeper on Duty, who will
then record in under Lost & Found and ensure their safe keeping until they are claimed. If guests or patrons inquire
from you regarding their lost property, please refer them to the Housekeeping Department.

Do not delay in handing over any lost and found item.

10.11 THEFT

Hotel property is not to be remove from the hotel or put to personal use. Any unauthorized attempt to move or
remove hotel property irrespective of value shall be considered a serious offence and deemed theft. Theft of any
property from the hotel, whether belonging to the hotel, guest or other staff will result in disciplinary action amounting
to termination of service of the employee responsible after due inquiry. This includes consuming, taking away food
or beverages without Management approval.
Employees must immediately report to Security department or HR if found any suspicious amongst colleagues or
loss of something. Failure to report or knowledge of the theft will result disciplinary action.

Issued by Human Resources Updated 20 January 2022

10.12 DRUGS AND URINE TEST

The Hotel has a zero-tolerance policy regarding the taking/selling/production of drugs and narcotics. Being free of
narcotic or drug use is fundamental and essential to the Health and Safety and performance of your duties therefore,
you explicitly and irrevocably consent to random drug tests and urine tests that the Hotel may impose from time to
time at the absolute discretion of the Hotel. Failure to adhere to this policy shall result in immediate and summary
termination of your employment with the Hotel without payment of any compensation, or dues whatsoever,
considering that failure as a gross misconduct.

10.13 SOLICITING

Any type or form of soliciting within the hotel premises, including the receiving of commissions, gratuities or other
benefits from hotel shops, supplier, taxi drivers, tour operators etc. is a serious offence which can lead to
IMMEDIATE DISMISSAL.

Remember, soliciting gratuities or tips from guest is distasteful. It is simply not acceptable under any circumstances
in our organizations.

10.14 FUND COLLECTING / SOLE OF TICKETS, ARTICLES ETC.

All form of donations, fund raising campaigns or sales of lottery ticket within the hotel premises is strictly forbidden
except with approval from General Manager. Colleagues found contravening this regulation will render them liable
to severe disciplinary action.

10.15 COLLEAGUES DINING ROOM (TRADERIANS JOINT)

DOs DON’Ts

Enter with uniform or proper attire only Bring outside food into TJ

Enter during operation hours only Takeaway food from TJ

Take only what you need Waste food

Thank the TJ team from time to time and give only Smoke in TJ
constructive feedback

10.16 SAFETY RULES

Colleagues are to adhere safety rules at all time while in the hotel premise.

10.17 SMOKING

Smoking only at the designated area provided to the colleagues at level 10 from 7a.m. to 8p.m. and loading bay
from 8p.m. to 7a.m. Cigarettes butts must be properly disposed in the ashtrays provided.
Smoking in other areas is strictly prohibited.

Issued by Human Resources Updated 20 January 2022

10.18 PERSONAL MAIL

Colleagues are not allowed to use the hotel as mailing address for their personal mail. Colleagues are also not to
use the hotel stationery for personal mail.

10.19 REHIRE POLICY

Colleagues may be rehired after 6 months of resignation and it is subject to employment record and vacancy.

10.20 SECRECY OF BUSINESS AFFAIR

Colleagues are not permitted, without prior approval of the hotel, to divulge, communicate, publish or cause to be
published, any document, book, paper, photograph or letter, or give any interview, broadcast or speech on any
matter which concerns the hotel to any authorized person.
The official person for the release of any information is the Communication Department, who’s responsible by
includes the dealing of such matters, subject to the General Manager approval. Colleagues are expected to treat
as confidential all plans, processes and business affairs of the hotel.

10.21 ABSENCE WITHOUT LEAVE

Leave should be plan and any unplanned leave or absent from duty is required to inform supervisor two hours prior
to their shift.
If superior not receiving any leave updates continuously for more than two consecutive days without prior leave,
employees are deemed to have breached his/her contract of service with the employer unless with a reasonable
excuse for such absence.

10.22 FIRST AID BOX

Every department must have their representative for first aid box. First aid box shall be visible and the equipment
must be check regularly and replenish the stock accordingly.
Colleagues may ask for first aid box to nearby department for any emergency case and shall report to the Duty
Manager for further action.

10.23 SURAU

The surau is provided solely for Muslim to fulfill their religious obligations. This room will not be used for any other
purpose i.e. for sleeping or holding illegal gatherings. Colleagues are not permitted to use the guest surau located
at level 9.

10.24 REST ROOM

Rest room are provided for colleagues to sleep/rest during their split shift hours. Sleeping during working hours is
a gross misconduct which may lead to termination of service.

Issued by Human Resources Updated 20 January 2022

10.25 PARKING

Car park is only complimentary for in house guests. Colleagues may park at KLCC convention Centre or
surrounding area subject to prevailing rate.

10.26 DINNING IN GUEST RESTAURANTS

You can dine or entertain family/friends in Food and Beverage outlets during your non-working hours however you
have to inform your department head and human resources department before the event and is strictly at the
discretion of the Director of Food and Beverage. You must not be in uniform when dining in the outlet and remember,
you are a colleague of the Hotel and must always project a good image in terms of behavior and dressing.
Dress code: Smart casual attire, no slippers, and shorts. Sleeveless T-shirts for men and not allowed, hot pants
and fishnet stockings are not allowed for ladies.

10.27 HOTEL STAY

Colleagues are highly discouraged to stay at the Hotel even if you have relatives and friends staying in the Hotel.
Traderians who left either voluntarily or terminated from service will not be allowed to enter hotel premises including
its facilities, rooms, food and beverage outlets for a period of six months or permanently from the date of cessation
of employment. Should you need to enter the hotel’s premises within prohibited period and to avoid embarrassment
to both parties, you should obtain clearance from Human Resources Division beforehand.

10.28 TIPS AND SOUVENIORS

On tipping, we shall leave it to the respective division heads to discuss with their team to handle that. If a guest
gives you a memento to keep as souvenir, you must declare this at Security and fill out the Pass Form and this
must be signed off by your service manager.

11.0 SHANGRI-LA FOOD SAFETY (SFS)

Food safety is crucially important as it can easily cause a guest or consumer food poisoning which can be fatal.
Thus Shangri-la group has set Food Safety as their highest priority for the guest.

11.1 HAZARD ANALYSIS CRITICAL CONTROL POINT (HACCP)

HACCP is a process to ensure the food prepared hygienically and safe to consume by the guest.
The following is the diagram to explain the variance between Shangri-la Food Safety and Hazzard Analysis Critical
Control Point

Issued by Human Resources Updated 20 January 2022

12.0 ENVIRONMENTAL, HEALTH AND SAFETY (EHS)

Environmental, Health and Safety is important to prevent significant number of illness, injuries, and environmental
hazards that may occurs at workplace. A good EHS management system at workplace can prevent from economical
lost, affects reputation and lesser employee turnover. As an employee of Traders Hotel, you will go through EHS
training as a mandatory every year. Based on potential hazard and risks that occur at workplace you must follow
the following guidelines.

• Try to avoid carry heavy objects manually. If require, ask for assistance and ensure to use proper technique
to carry.

• Use rubber mats where the floors are constantly wet. Ensure to clean up spills as soon as possible. Look
ahead and be cautious all the time.

• If you are required to handle hazardous chemicals, ensure to wear appropriate PPE. Do wash your hands
after handling chemical. Avoid eat, drink, and smoke while handling chemicals.

• As a Kitchen staff use a proper cutting board during cutting. Be cautious and ensure items does not roll or
topple. If you are handling sharp objects to clean, use a brush instead of your hands.

• Never overload power sockets with any extensions. Use appropriately rated extension cords and avoid
tapping it as an alternate to repair.

• If you are sitting for a prolonged hour to work, sit in a good posture. It is encouraged to take a break of 5
minutes every 1 hour and practice light stretching.

13.0 BUSINESS CODE OF CONDUCTS

INTRODUCTION

At Shangri-La, we believe that treating people fairly, honestly and with respect is not only part of our culture but key
to our business success. In dealing with guests, colleagues, business partners, shareholders, or suppliers, we are
committed to certain core values that define our reputation and brand: integrity, fairness, respect, ethical business

Issued by Human Resources Updated 20 January 2022

conduct and excellence in service. The Shangri-La Code of Conduct and Ethics (this “Code”) is designed to reaffirm
and promote these values by setting out the standards required of employees in the performance of their duties as
representatives of Shangri-La.

This Code applies to all officers, directors and employees of Shangri-La-associated companies including Shangri-
La Asia Limited, its subsidiaries, business units and controlled affiliates (collectively, “the Company”) as well as
employees of properties operated by the Company. Whenever this Code uses the term “employees”, it shall be
understood to include every person covered by this Code including officers, directors, and managers.

COMPLIANCE WITH THIS CODE AND THE LAW

Employees are required to understand and comply with the letter and spirit of this Code as well as all policies,
guidelines or directives issued by the Company from time to time (“the Company’s Policies”).

The Company is committed to conducting its affairs in full compliance with all applicable laws. No employee is
authorized to commit an illegal act, or to instruct others to do so, for any reason. Employees who work or have
business responsibilities overseas must ensure they understand and obey the laws and regulations of those
countries. If a local custom or industry practice conflicts with this Code, employees are required to comply with this
Code.

This Code is not intended to be a comprehensive rulebook and cannot cover every situation. Employees are always
required to exercise good judgment and act in the Company’s interest. Employees should approach their
supervisors, their Human Resources Manager, or the Legal Department whenever they have any questions
concerning this Code, the Company’s Policies, or any laws or regulations.

Employees who become aware of any suspected or known violation of this Code must promptly report the matter
to their department head, their Human Resources Manager, the Legal Department or in accordance with the
Whistleblowing Policy (described in section 18 below). Any failure to comply with this Code may result in disciplinary
action including suspension or termination of employment.

LEADERSHIP RESPONSIBILITIES

The leaders of the Company including directors, officers, managers or employees who have supervisory
responsibilities over any business unit, management function or other employees are responsible for ensuring that
this Code is understood by employees reporting to them. Leaders must create a workplace environment that
encourages compliance with this Code through their own personal conduct and by clear and regular communication
with employees about the requirements of this Code.

Leaders must maintain an “open door” for employees to freely discuss any aspects of this Code, to raise concerns
about or discuss difficult business decisions, or to report any suspected or known violations of this Code. Leaders
must encourage employees to speak up and ensure that there is no retaliation or reprisal against employees who
do.

Leaders are not permitted to authorize any act that may lead to a violation of this Code. Leaders must also avoid
putting undue or unreasonable pressure on employees or place them in positions that may lead to a compromise
of this Code.

Leaders must promptly report all suspected or known violations of this Code or the Company’s Policies to the
Human Resources Department, the Legal Department or the office of the President and Chief Executive Officer of
Shangri-La.

Issued by Human Resources Updated 20 January 2022

EQUAL OPPORTUNITY AND RESPECT

The Company is proud of its culture of diversity and is committed to maintaining a fair and inclusive workplace for
all its employees. It is vital to this culture that employees treat each other with courtesy, consideration, and respect
always irrespective of position, title or background.

Employment decisions (including hiring, promotions, remuneration and transfers) must be made on fair and
equitable grounds based on merit and what is in the best interest of the Company. Employees must avoid any form
of employment discrimination or harassment based on gender, race, religion, disability, marital status, sexual
orientation, family status or any other personal characteristic protected by law.

The Company prohibits any form of harassment (including sexual harassment) irrespective of whether this occurs
within or outside the workplace. Harassment includes inappropriate conduct that may be annoying, embarrassing,
insulting, intimidating or demeaning to another employee. Sexual harassment includes unwanted sexual advances,
inappropriate references to sex or any form of conduct that may cause another employee to feel embarrassed or
uncomfortable.

PROTECTING COMPANY ASSETS

Employees must use Company assets only for authorized business purposes and in accordance with the
Company’s Policies. Company assets must not be used for personal business, personal gain or illegal activities.
Employees are required to protect the Company’s assets from loss, damage, theft and misuse. Employees are not
permitted to remove any of the Company’s assets without proper authorization.
The Company’s assets include (but is not limited to) equipment, machinery, furnishing, vehicles, property, supplies
and products, business plans, manuals, software, rooms, inventory, communication system, computer and IT
systems, funds, intellectual property and confidential information.

USE OF COMPANY TIME

All employees are required to perform their duties diligently, faithfully and with proper care and skill. Whilst at work,
employees are required to fully dedicate their time and attention to Company matters. Employees must not use
Company time to engage in any other forms of personal business during working hours. Employees must avoid
personal activities that detract from their normal duties such as texting, internet surfing, online chats, personal calls
and any other activity of a non-work-related nature. Employees must comply with the Company’s Policies
concerning the use of the Company’s information and technology systems and equipment at all times.

CONFLICT OF INTEREST

All employees must avoid situations in which their personal interests may conflict, or appear to conflict, with the
interest of the Company. Employees must not allow their personal interests to impair or compromise, or appear to
impair and compromise, their duty to act or make decisions in the best interest of the Company.

It is not possible to list every situation that might give rise to a conflict of interest. The following are some of the
important areas where such conflict may arise.

PERSONAL INTEREST

No employee shall have a direct or indirect personal interest in a transaction involving the Company except when
this interest has been fully disclosed to and approved by the Company.

Issued by Human Resources Updated 20 January 2022

OUTSIDE EMPLOYMENT

Employees must not engage in any outside employment or business ventures that may interfere with their ability to
perform their duties for the Company in an objective, effective and timely manner.

IMPROPER PERSONAL BENEFITS

Employees must not abuse their position with the Company to obtain any unlawful personal benefits, gains or favors.
Please see “Gifts and Entertainment” below for further guidelines on this area.

Employees may not divert or take for themselves any business or financial opportunity that they discover because
of their position with the Company or through the use of corporate property or information without the Company’s
written consent.

DEALING WITH SUPPLIERS

Employees must select and deal with suppliers, customers, consultants, contractors or any persons seeking to do
business with the Company (collectively, “Suppliers”) in an honest, fair and impartial manner, taking into account
the best interest of the Company. In the selection and appointment of Suppliers, employees are required to comply
with the Company’s Policies on procurement.

Employees must not have any form of financial interest, whether direct or indirect, in Suppliers (other than publicly-
listed companies) unless this interest is fully disclosed and approved by the Company. Employees must not select
or transact with Suppliers that are owned by friends or family members unless these relationships are fully disclosed
and approved by the Company.

Employees must not be employed or act as a director or consultant for any Suppliers without the written approval
of the Company.

Employees must not have any financial dealings with Suppliers such as loans, guarantees, contracts or joint
ventures without the approval of the Company. This does not prohibit arms-length retail transactions with banks or
financial institutions.

DEALING WITH RELATIVES

The employment of relatives by the Company is subject to the Company’s Policies. An employee must not directly
supervise the work of a relative. Relatives of colleagues who work in Executive Office, Human Resources, Finance
and Security may not be employed in the same hotel. This also applies to existing colleagues who at a later part of
employment becomes relatives by marriage. Please consult Human Resources for more details.

Relative; people related directly, i.e., grand-parent, parent, aunt/uncle, brother/sister, first cousin, child,
niece/nephew, or grandchild, or by marriage, i.e., spouse/partner, stepchild, step-grandchild or in laws.

PREVENTING BRIBERY AND CORRUPTION

The Company is fully committed to conducting business in an honest and ethical manner. Employees must
understand and comply with all applicable laws and regulations against bribery and corruption as well as this Code.

Issued by Human Resources Updated 20 January 2022

In this section, the term “advantage” (commonly known as “bribes”, “kickbacks” or “sweeteners”) includes any form
of payment, gift, property, loan, fee, donations, commission, reward, favor, employment, contract, service or
accommodation.

Employees are strictly prohibited from soliciting or accepting either for themselves or any other person any form of
advantage in connection with the performance of their duties for the Company.

Employees must decline any advantage offered to them if the offer may compromise, or appear to compromise, the
employee’s ability to make object and fair business decisions in the interest of the Company. The acceptance of
any gifts and entertainment by employees must comply with the Gifts and Entertainment Policy below.

Employees must not offer an advantage to any person or company to improperly influence such person or company
in obtaining or retaining business for or directing business to the Company.

Employees are prohibited from using the funds, assets, services or facilities of the Company or that of any of its
properties to improperly influence or corrupt the action of government officials, regulators, agents or employees of
any other company.

Any discounts, or any commissions paid, or payments made, or favorable terms conceded, or advantages given by
an employee in the conduct of the Company’s business must be provided in compliance with the Company’s
Policies and approved by the Company.

GIFTS AND ENTERTAINMENT

The Company recognizes that there will be circumstances when it is appropriate, out of courtesy, relationship
building or cultural norms, to give or receive small gifts of nominal value or reasonable business entertainment to
or from business associates. Employees attending or organizing conferences, seminars and corporate events may
give away or accept promotional or marketing items if these items are given or accepted in connection with the
employee’s participation in the event. Employees must at all times exercise good judgment and moderation in giving
and receiving business gifts and entertainment.

Employees must decline gifts (over a value of US$100), entertainment or other advantages that could compromise,
or appear to compromise, an employee’s ability to make objective and fair business decisions. If a gift cannot be
declined or returned due to cultural or social norms, the gift must be disclosed to the Human Resources Department
who may decide whether the gift should be retained or donated to the Company or charity.

Reasonable business entertainment includes meals and attendance at cultural or sporting events. However,
employees should avoid accepting invitations to meals or entertainment that are lavish, or excessive in nature or
frequency, as this could compromise, or appear to compromise, the employee’s ability to make objective and fair
business decisions.

Employees are encouraged to check with the Human Resources Department if they have any concerns about the
appropriateness of any gift or entertainment.

PROTECTING CONFIDENTIAL INFORMATION

Employees are obliged to maintain and protect the confidentiality of all non-public information relating to the
Company’s affairs including (but not limited to) proprietary information, trade secrets, intellectual property, brand
standards, training manuals, operating manuals, data processing systems, programs, databases, data, sales and
marketing information, rates and pricing, business plans, financial information, personnel information, shareholder
information, work product and correspondence (“Confidential Information”).

Issued by Human Resources Updated 20 January 2022

Employees must not disclose Confidential Information to outside parties unless authorized to do so by the Company
or unless such disclosure is required by law. Employees may not use Confidential Information for any other purpose
other than work-related matters. Employees must at all times take reasonable precautions to safeguard against
inadvertent disclosure of Confidential Information.

Employees must comply with the Company’s Policies regarding the use and protection of Confidential Information.

PRIVACY AND DATA PROTECTION

Employees must protect the privacy and confidentiality of personal data of colleagues, guests and customers by
ensuring that such data is protected at all times and not used or disclosed without the proper authorization of the
Company. Personal data may include names, addresses, credit card details, telephone numbers, email addresses,
personal identification numbers, employment records, health information and any other personal details. Employees
must ensure that the collection, storage, transfer, release or use of any such personal data is in accordance with
the Company’s Policies and applicable laws and regulations.

INSIDER DEALING

Employees are prohibited from using Confidential Information to secure personal advantage or gain at the expense
of the Company. Employees must not trade in the public listed shares or other securities of the Company while in
possession of material, nonpublic information about the Company. In general, information is considered “material”
if there is a substantial likelihood that a reasonable investor would consider it important in determining whether to
buy, hold or sell stocks. Employees must not reveal material nonpublic information to outsiders such as friends,
relatives or other employees who may trade on the basis of it.

ANTI-COMPETITIVE PRACTICES

The Company is committed to competing fairly and openly in each market we serve so as to provide the highest
level of service to our guests and customers at fair value. Employees must not engage in anti-competitive practices
such as price fixing. This means that employees must not enter into any form of agreement, arrangement,
understanding or plan, whether expressed, implied, formal or informal, with a competitor in regard to competitive
information such as pricing, rate, terms of sales and service, distribution, territories or guests. Employees must also
avoid discussing, disclosing, sharing or exchanging information with a competitor about such competitive
information.

Employees working in overseas countries may be subject to laws and regulations that prohibit anti-competitive or
antitrust practices. Violation of such laws may subject employees or the Company to criminal sanctions and fines.
Employees in these countries must therefore ensure that they familiarize themselves and fully comply with
applicable laws and regulations.

MAINTAINING PROPER BOOKS AND RECORDS

The Company depends on complete and accurate business records to fulfill its responsibilities to shareholders,
customers, suppliers, regulators and other. Employees must ensure that business books and records such as
accounting records, travel and entertainment expense claims, emails, memos, financial statements, presentations
and reports are complete, fair and accurate, and properly maintained in accordance with the Company’s Policies.
The intentional creation of false, misleading and deceptive business records or documents is strictly prohibited.

Issued by Human Resources Updated 20 January 2022

HEALTH AND SAFETY

The health, safety and security of the Company’s guests, customers and employees are paramount. Employees
must conduct their work in a safe, careful and hygienic manner in accordance with the Company’s Policies and all
applicable regulations and laws.

Employees will make every reasonable effort to safeguard the safety and security of the Company’s guests,
customers and visitors who visit in the Company’s places of business, hotels and properties. Employees are
required to report any safety risks, hazards, defective equipment, danger or any other security concerns immediately
to their supervisors.

The Company strictly prohibits the use of any illegal drugs during working hours or at any of the Company’s places
of business, hotels or properties. Any employee found dealing with or in possession of illegal drugs at any of the
Company’s places of business, hotels or properties will be reported immediately to the police.

Employees are required to exercise good judgment and moderation in the consumption of alcohol during business
meals and engagement. Employees must not be intoxicated while on duty or on any of the Company’s places of
business, hotels or properties. Employees must not allow alcohol or drug dependencies to interfere with their duties
and should take immediate steps to seek treatment.

PROTECTING THE COMPANY’S NAME

Employees are responsible for protecting the reputation of the Company. Employees must conduct themselves at
all times in accordance with the community’s standards of integrity, honesty and good morals and avoid any act of
moral turpitude that could adversely affect the image and reputation of the Company.

CORPORATE SOCIAL RESPONSIBILITY

The Company is committed to operating in an economically, socially and environmentally responsible manner in
the communities that the Company operates in.

Employees must take all necessary measures to ensure that the handling, storage and disposal of any form of
hazardous material, toxic substances or waste is carried out in an environmentally responsible manner without
creating risks to human health or the environment and in compliance with applicable laws and regulation.

Employees must be sensitive to and respectful of local cultures and customs. Employees are encouraged to
contribute to and participate in community and civic affairs so long as this is in keeping with the Company’s policies
and procedures.

WHISTLEBLOWING POLICY

It is the duty of employees who become aware of any suspected or known violation of this Code to promptly report
the matter to the Company. The Company has issued Whistleblowing Policy CA35 which sets out the process in
which such reports are to be made.

Employees making a report in accordance with Policy CA35 or raising any genuine concerns about this Code will
be protected from reprisal or retaliation. Any employee who engages in such reprisal or retaliation will be subject to
serious disciplinary action including possible termination of employment.

Reports and complaints are to be made in good faith. For the purposes of this Code, good faith is evident when the
report is made without malice and the employee has a genuine or reasonable basis to believe that the report is true.
If an employee deliberately discloses false information or if the report is found to be made for malicious purposes,

Issued by Human Resources Updated 20 January 2022

this may result in disciplinary action including possible termination of employment. The Company may refuse to
respond to anonymous reports or complaints.

The Whistleblowing Policy is not intended to apply to complaints relating to an employee’s personal circumstances,
or grievances at work, or any personal disputes, or questions concerning the financial or business decisions taken
by the Company. Employees should raise such grievances separately through the Company’s Grievance Procedure
(Policy CHR16).

INTERPRETATION OF THIS CODE OF COMMENTS

The Board of Directors of Shangri-La Asia Limited, through the Legal Department, is responsible for the
interpretation of this Code. This Code may be revised from time to time.

The Company values the input of employees on any matter relating to the Code. Employees should not hesitate to
contact their Human Resources Manager with any queries or comments concerning any aspect of this Code.

14.0 SHANGRI-LA GROUP - SOCIAL MEDIA GUIDELINES

INTRODUCTION

The Internet and social media have transformed the way the world communicates, connects, and works. To help
our employees navigate this “always-on” world, we have updated our Social Media Guidelines.
Whether accidental or intentional, inappropriate or wrongful use of social media by Shangri-La Group’s employees,
hotels, resorts and other businesses can have damaging consequences to our corporate reputation and, in some
cases, may be against the law or regulations where we do business. To avoid any problems or misunderstandings,
the following Social Media Guidelines provide practical advice and guidance on how employees should conduct
themselves online in order to protect our brands, corporate reputation, and data security.

SCOPE OF THESE GUIDELINES

These Guidelines apply to postings and comments on all forms of social media, including WeChat, Facebook,
LinkedIn, Twitter, Weibo, Google+, Wikipedia, WhatsApp and Snapchat, and all other social networking sites,
Internet postings, blogs, online forums and new tools as they emerge.
All employees of Shangri-La Group are required to comply with these Guidelines. An employee may be required to
remove any social media content considered to be in violation of these Guidelines, and individuals in breach of any
of the Guidelines may face disciplinary action, including termination of employment.

GUIDELINES

Unless local laws and regulations require higher compliance standards than these Guidelines, the following
principles and guidance will govern the use of social media by all personnel of Shangri-La Group, its hotels, resorts,
and other businesses.

1. Please familiarize yourself with and follow the Shangri-La Group Code of Conduct and Ethics. Social media
must never be used in a way that breaches any of our corporate policies, including the Corporate Data
Protection Policy, or breaches any data protection laws or regulatory requirements. For example, we should
never disclose personal information about a guest online.

2. Ensure your profile and any content you post on social media are consistent with the professional image
you present to our guests and colleagues.

3. Use of social media and online activities should not interfere with performing your job responsibilities or
commitments to guests.

Issued by Human Resources Updated 20 January 2022

4. Take care to make sure your social media communications do not damage our business interests or
reputation, even indirectly.

5. Be respectful to others when making any statements on social media.
6. Only very few people in our company are official spokespersons for Shangri-La Group or its brands. If you

are contacted for comment about Shangri-La Group for publication anywhere, including in any social media
outlet, direct the enquiry to your Marketing and Communications Department for their handling. Do not
respond without written approval.
7. If your duties require you to speak on behalf of Shangri-La Group in a social media environment, you must
secure approval in advance from your manager, who may require you to undergo training before you do so
and impose certain requirements and restrictions with regard to these activities.
8. Do not express opinions on behalf of Shangri-La Group via social media, unless expressly authorized to do
so by your manager or Corporate Communications.
9. If you are uncertain or concerned about the appropriateness of any statement or posting, refrain from
posting it until you have discussed it with your manager or Marketing and Communications Department.
10. Official company posts on Shangri-La Group’s public social media channels may be shared on employees’
personal social media channels. However, do not include Shangri-La Group's logos or other trademarks as
part of your profile on any social media.
11. Do not share content from internal social media channels such as Yammer or post confidential information
about Shangri-La Group on any social media platforms. For example, this would include unannounced hotel
openings or new guest initiatives being planned that have not yet been announced. We must not do
anything to jeopardize our trade secrets, confidential information and intellectual property.
12. Shangri-La is a publicly listed company traded on the Hong Kong Stock Exchange and must follow the
Stock Exchange’s rules regarding certain types of announcements and disclosures. To ensure our
compliance, do not discuss financial topics related to Shangri-La Group and/or predictions of future
performance.
13. If you wish to undertake targeted marketing or direct marketing via social media, you must first speak to
your Marketing and Communications Department to ensure compliance with applicable direct marketing
laws and regulations.
14. Keep your passwords and access to your social media accounts confidential and secure.
15. If you see social media content that disparages or reflects poorly on Shangri-La Group, our hotels, resorts
and services, or our guests and colleagues, you should contact your Marketing and Communications
Department or Corporate Communications.
16. Do not use social media to:

a. defame or disparage Shangri-La Group, our hotels, resorts and services, our guests, colleagues,
personnel or anyone associated with Shangri-La Group;

b. harass, bully or unlawfully discriminate against colleagues or third parties;
c. make false or misleading statements; or
d. impersonate guests, colleagues or third parties.
17. Do not post the following content on social media:
a. violent or cruel content;
b. content that hurts the racial or religious feelings of another individual;
c. personal data (e.g. name, contact details, pictures etc.) of any guests, colleagues, personnel or

anyone associated with Shangri-La Group without their permission; or
d. content that bring hatred or contempt against a government in violation of local laws and

regulations.
18. If a social media conversation you are participating in relates to our business or industry, you should ensure

that all your comments are in compliance with these Guidelines. In particular, you should ensure that none
of your comments could be viewed as made on behalf of the company.
19. Where applicable, our HR team may use Internet searches to perform due diligence on candidates in the
course of recruitment. Where we do this, we will act in accordance with our HR guidelines and our data
protection and equal opportunities obligations.
20. Shangri-La Group reserves the right to monitor, intercept and review, without further notice, employee
activities using our IT resources and communications systems, including but not limited to social media
postings and activities, to ensure that these Guidelines are being complied with and for legitimate business
purposes and you consent to such monitoring by your use of such resources and systems.

Issued by Human Resources Updated 20 January 2022

If you suspect any non-compliance with these Guidelines, or if you have any questions, please contact our Data
Protection Officer by email at [email protected].

8.0 HUMAN RESOURCES SAFE MANAGEMENT GUIDELINES FOR PREVENTION OF
COVID-19 AT WORKPLACE

This set of guidelines is to outline standard operating procedures for Traders Hotel, Kuala Lumpur colleagues as
measures to prevent the spread of COVID-19 at our workplace upon gradual relaxation of restrictions.

Policy reference to Shangri-La Group SEAA COVID-19: Human Resources Safe Management Guidelines for
COVID-19 Recovery v1.0

It is the policy of the Traders Hotel Kuala Lumpur that we as an employer obliged to comply with Occupational
health and Safety Act 1994 (“OSHA 1994”) as follows:

• Section 15: Duties of employers and self-employed persons to ensure a safe and healthy workplace to their
employees; and

• Section 17: Duties of employers and self-employed persons to ensure that persons, not being their
employees, are not exposed to risks to their safety and health at the workplace.

• Under Section 24 of OSHA 1994, an employee has a duty to ensure that he is safe and healthy and also
to keep his co-workers safe and healthy in a safe working environment.

This policy is non-negotiable to the Hotel and failure to comply will result in Progressive Disciplinary Action.

This policy is also subject to change as per corporate policies or/and local government regulations and standard
operating procedures, in which case will take precedent.

1.1 COVID-19 PERSONAL PROTECTION EQUIPMENT (PPE) GUIDE

Refer SEAA Covid-19 Ops Guidebook V2 minimum personal protection equipment (PPE) guidelines and local
government regulations and standard operating procedures.

1.2 MAINTAIN SAFE DISTANCE OF 1.5 METERS

The WHO’s definitions for close contact tracing include face-to-face interactions with a probable or confirmed
case within 1.5 meters. Our internal guidelines also specify the safe distance to be 1.5 meters.
Ensure all colleague interactions to be at least 1.5 meters apart with face mask on.

1.3 KEEP DURATION OF NON-CONTACT PHYSICAL INTERACTION TO LESS THAN 10
MINUTES

High traffic areas Capacity Suggestion
limitation per time
Colleague restaurant (TJ’s)
Surau / Prayer room Max 30 pax Plan your break time and eating time to not
Elevators exceed 30 minutes allowing others time
Locker room Max 5 pax
Max 4 pax Plan your time and bring your own “Sejadah”
Offices
Max Use alternative route such as stairs
Encourage not to exceed 30 minutes allowing
As indicated on the
doors others time
Workstations/cubicles must be 1.5 meters apart.

Issued by Human Resources Updated 20 January 2022

Shangri-La Academy 1 (training Max The preferred mode of meetings is virtual
room 1) meetings.
Max If physical meetings are required in enclosed
Shangri-La Academy 2 (training space:
room 2) Max 6
Max with safe ✓ The attendees must be fully vaccinated
Smoking area distance of 1.5 ✓ Must maintain 1.5 meters apart from

Heart of the house corridors meters one another
✓ Keep the meetings to less than 1 hour
The preferred mode of meetings is virtual
meetings.
If physical meetings are required in enclosed
space:
✓ The attendees must be fully vaccinated
✓ Must maintain 1.5 meters apart from

one another
Keep the meetings to less than 1 hour

Trainings not allowed as per PPN SOP FASA 2
updated 17 September 2021

Smoking increase risk of COVID-19 due to virus
transmission from hands to mouth.

Please limit your time and be considerate to
other colleagues

1.4 MAINTAIN HIGH PERSONAL HEALTH AND HYGIENE STANDARDS

• Practice mindful handwashing with soap and running water in between tasks
• Wash hands after coughing / sneezing, before / during /after preparing food, before eating, after toilet

use, when hands are visibly dirty, and after handling animals or animal waste
• Put hand sanitizers in prominent places and ensure that they are regularly refilled
• Stay home if unwell and see the doctor even if you only have mild symptoms of COVID-19
• It is everyone’s obligation to keep the work environment safe for everyone
• Keep the workplace clean and hygienic. Wipe the surfaces (e.g., desks and tables) with disinfectant

regularly
• Disinfect your own phones and computers regularly

1.5 HEALTH AND TRAVEL DECLARATION

If you have family members/ friends/ housemates who are suspected or confirmed Covid-19 patients in the same
household, you must immediately follow the below steps to report and fill the below Declaration Form (B) and (C)
to prevent potential virus outbreak in our Hotel.

Issued by Human Resources Updated 20 January 2022

1. As soon as a colleague is aware of family / friends / housemates who are suspected cases of COVID-19,
they must immediately inform their Supervisor and Human Resources.

2. Human resources will track and verify colleagues who report close contact who have been tested for
COVID-19, and request to see the COVID-19 test results as supporting documentation.

3. If the colleague is advised to home quarantine, the colleague must not have any physical contact with the
family / friends / housemates during this period.

4. Before returning to work, he/she must provide the documentation on the test results of the family/
friends/housemates.

5. This period of Leave of Absence will be treated as “Other” leave and must be applied on HR Connect.
6. In event that documentation cannot be provided with valid reasons, the colleague will be asked to take

annual leave or no pay leave for the duration of Leave of Absence.
7. Leave of Absence for the purpose of quarantine is to safeguard our colleagues and guests following the

recommendation and approval of the Management. It is not to be treated as a leave benefit, therefore
colleagues are not in the position to requests to be quarantine unless requested by the Management.

Frequently asked Questions (FAQs)

Q: Why is the colleague not allowed to return to work when close contact is tested for COVID-19?

A: COVID-19 has proven to be highly infectious so in order to safeguard the safety of our colleagues and guests,
we recommend any one who had been in contact with suspected or confirmed cases to ensure they are cleared
of the virus before returning to work.

Q: If my family member is being tested for COVID-19, should I get tested too?

A: In the event a family member or someone living in your household is tested for COVID-19, you should report
this to HR department immediately. You are not required to be tested but you should stay home to monitor your
health and maintain the highest standard of hygiene until the test results are out. If you show symptoms of
COVID-19, you should then be tested. Follow any guidelines given by Kementerian Kesihatan Malaysia (KKM)

Q: If I am a close contact to someone being tested for COVID-19 and I decide to get tested, can I claim the cost
for me to get tested?

A: Covid-19 test cost can only be claimed if you are a suspected close contact to a work colleague during working
hours who is tested for COVID-19 and was requested by the Management to get tested.

Q: If I am requested by the Management to be tested for Covid-19, can I refuse?

As it is the duty of our Hotel to ensure that our colleagues and guests are not exposed to safety and health risks
at the workplace, you will not be allowed entry to workplace should you refused to be tested for Covid-19 as
requested by the Management. During this period of absence, you will not be paid your salary as you will be
considered absent from work.

Q: What if my close contact is not willing to share the documentation on test results?

A: The documentation is required for colleagues returning to work so that we can ensure the safety of other
colleagues and guest. Only a screenshot showing the medical certificate and name is required. Alternatively, they
may provide the contact number of the clinic and certifying doctor if available.

Issued by Human Resources Updated 20 January 2022

Health and Travel Declaration Forms Used if/by
Forms You are travelling out of the state or country
Form (A1) Pre-Travel Declaration
Form (A2) Post-Travel Declaration

Form (B) Health Declaration on Family and Friends You have family members / friends / housemates
whom you have close contact with and falls into below
criteria

- placed on quarantine
- suspected cases and asked to take COVID-19

test
- confirmed cases

Form (C) Colleague Declaration Form for Home Advised to Home Quarantine
Quarantine
*Security department to apply if currently not in
Form (D) Travel and Health Declaration for Visitors practice

Vaccine declaration on HR Connect is mandatory as per the Hotel’s guideline.

Issued by Human Resources Updated 20 January 2022

Issued by Human Resources Updated 20 January 2022