Handbook Siam - English Final 2017

Employee Handbook
Rules & Regulations and Disciplines

in the Workplace

1

Contents Page

Message from the President 4
Our Company / Our Hotel 5-6
Our Cultures/Vision, Mission, Core Values 7
General Provisions 8
8
Preface 8
Definition 8
Type of Employee 9
Authorized Signature in Employment Contract 10
Chapter 1 Employment Policy 10
General Employment Policy 10
Example of Obligation for Employee 11
Example of Employee Prohibitions 11
The Practice when Guests Complaint 12
Chapter 2 Working Day, Working Hours & Rest Period Regulations 13
Chapter 3 Day off and Rule of Leave 13
Weekly day off 13
Public Holiday 13
Annual Leave 14
Chapter 4 Overtime Work and Holiday Work 15
Chapter 5 Payment 16
Chapter 6 Leave and Rule of Leave 16
Sick Leave 16
Maternity Leave 16
Military Service Leave 17
Sterilization Leave 17
Training / Developing Knowledge Leave 17
Personal Leave 17
Compassionate Leave 18
Ordination Leave / Leave for Hajj Ceremony 18
The Others Leave 19
Chapter 7 Welfare and others Benefits 19
Annual Health Check-up 19
Canteen 19
Uniform 19
Locker 19
Life Insurance/Accident Insurance 20
Provident Fund 20
The others subsidy 21
Bonus /Annual Rewards 21
Perfect Attendance Rewards 22
Chapter 8 Disciplinary and Punishment 22
General Disciplinary 22
Example of Minor disciplinary offense 23
Example Moderate disciplinary offense 23-24
Example Serious disciplinary offenses 24
Acknowledgement of Disciplinary Action 24
Penalty Authorization 25
Suspension

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Contents

Page

Chapter 9 Grievance 26
Scope and essence of grievance 26
Method and Procedure 26
Investigation and grievance Consideration Process 26
The process of ceasing the Grievance 26
Protection of the Grievant and relevant persons 26
27
Chapter 10 Termination of Employment 27
Resignation
27
Retirement 27
Termination 27
Severance Pay 27
Violence according to the announcement of the Ministry of Interior 28-29
Special Severance Pay 30
Chapter 11 Miscellaneous

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Message from the President

Siam @ Siam Design Hotel Bangkok welcomes everyone with sincerity and warmth, as members of our
family. I hope that everyone will work happily under the new environment and new colleagues.

This employee handbook will assist the new employees to have the knowledge and understanding of the
standard practice, benefits, welfare and rules & regulations of the company.

Siam@Siam Design Hotel Bangkok, has firmly determination to be the unique prototype hotel in both
uniquely colorful design including the unique luxury and warmth within the comfortable living area in the center
of the Bangkok, and the service provide to suit with “Design Hotel “. The hotel prioritize great importance to the
services with knowledge, experience, dedication and contribution in both body and mind united in one and based
on “ honesty, ability and diligent “ All artists must realize that the progress of the company is the security of all
artists.

Finally, I hope that all of us are ready to move towards the highest goal of the hotel for all aspects
excellent “Service , Creative Atmosphere” that will leading to mutual success in the future.

I would like to extend my warmest greeting to you all!. Welcome aboard to our family at Siam@Siam Design
Hotel Bangkok. I am pleased to have you working with us. I hope that everyone will be enthusiastic starting work
in a new environment with new colleagues and leaders.
I am looking forward to seeing you grow and develop into outstanding employees that exhibit a high level of
care, concern and compassion for others.
This manual is made to help our artists better understand the standards, protocol, and everyday operations, as
well as providing information on your benefits and compensation, and the different rules and regulation that you
are expected to comply with by the company.
Siam@Siam Design Hotel Bangkok’s vision was always to be the pioneer in being “DIFFERENT” with a mission to
be distinctive unique design hotel mix with vibrant colors, luxury and warmth set in the heart of Bangkok, and
worthy of the title of an authentic “Design Hotel” We pride ourselves on being a hotel that provides excellent and
friendly services, giving the utmost priority to customer satisfaction with staff that has valuable experience,
determination, and grit. Uniting under the basis of honesty, skill, and diligence is something we must all do
collectively if we are to achieve our goals
Finally, I sincerely hope that we are all ready to embark on a journey to the pinnacle of our desires which is
being excellence in everything we do, from maintaining service excellence to creating desirable atmosphere for
both yourselves and our Guests that will surely lead to mutual success in the future!

Mr. Phornpinit Phornprapha
Chairman

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Our Company

Siam@Siam Design Hotel Bangkok

Address
865 Soi Kasemsan 3 Rama 1 Road, Wangmai, Pathumwan, Bangkok 10330

Tel ; 02-217-3000
Fax ; 02-217-3030
Website www.siamatsiam.com

Company’s Owner

Siam@Siam Company Limited is the Company’s owner. The Board Directors of the Company as following;

Khun Pornpinit Phornprapha Board Director

Khun Hisao Kikushi Board Director

Khun Kla Kitchakarn Board Director

Khun Raweewan Rottakij Board Director

Khun Pratarnporn Phornprapha Board Director

Khun Pranai Pornprapa Board Director

Khun Pratarnwong Phornprapha Board Director

Khun Prakhun Phornprapha Board Director

Khun Vichai Phiphadkusolkul Board Director

Siam@Siam Design Hotel Bangkok opened since March 23rd, 2007.

Service Room

Siam@Siam Design Hotel Bangkok is unique in terms of design. The location situated in the heart of the

capital, only 5 minutes from National Stadium BTS Station.

Siam @ Siam Design Hotel Bangkok is a colorful pattern brand with the high quality of services to the

competition. Comprising a total of 203 rooms with 4 types.

Leisure Class 142 rooms (Floor 14-21)

Biz Class 42 rooms (Floor 22-24)

Grand Biz Class 11 rooms (Floor 14-24)

Youth Class 8 rooms (Floor 14-21)

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My Club
Located on the 22nd floor, reserved for hotel guest room accommodations at Biz Class and Grand Biz

Class with the special services as;
Free Breakfast
Free drinks all day
Afternoon Tea service (02.00 – 04.00 p.m.)
Happy Hour free drink (06.00 – 08.00 p.m.)
Check in / Check out service directly for Biz Class & Grand Biz Class guests

Restaurants and Facilities
The hotel provide the restaurants for guest services as below details.

Party House One
Located on Ground Floor, providing with variety delicious selection of
international buffet prepared by our expert chefs throughout the day. Especially
A La Carte for Dinner with live music.

Open from 6 a.m. to midnight

La Vue
Located at 25th Floor, this is French Cuisine. Our food and service are

premium grade in sensory of French elegance and flair by French Chef.
Open from 05:30 p.m. to midnight

The Roof Gastro
Located at 25th Floor on the Roof Top of the hotel, Sky Dine at The

Roof Gastro is an ultimate 360-degree experience which provides amazing views
of Bangkok as well as stunning gourmet dining in the most atmospheric
surroundings

Open from 05:30 p.m. to midnight

Fitness Center
An on-site fitness area fully equipped with state-of-the-art equipment at

11 Floor.
Open from 6 a.m. to midnight

Swimming Pool

An exceptional pool and sun terrace area provides visitors with stunning
views of Bangkok, located at 11 Floor.

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Culture
Siam@Siam Company realized that our good employee are the most valuable for the company, because the
organizations will be success and have good business because the employees dedicate themselves with full
responsibility, concentration, diligent love an unity. Employee have clear common goal to commit for efficiency
succeed and development for progress in the future.

Vision
“To revolutionalize the hospitality industry with art, design and innovation”

We will focus our efforts on those 3 areas:
1. Experience & Marketing
2. Port Folio Growth
3. International Standard ( Operations & Service )

Mission
“ To provide each guest with a uniquely catered experience presented by our fast forward products and curated
service”

Core Value
Design
We emphasize in design products and services
Unique
We take pride in delivering unique products and services to our guests.

Fast Forward
We ensure that our products are beyond time and that innovative products are presented before any other
hospitality firms.

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General Provisions

1 Preface

1.1.1 These work rules and regulations shall be effective from …………………………..

1.1.2 Any Company rules and regulations that was announced or issued before the date specified in

clause 1.1.1, if there is any regulations inconsistent with this work rules & regulations , will apply

this rules and regulations instead.

1.1.3 In case of doubt or if not detailed clearly in this rules and regulations, to equate the Labour

Protection Act BE 1998 Labour Relations Act, 1975 or any other law of the state as a guideline.

1.1.4 The Company reserves the right to modify, add or cancel all regulations or some part of these rules

and regulations, in order to conform to the change of economic or social environment that might

be happened and comply with the laws concerned.

2 Definition

All employees should thoroughly study this rules & regulations, in order to be able to strictly comply with

this rules and regulations properly.

Company Meaning that the Siam@Siam Company Limited, including the authorized persons or

assigned persons to work on behalf of the Company.

Salary Meaning that the money that the company paid to employees in return of work during

normal working hours to the employees who are eligible under the law. It does not

include bonus, service charge, transportation fee, travel or other awards.

Service Charge Meaning that the money that the company charge additionally from a rate limited from

the guests. This additional charge will be distributed to all employees. Some part of this

charge may be allocated for the benefit of employees.

Supervisor Meaning that an employee who is in the position of Supervisory and above or other

equivalent. Who has the authority to order, assign, direct, supervise regulatory controls

to ensure compliance with the company's policies, including authorize to penalty

employees.

3 Type of Employee

Permanent Employee : Meaning that the employees who passed probationary period and has been

confirmed as permanent employees of the hotel which has proofed that he/she has the

knowledge qualified for the position and has good behavior. The employee will be

entitled to benefits and welfares that the hotel provided and entitled to participate in the

hotel Provident Fund once he/she received confirmation letter of passing probation.

Probation Employee : Meaning that the employees that agreed to sign employment contract with the

company which is specific in the agreements that the probationary period is not more

than 119 days before appointed as permanent employee. The company has rights to

terminate employment contract within the probationary period, if it appears that either

the performance, behavior, attitude or health are not satisfactory or demonstrate that a

person is not suitable for the job and position, or because of business reasons, the

company has the right to immediate dismissal of employees without prior notice and

without compensation whatsoever.

Casual Employee : Meaning that the employees who had hired to work daily with daily wage and

payment condition.

Contract Employee : Meaning that the employees who agreed with the Company to work for a specific

period of time with starting date and ending date is clearly stated in the employment

contract. The contract employee will not illegible for bonus, service charge and not able

to participate in the Company Provident Fund. The contract employee has to responsible

for Social Security section 39 by themselves.

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Authorized Signature in the Employment Contract
1. Employment Contract in Executive Committee Level, must be signed by General Manager with the
approval from Managing Director and Group Financial Controller.
2. Employment Contract in Department Head Level, must be signed by Executive Committee Member,
Financial Controller, HR Director and General Manager.
3. Employment Contract in Supervisor & Rank and File Level, must be signed by Department Head,
Executive Committee Member, Financial Controller, HR Director and General Manager.
4. Employment Contract did not sign by the above authorized person shall not be valid and binding to the
Company regulations.

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Chapter 1

Employment Policy

Employment

General standard of Company’s employment
1. The Company shall not hire anyone who is under 18 years of age and those who have been terminated
due to misconduct or poor performance background from other organization
2. The Company shall not hire persons who are relative of current employee by parents, spouses, children
or relatives . If the employee of the same department is married, one of the parties must transfer to
another department as suggested by the company.
3. The company shall hire people who have knowledge, right attitude for the position applied by carefully
selecting, the right benefits including proper training and development will be provided in order to
continuously improve the efficiency of our employees.
4. All candidates must be selected by Human Resources, Head of Department, and Executive Committee
Member of each department, hiring employee must follow all the procedures and must be approved by
General Manager.
5. The qualified candidates must provide documents to Human Resources Department as follows
- Photos of 2 inches 4 pictures and 1 inch 4 photos
- Copy of ID card
- Copy of House registration
- Copy of proof of education or qualification required by the company
- Copy of social security card
- Other evidence (marriage certificate, military license, birth certificate, letter of completion From
former employer)
6. All new employees must pass a physical examination by Certified Doctor prior to commencement of work
according to the medical checklist prescribed by the Company. The employees will pay for physical
examination if the results of the physical examination are unusual. The Company has the right to refuse the
employment or to postpone any work employment.
7. Male employees are required to be enlisted from Army Service
8. New female employees must not be on pregnancy status.
9. All employees must pass a criminal check-up from the Criminal Police, Royal Thai Police before starting.
10. The Company reserves the right to relocate the workplace and positions of employee as appropriate,
without any agreement from employee. Relocation shall not reduce benefit of employee.
11. The Company reserves the right to not adjust the salary for employees after the probation period except
specific written agreement in case by case.
12. The Company will not employ persons without legal identification cards or foreigners without a working
permit or a valid document in accordance with the regulations of the Labor Department and
Immigration.

Example of Employee’s Code of Conduct
1. Strictly follow the Company’s Regulations.
2. Obey and comply with the supervisors’ ordering.
3. Working on time and ready to work immediately as scheduled, no absence , no late or leave early

axcept as specifically authorized by supervisors.
4. Only use the entrance/exit for employees.
5. Collaboration in baggage checking by security guard or the assignment persons from the Company.

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6. Strictly record time in/time out every time.
7. Display name tag while on duty. In case of damaged or lost, immediately notify HR department for the

renewal, there is a processing fee for the replacement of new name tag, in case of damage of broken
with cause can bring it to get new name tag free of charge.
8. Always dress properly clean and neat, Employees are not allowed wearing uniforms outside the
Company except for performing duties outside the company premises.
9. Maintain good health and hygiene all the time.
10. Ready to present employee ID card to security guard always and must report to HR Department in case of lost or
damage This ID Card is the property of the Company and must be returned to the hotel when the contract
finished. Issuing new ID card the expense will responsible by employee.
11. When found something lost within the company, the Employees who found it must transfer to House Service
immediately for making record, to check and return to the owner. If the lost item has no owner to identify within
3-6 months, the Company will donate such lost items to employees who collected them.
12. Must read and acknowledge the new information on the announcement board regularly. Do not post covered the
announcement, remove, write or change on the Company's announcement without the management's permission.
13. When there is a fire Employees must do the following:
1. Pull the fire alarm
2. Inform the operator for fire location.
3. Try to extinguish the fire in first step and be careful not taking risk.
4. If smoke out of the room, do not open the door and immediately report by pulling the fire alarm immediately.
14. Must participate in the annual fire drills organized by the Company. Ignorance to this will be considered as a
serious offense.

Example for Employee Prohibitions
1. Do not use Company Telephone for privacy case and do not use mobile phone while on duty.
2. Do not bring the Company’s property out of the company without permission. The security guard have authorized

to check when the employee bring property in or out of the company.
3. Do not allow to use the guest elevators.
4. Do not enter in any part of hotel outside his/her working place, especially in the area provided for the guest such

as guest room, dining room or other guest facilities.
5. Do not smoke in prohibited area, smoking can only be at smoking area.
6. Do not befriend with the company's guest and do not talk private matter with guest personally
7. Do not gossip or blame guests.
8. Do not talk while on duties, do not use vulgar words and do not shout to other people in the distance.
9. Do not bring outside persons, relatives, friends into the company unless authorized by the manager.
10. Do not carry weapons, explosives, drugs or intoxicants into the company.
11. Do not be hired as employee of another company while still an employee of the company.
12. Do not carry or bring foreign currency inside the company.
13. Do not allow employees to eat the left- over food from the guest's event.
14. Do not bring private property into the company except where necessary, a property entry form must be filled out

at the HR Department or Security Department. The property must be presented to the security guard when the
property is removed.
15. Not allow employees who are on leave or finished working entering the hotel, except for an urgent business. The
employees must contact only the security guard or the HR Department.
16. Not allow employee to leave the Company's premises while performing their duties. If necessary, must request for
a permission form (approved from Department Head & HR) and present a form to security guard.

The Practice when Customer’s Complaint
When received the guest complaint of the service, the employees must intent listen to the details and report to the
Department Head immediately. While listening to customers, employees must perform the following.

1. Do not argue with the customer
2. Must show interest in the Customer's Complaint
3. Be courteous to customers.

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4. Tell customers what to do next
Chapter 2

Working Day, Working Hours and Rest Time

The Company has set the working Day, Working Hours and Rest time as following.
Working Day and Working Hours
1. Employees must work 54 hours per week, including one hour rest time per day.
2. Because of the nature of business which require the continuous service, work schedules will be

arranged in such a way that there will be continuity in service perform. The manager has the right to
determines the working schedule, working time, breaks and holidays for employees without affecting
the Company's business. The working time will be notified to employee in advance.
3. The management may change Working Day and Working Hours if necessary or appropriate for the
hotel business.
4. The employees entitled at least 1 day off / week holiday which supervisors and employees may agree
in advance for weekly holiday to be taken any day without affecting guest service.
Rest Time
1. Office Employee is entitled to one-hour rest period normally during 12.00 hrs. – 13.00 hrs.
2. Operations employee is entitled to one-hour rest period after consecutive working hours not exceed 5
hours. The Company may alter working hours to suit with operational requirements and will inform te
employee in advance. It is under the supervision and assignment of the supervisor. At the breaking
time, employees must be in the company premises.
3. In case of working overtime after normal working hours, must working overtime not less than 2 hours.
The company will provide unpaid break time at least 20 minutes before commencing work overtime.
In case the working condition has to work continuously, and the employee agreed or urgently work
needed, the employee does not have to take a break before commencing work overtime.
4. Every Working Overtime must be approved by Department Head and Executive Committee Member. If
without approval, it will not considered as working overtime and the overtime payment will not be paid.

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Chapter 3
Day off Criteria

1. Weekly day off

The company arranges at least 1 day off per weekly, to be entitled to weekly day off, employee must
work not less than 5 days a week. Employees may have different day off as Company’s schedule. In
case the Company cannot arrange a weekly day off for employees, the Company allows employees to
postpone their day off but have to use it within four weeks after the day off. For office employee their
weekly day off are on Saturday and Sunday only.

2. Public Holiday
The Company will arrange 14 Public Holidays paid leave per year this is including Labor Day. The

company will announce Public Holidays of the next coming year prior to the 1st of January of each year.
For Office Employee, when the public holiday falls on weekly day off, the ‘substitute day’ is

normally on the following working day.
In case that the Company cannot allow employees to leave on a Public holiday, the employees can

take the day off within 4 weeks (before or after) the traditional Public Holiday.

3. Annual Leave
An employee who working with the company complete 1 year will be entitled to annual leave with pay.
Employees must take all entitlement annual leave by 31 December each year.

Employee 1st year 2nd year 3rd year 4th year 5th year
Level
9 days 10 days 11 days 12 days 13 days
2 8 days 9 days 10 days 11 days 12 days
7 days 8 days 9 days 10 days 11 days
3 6 days 7 days 8 days 9 days 10 days
4

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3.1 The Department Head is responsible for scheduling annual leave for their employee in advance
and notify the staff at least 7 days in advance. If the employee does not want to use the annual leave that
the department head scheduled, he/she cannot keep their leave for cumulative.

3.2 If the employee wishes to take an annual leave by choosing their preferable time or according
to the predefined period by the department head ,he/she must apply at least 7 days in advance.

3.3 In a festive occasions such as Christmas, New Year's Day, Songkran Festival, or any other
period of time when customers are in great demand. The Company reserves the right to refuse annual
leave in the department related to the service.

3.4 The company does not allow employees to collect annual holidays for the next year . In using
the annual leave, must use full day leave or at least half day leave. Do not allow to take an hour leave.

3.5 Any annual leave accumulation in case the company does not able to arrange must be
approved by the General Manager only.

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Chapter 4
Overtime Work and Holiday Work

1. If necessary, to keep the business going continue and appropriate the company may required
employee to work overtime or work on day off as necessary and as agree by employee. The total
number of overtime hours must not over 36 hours per week.

2. Any overtime or working on day off without approval from the management, the company not
considered it as paid overtime.

3. Overtime Work and Holiday Work pay, will not exceed the time required or approved. All employees
have responsible to cooperate with the company once they have been informed to work overtime or
work on day off.

4. The employees who are not eligible for overtime are General Manager, Executive Committee Member,
Department Head who has the authority to hire, reduce salary, dismissal, increase salary and penalties.

5. Overtime Pay and Day Off Pay
Those employees who have been given orders or approved for overtime work or day off work,
The overtime pay calculation bases on basic salary. The rate are as follow prescribed by law

Overtime Hours Overtime Rate
Beyond regular working time on working day 1.5 (one half) times.
On day off or Public Holiday 2 (two) times.
( not exceed regular working hours)
Beyond regular working hour on day off, Public Holiday 3 (three) times.

Overtime rates are based on employee wages only

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Chapter 5
Payment
Date and place of payment for wage, overtime and holiday work
1. The company will pay wage, service charge, overtime and holiday work by paying into the employee’s
bank account designated by the company on the last day of the month. However, overtime and other
works on holiday will be paid in the next pay period. If pay day is falls on weekend of public holiday, the
payday shall be move forward to the last working day before the holidays.
2. All payment such as salary, service charge and overtime will be paid into the employee’s account after
deducting income tax, social security fund and provident fund. If there is any additional tax charge it is
the responsible of the employee to pay the additional income tax to the revenue department. The
employee also have the right to get the overpaid income tax from the revenue department as well.
3. The final payroll for resign employees, the company will pay final payment by cheque after the employee
returns all the company property and have no obligation with the company.

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Chapter 6
Leave Criteria

The employee must apply for all kind of leave in advance except sick leave, reason and number
of day must be specified in the leave application form together with employee signature. Leave will
effective when the Supervisors or Department Head have approved. Leave application for Executive
Committee Member or top management have to be approved by the General Manager. Ignorance to follow
this regulation shall be deemed as absent from duty the Company shall not pay any wages and service
charge and such employee shall receive a disciplinary punishment.

1. Sick Leave

1.1 Employees is entitled to take sick leave with pay as actual number of sick days but not over 30 working
day per calendar year.

1.2 Those employee work who are not able to come to work due to sickness he/she shall notify the
supervisor immediately or prior to working roaster start. This is to avoid problem in assign
replacement. The request of sick leave shall be submitted on the first day the employee comes to work

1.3 If employee take sick leave more than three days, a doctor’s certificate from the 1st class practitioner
or from the government hospital is required. If the employee could not submit the doctor’s certificate,
written explanation must be submit to Supervisor.

1.4 Sick leave due to an accident and sickness arising from work and maternity leave not considered a sick
leave.

2. Maternity Leave

2.1 Pregnant employee must inform her supervisor as soon as she knows her pregnancy and need to
submit medical certificate to the supervisor.

2.2 The pregnant employee is entitled to maternity leave before and after delivery not more that 90 days
with 45 days with pay, the maternity leave counts the holidays during the leave.

2.3 The pregnant Employees must inform the due date of delivering to the Department Head at less two
months prior to due date and submit maternity leave application to department head at least 7 days
prior to delivery date.

2.4 A pregnant employee who present the medical certificate from 1st class practitioner stating that she is
not suitable to work at her normal duty has a right to request the Company to temporally rotate or
change her duty before or after the delivery of a baby. The Company will consider the suitable job for
such employee.

2.5 Miscarriage before 28 weeks of pregnancy is not considered maternity leave, will be considered as sick
leave. However, if the abortion after pregnancy is longer than 28 weeks, it is considered a maternity
leave.

3. Military Service Leave

Male employees who is called up for military service training, will be entitled to military leave as actual but
not over 6 0 days' paid leave per year. Such leave must provide evidence from military document as
supporting document as soon as employee received the document from military.

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4. Sterilization Leave
Employee may take leave with pay for a sterilization leave or sick leave for sterilization for the period that
determined by 1st class practitioner. Such employee must notify his/her supervisor at least one week in
advance of such leave.

5. Training / Development of Knowledge Leave
Employee is entitled to training leave without pay for training courses, regulations and procedures are
accordance with the Ministry Announcement as follows:
5.1 Employee is entitled to training leave in order to development his or her skills and working

effectiveness. The course must have the clear outline and time schedule.
5.2 Employee must inform objective of taking training leave clearly and submit related supporting

document in advance.
5.3 The Company may not approve the employee to take a leave when such employee has already been

granted the training leave not less than 3 0 days or 3 times in this year or the company has the
evidence that such leave will cause damage and affects to the company’s business.

6. Personal Leave
The Company shall allow the employee to take the Personal leave for 2 types
1. Personal Leave with pay
2. Personal Leave without pay

6.1 Personal Leave with pay
The Company shall allow the employee to take the Personal Leave with pay up to 7 days per year.
He/she has to state the reason for such leave such as
1.To hold for Wedding Ceremony
2. To take care immediate family (parents, spouse, or children) in case of serious illness
3. To Contact the government office (only necessary case)
4. In case of a natural disaster or unexpected floods, such as floods, fires, etc. , ( must directly
affected)

6.2 Personal Leave without pay
The Company shall allow the employee to take the Personal Leave without pay not over 7 days per year.

Leave without pay application must be submitted to the supervisor at least 3 days in advance. Employee
can take a leave only when the request form get approval except urgent case verbal notice is accepted but
need to submit leave application on the first day that back to work otherwise will considered absent from
work.

Personal leave without pay affects the annual increment , bonus, service charge and other remuneration of
the Company.

7. Compassionate Leave
In case of parents, spouse, legal child of the employee pass away the Company allows employees to leave
with pay for their religious ceremonies not more than 3 working days in each case.

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8. Ordination Leave / Leave for Hajj Ceremony
Male employees who has completed 3 years of service is entitled to 7 days' paid leave including day off to
enter the monkhood or for Hajji full salary and service charge payment. Exceeding number of entitled leave
will consider leave without pay. This leave is a one-time leave during employment period.The Employees
must submit a certified copy of their ordination/Hajji to the supervisor for approval at least 30 days
advance before the leave.
The others Leave
It is under consideration of the department head, Executive Committee Member and General Manager or
other authorized person to considered other leave for those who taken personal leave/ sick leave/ other
leave or absent over 30 days in one year. The company has the right to deduct or stop payment of bonus
or other privileges or consider not to pay salary increase or increase at minimum rate than other
Leave without approval or not follow the leave rule and regulations will consider absent from work and
subject to disciplinary action

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Chapter 7
Welfare and Benefit

Additional to the basic salary, employee shall be granted to other Welfare and Benefit that provided by the
company both monetary and non-monetary in other type of welfare as following;
1. Annual Physical Check-up
The Company provides annual physical checks up at the company’s expenses to employees at least once a
year. HR department is responsible for the arrangement of annual physical check up for all employees.
The physical check up report will be kept confidential. Employees will receive their own health screening
report.
Neglect to the physical check up is subject to disciplinary action and employee must responsible for the
cost of the physical check up itself and submit the report to HR Department within specified period.

2. Canteen

The company provides meals for employees at the canteen located on the B floor. The meals are served 4

times a day as following schedules:

Breakfast 06.00 – 08.00 hrs.

Lunch 10.30 – 14.00 hrs.

Dinner 16.30 – 19.00 hrs.

Supper 22.00 – 00.30 hrs.

Employees must dress in uniforms when they having meal in the canteen. Food and drinks are not allowed

to bring outside the canteen.

3. Uniform
Uniform will be provided for guest contact employees and for those who are considered that they need to
have uniform The company will provide free laundry for employee uniforms.
Employees must wear uniforms provided by the Company at all times while on duty and do not allow to
wear uniforms outside the Company without the Department Head’s permission except the employees who
are required to work outside the Company premises.
Uniform is the Company’s property, employee has the responsibility to maintain uniform provided by the
company
When the employment contract ended, Employees must return the uniform to the Company.

4. Locker
The Company will provide locker for employees who have uniforms. Locker must keep lock all the times to
prevent lost property. Employees will also be required to provide a spare key to the HR Department.
Employees are responsible for cleanliness and maintenance the locker in case of damage.
Using a locker without permission is subject to disciplinary action.
The Management reserves the right to inspect any locker at all times without prior notice.

5. Life Insurance/Accident Insurance
The company shall provide Group Insurance for all employees from the first day of employment. The
premium is responsible by the company. Group Insurance coverages are as follows:

1. Accidental Death / Normal Death
2. Accidental illness
3. Disability

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6. Provident Fund
Employees who passed probationary period have the right to apply for member of Company Provident
Fund as per the following conditions:

6.1 Membership qualification
- Permanent Employee
- Those formerly member who resigned from the Fund but haven’t resigned from the
Company are not able reapply for membership of the Fund.

6.2 Member Contribution
Level 1 – 3 contribution 3% of basic salary
Level 4 – 5 Accumulate 5% of basic salary

6.3 Company Contribution
The Company will contribute in same percentage of member contribution to the fund.

6.4 Termination of Membership
Membership shall be terminated as per the following reasons:
- Termination of the employment contract
- Death
- Permanent disability
- Retired or retired before age
- A virtual person is incompetent or inability to work
- Employers withdrew from the fund or employer quit doing business
- The fund is cancelled

In case the employee terminates the membership of the fund, the fund manager will pay the

accumulated amount the benefits of retained earnings and the contribution of all contributions to

employees according to the conditions of the fund.

7. The others subsidy

7.1 Cremation Allowance

In case of an employee legal spouse, children and parents pass away the Company shall provide

flower wreath and compassionate allowance as follows:

For employee 10,000 baht (the company will host 1 night)

For Spouse, children and parents 3,500 Baht + Wreath 1,000 Baht

The Employees must submit a copy of the death certificate to the HR Department

7.2 Maternity Allowance
In addition to the maternity allowance from the Social Security Fund, the employees are entitled to receive
a cash payment of 3 ,0 0 0 Baht as a maternity allowance per each delivery and the company will pay for
maximum 2 deliveries.
The Employees must submit a copy of the birth certificate to the HR Department.

7.3 Marriage Allowance
For those employee who is legally arrange the wedding party, the company will pay 3,000 baht for
Marriage allowance.
The Employees who get these allowance must submit a copy of marriage certificate to HR Department.

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Bonus /Annual Rewards

Bonus payment is based on business performance of the company, however the company is pay bonus as

a reward for employee at the discretion of the management, if the performance of an employee or work

history of employees does not meet the criteria the employees may receive partial or no bonuses

depending on the following conditions;

1. Employee successfully passed the probation and completed 6 months of service but less than 1 year

will receive bonus in proportion of service period.

2. The employee who resigned or had been terminated before January 31th , will not entitled to any

bonus.

3. The employees who applied for sick leave totally 3 0 working days or take personal leave the whole

year for 30 days or more will not entitled to bonus. Except for Maternity Leave and Sick Leave due to

work accident.

4. Lateness is considered to calculating bonus according to the following conditions.

Late 21 – 30 times or over 100 minutes Deducted 25%

Late 31 – 40 times or over 150 minutes Deducted 50%

Late 41 – 50 times or over 200 minutes Deducted 75%

Late 50 times up or over 250 minutes Deducted 100%

8. Perfect Attendance Rewards
Any employee who is never ate, or doesn’t take sick leave or personal leave within one year shall
receive reward from the Company.

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Chapter 8
Disciplinary and Punishment

General Disciplinary
All employees are responsible for the best performing of their duties and conducting the appropriate manner
according to the discipline and regulation of the company. The company has set up to ensure that all employees
can work together happily and peacefully. If any employee violates or avoid to follow the discipline, the
disciplinary action will be taken according to the following type of offenses:

1. Verbal Warning (record by writing )
2. Written Warning
3. Suspend from duty up to 7 days without pay
4. Termination of employment
Disciplinary action may not always be followed by each offense, however the Company reserves the right to
impose disciplinary action according to the type of offense to be accurate and conform to labor laws, the
company define employee disciplinary actions guideline as follows;
1. Minor disciplinary offense
2. Moderate disciplinary offense
3. Serious disciplinary offenses

Example of Minor Disciplinary offense
1. Not notify the HR Department regarding change of address within 15 days
2. Using hotel telephone for personal purpose while on duty
3. Intentionally delay work
4. Eating within restricted areas
5. Neglecting to record time in - out
6. Coming to work late or finishing work early without a valid reason and not inform the supervisor
7. Using the restroom that provided for guests
8. Inappropriately dressed in the work place.
9. Neglecting to report sick leave to the company
10. Staying within the company after shift over without a valid reason
11. Going outside the company while on duties without permission.
12. Do not bring the spare locker key to HR Department
13. Wearing a uniform outside the company without permission.
14. Neglected to check and clean the locker cabinet.
15. Objection to do the physical examination as provide by the company
16. Chewing gum or other snack while performing duties
17. Entering into any place of the Company without having relevant duties or unauthorized
18. Carry or use mobile phone during work hours
19. Showing impolite behavior, shouting, making loud noise to fellow employees or guests
20. Not notify HR Department regarding change of personal information within 7 days
21. Neglected to understand the hotel regulations
22. Dispose any articles or sewage items in un-appropriate place other than those provided
23. Do not wearing name tag while performing duties
24. Taking sick leave without informing the Department Head within a specified period of time
25. Neglected to help the Company save energy, electricity, water supply and etc.
26. Teasing, bullying fellow workers while on duty.
27. Neglecting to maintain tools and equipment in a good conditions
28. Do not attend training without proper reasonable.

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29. Taking food, equipment or utensils out of the restaurant without permission
Disciplinary Action taken for Minor Offenses

1. First time – Verbal Warning (record by writing)
2. Second time – 1st Written Warning
3. Third Time – Last written Warning or Suspend from duty
4. Forth Time – Termination without compensation

Example of Moderate disciplinary offense
1. Intentionally damaging employee uniform
2. Re - move the announcement , adding information, destroy, delete, throw away, distribute leaflets, flyers or
post posters In the company premises without permission
3. Negligence causes the Company's assets damaged
4. Neglected to report the department head regarding the damaged of company assets.
5. Intentionally disobey the supervisor instruction.
6. Informing or reporting false of all kind of leaves.
7. Entering in the guest room without permission
8. Eating left-over food or food which is going to serve guests.
9. Neglect to notify supervisor / Department Head when cannot work according to scheduled
10. Change the holidays or work schedule without permission of the Department Head
11. Solicit money or raising money or donating items in the company without permission from the management
12. Violations of rules and regulations of work
13. Violation of hygiene regulations
14. Violation of basic safety rules & regulations that could harmful to person or company property
15. Smoking in non-smoking premises
16. Use vulgar words, gossip, sarcasm or satire to customers or colleagues
17. Use the company property and facilities without written permission of the department head
18. Selling products of food or conducting personal trading within the company
19. Sleeping during working time
20. Bring outside people, relatives, children or spouse into the company without permission
21. Read newspapers, books or other publications while on duty (Except appropriate permission)
22. Bribes to customers or colleagues for personal gain
23. Use the guest entrance and exit that provide for guests
24. Do not allow security personnel to search for items when entering or leaving the Company
25. Do not comply with the hotel rules concerning bringing items in and out of the company
26. Refuse to cooperate with security Officers in the investigation process which will be beneficial to the company
or to employees
27. Left duty without proper reasons
28. Absent from duty less than 3 days

Moderate disciplinary offense punishment
First time – 1st Written Warning
Second time – Last written Warning or Suspend from duty
Third Time – Termination without compensation

Example Serious disciplinary offenses
1. Absent from duty 3 days without proper reasons
2. Negligence causes a company's assets damaged over 1,000 Baht
3. Drink alcohol during working time or come to work under influence of alcohol.
4. Give false statements or false information in the investigation

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5. Asking or conduct any action to demand tip from guest, which the guest is not promise to give or
personally hand it

6. Bring food, beverage or company property out of the company without permission
7. Convicted Criminal offense in any case Except the law on traffic rules
8. Conduct money exchange in the Company
9. Intimidate, threatening, to be mayhem or hire anyone to do so to colleague, supervisors,

management no matter it will report to the officer or not
10. Challenge or provoke the guest, supervisor or colleagues to get angry, as a result causes fights

within the company
11. Encourage fighting and quarrel in Company
12. Purposely damaging the property of guests, company, supervisor or colleagues.
13. Purposely hold the lost items of guest, discard items or items that can’t identify the owner to their

own.
14. Gambling, support gambling, or possess gambling equipment in the company premises.
15. Intentionally interrupting the lawful order of supervisors which causes the damaged to the Company
16. Fill out false information, submit false documents as a result to get a job
17. Thieve, embezzle company property, guests or colleagues
18. Have a master key or the key code of the company in possession without permission
19. Receive commission or any reward from others without written permission of the management
20. Take drug, be drug addict, sell drug, drug distribution, or possession of narcotic drugs
21. Have in possession or import illegal objects such as weapons, explosives, flammable objects deadly

weapon in the company premises.
22. Misconduct adulterous
23. Disclosure information, statistics or confidentiality of the Company to outsiders
24. Use the company name or trademarks of the Company to run private business without permission of

the General Manager
25. Engaging in prostitution supply or encourage prostitution services to our guests
26. Sell underground lottery or be the agent of underground lottery in the company
27. Lending money to colleague or play share in the company
28. Being employee of another company.
29. Involve in congregation within the company without the management's permission
30. Being the leader to collect name list, support for strike or join the strike or participate in any illegal

action or stall for working time.

Serious disciplinary offenses punishment
First time – Termination without compensation

Acknowledge Warning
The employees who receive all types of warnings must sign, acknowledge warning and receive a copy of

the warning letter as proof of every time.
In case the employee deny to sign the acknowledgment of the warning, the Company (by HR Manager)

will read the warning to employees in front of witnesses and Department Heads and it will be recorded on the
notice that it has notified the employee but the employee deny to sign the warning. It is deemed that the
warning notice is effective according to the Company's regulations.
The warning letter is valid for one year from the date of the offense, if the employee repeats the warnings
without showing that they have improved their behavior after being warned the Company has the right to
consider dismissal without paying any compensation.

Empower Punishment
General Manager, with the advice of the HR Director will be authorized to represent employers in issuing a
written warning or termination of employees at all levels.
Employee Punishment by suspension reducing benefits must be submitted in writing to the General
Manager for approval through HR Director.

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The investigate process, the company reserves the right to suspend its employees by providing a written
statement stating the reasons for the suspension in duration of the stay will be no more than 7 days.
The Department Head is authorized to issue a warning in writing or verbal and keep a record of all
employees under the command and send a copy of the warning to the HR for checking the punishment
history and make sure that the warning had agree by legal.
Incidentally, all types of offenses can not be identified in each type of offense, so any other offense not stated in
disciplinary action. Must consider the comparison of similar offenses to the punishment of such offense or if there
are no similar offenses, the case will be considered as appropriate.

Suspension
The Company has the following statutory provisions regarding the suspension of employment according to the
Labor Law;
Section 116

Whereas an Employee alleged to have committed an offence is under investigation by an Employer, the
Employer is not allowed to order the suspension from work of the Employee during such investigation, unless the
Employer is empowered by the work rules or an agreement on conditions of employment to order such. The
Employer shall issue a written order of the suspension stating the offence committed and the period of
suspension of not exceeding seven days, and notify the Employee prior to the suspension.

During the suspension under paragraph one, the Employer shall make payments to the Employee according to
the rate specified in the work rules or the agreement on conditions of employment agreed between the Employer
and Employee. Such rate shall not be less than fifty percent of the Wages of a Working Day received by the
Employee prior to his or her suspension.

Section 117
Upon the completion of investigation, if it appears that the Employee is not guilty, the Employer shall pay

Wages to the Employee equivalent to the Wages of a Working Day from the date of the suspension. The
payment made by the Employer under Section 116 shall be included as part of the Employee’s Wages under this
Section plus interest at a rate of fifteen per cent per annum.

If the result of the investigation is completed in the above, it turns out that employees are guilty. The Company
will use disciplinary measures to punish employees accordingly.

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Chapter 9

Grievance Policy

The purpose of this policy is to give guidance and to provide a framework, including an opportunity for all

employees to raise an individual grievance on matters relevant to his/her employment or conditions of service or

appointment of work or compensation/benefits or others, to deal with grievances raised fairly, effectively,

confidentially, and at the earliest possible stage.

Scope and essence of grievance

The Company wishes the operation shall be smooth and under the good understanding between the

employee and the Company for the best benefit of both parties. In case that the employee does not satisfy or

have any complaint raised in the workplace regarding working conditions, employment conditions, level of

supervision, order and assignment, remuneration payment or other benefit matters or any improper act from the

Company or supervisor toward the employee, or any conflict between the employees or he/she does receive any

justice, the employee has a right to file the complaint.

Method and Grievance Process

Stage 1 The employee files the written complaint stating the matter directly to the Department

manager within 3 days when grievance arises or as soon as a grievance is discovered. If

such grievance is related to the operation of or caused by such department manager, the

complaint shall be submitted to the higher level of supervision.

Stage 2 If the 3 days have elapsed, then step 1 is still not satisfy, the Employees may grievance

to Department Head to resolve the complaintใ

Stage 3 When step 2 is done, it is not satisfy, the Employees may grievance complaint with the

HR Director to consider review and judgment within 3 days.

Investigation and Consideration of the Grievance

When the grievance is filed, the Company will conduct the investigation as follows.

1.Who submit the grievance, which department, what position, how was the performance, whether he/she

have a history of grievances?

2.When did the complaint occur? At work or outside of work time? What is the environment then?

3.Is the place in the hotel or outside? Has anyone seen or associated?

4.What is the cause of the grievance?

5.How does the grievance wish to proceed?

6.If necessary, the company has the authority to appoint a investigate committee for the facts and collect

evidence from relevant people by the investigate committee must be conducted in a fair manner.

7.The person responsible for each step need to finish quickly not more than 3 days.

The process of ceasing the grievance
To be fair to the employee who submit grievance, the management will explain to employee if employee is

misunderstood. If the grievance is found true, penalty action shall be taken to the wrongdoer, Result of the
procedure will be informed to employee.
The judge from the General Manager is considered the final and must be complied by all involved. The company
will not consider the anonymous grievance or allegations made by anyone without any facts.

Protection of the grievant & relevant persons

Due to the sincerely grievance is the most beneficial to both employee and employer. Therefore,
employee who submit the grievance, employee who give the verdicts, information, facts or any evidences
regarding the grievance, and employee who considers the grievance, execute it sincerely, they should be
protected by the employer neither it is considered as termination, or taking any action causing trouble to
employees.

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Chapter 10
Termination of Employment

The employment contract shall expire when.
1. Resignation

The employee shall give the written notification according to the form specified by the Company to the
direct supervisor at least 30 days in advance. If the employee neglects to give notice as scheduled The Company
reserves the right to refrain from paying any benefits in accordance with the Company's regulations, such as
service fees, provident fund contributions to employees.

Resignation process as following;
- Request resignation letter from HR
- HR interview for cause of resignation
- Submit resignation form to Supervisor or Department Head
- The employee shall give the written resignation to the direct supervisor at least 30 days in advance
- During the probationary training period, the employee shall give the written resignation to the form to

the direct supervisor at least 7 days in advance
- The resignation employment have to return all properties as follow;

ID badge
Uniform
Name Tag
Locker’s key
HR Manual
Other Company’s properties
The Company will pay the final salaries to the employees when the get return assets.
2. Retirement
If no other specific provision is defined in the employment contract, an employee with age 55 in any
year, the employee will receive a compensation according to the labor law.
3. Termination
The employee discontinue from the position in case termination as following causes;
1. The employee has health problem which could not continue to work normally or continue doing such
job will be bad to his/her health
2. The employee breach of discipline
3. The Company abolishes the business
4. Serious misconduct and has been warning by letter
5. Death
Prior to termination of employment in the case of an employee offense, there will be investigations to find
out the facts for giving justice to all parties. In case the company needs to reduce the number of manpower or
disbanded due to the unfavorable economy of the Company's business, the Company may terminate the contract
by paying compensation in accordance with applicable Labor Law.
Termination will start from the supervisor subsequently, it passes to the HR Manager to resume contract
termination. Dismissal of employees must be authorized by the General Manager.

4. Several Pay according by Law
The Company provides an employee for severance in case of employment termination as follows.

1. An employee who has worked continuously for 120 days but less than 1 year shall be provided a
severance pay at the most recent rate of wage for 30 days.

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2. The employee who has worked continuously for 1 year but less than 3 years shall be provided a
severance pay at the most recent rate of wage for 90 days.

3. The employee who has worked continuously for 3 years but less than 6 years shall be provided a
severance pay at the most recent rate of wage for one hundred and eighty days.

4. The employee who has worked continuously for 6 years but less than 10 years shall be provided a
severance pay at the most recent rate of wage for two hundred and forty days.

5. The employee who has worked continuously for 10 years or more shall be provided a severance pay at
the most recent rate of wage for 300 days.

6. The employee is during probationary training period or the term of contract for the specific project come
to the end will not receive any several pay by the Law.

5. The offences of the Ministry of the interior announced Labor Protection
In section 47 specific that the severance will not pay as following.
1. Performing his duties dishonestly, or intentionally committing a criminal offense against the
Company.
2. Intentionally causing damage to the Company.
3. Performing of an act of gross negligently which results in severe loss to CEC.
4. Violating the Company’s work rules or regulations or instructions which are both lawful and equitable,
when the Company has already notified the employee with a prior written warning. With an
exception of a severe misconduct, it is not required for the Company to provide a warning notice. A
warning notice shall be valid for not longer than one year as from the date of the employee having
committed the offense.
5. Neglecting duty for a period of three consecutive working days without reasonable cause, whether or
not a holiday intervenes.
6. Being imprisoned by reason of a final judgment. In the case of offences which arise from negligence
or petty offenses, such offenses must cause damage to the employer.

6. Special severance pay
Where the Company terminates an employee due to improvement of the Working unit, Production line,
Distribution or Service Processing, arising from introducing new machinery or technology which is caused
to reduction in the number of employees; the Company shall follow:

1. Notify a labor inspector, and the employee to be terminated, of the date of termination of employment,
the reasons for terminating the employment and the name(s) of the employee(s) to be terminated at
least 60 days in advance of the employment termination date. Where the Company fails to give advance
notice to an employee of his/her termination, or give advance notice but shorter than 60 days, the
Company shall instead of the advance notice, pay special severance pay, equal to 60 day pay at the most
recent rate of basic pay that the employee has received, or equal to his/her basic pay received for the
last 60 days in the case of an employee who receives his basic pay based upon his output.

2. Provide a special severance pay, plus the severance pay under Clause no.1., in Chapter 8, in the case the
employee has worked continuously for 6 years or more. The Company shall pay an amount of not less
than the basic pay received for the most recent 15 days, for each complete year of service; or not less
than his/her basic pay received for the most recent 15 days for each complete year of work in the case of
an employee who receives his basic pay based upon his/her output. However, the total severance pay
shall not, in the aggregate, exceed 360-day basic pay at the most recent rate or not exceed the basic pay
paid for the last 360 days in the case of an employee who receives his/her basic pay based upon his
output. Where an employment period is less than one year but the fraction thereof is greater than 180
days, it shall be deemed as one year of employment.

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3. In case that the Company move its establishment to the new place which may affect the normal living of
the employee and his/her family member, the Company will inform such matter to the employee at least
30 days in advance before the movement. If the Company could not do so, the Company shall pay the
special remuneration at the amount equal to the last 30 days wage instead. If the employee does not
wish to move to the new place, he/she has the right to terminate the employment within 30 days after
receiving the notification from the Company or on the date the relocation occurs. The employee has a
right to receive the special remuneration at the amount not less than what stated in Paragraph 10.2
within 7 days after the employee terminates the employment. The employee has a right to submit the
plaint to the labour welfare committee within 30 days from the date of remuneration is due, to consider
whether he/she is eligible for such payment or not

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Chapter 11
Miscellaneous

1. Company Work Agreement means that employees accept the Work regulations are part of the
employment contract.

2. In the field of intellectual property, it is considered research into the invention of invention
Development of computer programs or other activities as specified in the Intellectual Property Act BE
2537 or which may be amended in the future. If done by means of employment, with time or money or
equipment of the company. The copyright of the work must belong to the company Employees must
not take the work of another person to impersonate the company. Believe it is a result of their own
research, which may cause the company to use it may cause the company as a violator of Intellectual
property rights.

3. In case of a position change or termination of employment Employees must prepare a report that is
practical including instructions for other employees to handle the job can continue to work by
submitting the report to supervisors.

4. The Company is able to amend these Rules and Regulations as deemed appropriate announced 1 5
days in advance

5. This Rules & Regulation will effective since ……..………………………….
6. In cases the regulations interpreting, the General Manager is considered the final decision.
7. Any additional rules, regulations and working discipline, in writing or letter, signed by the General

Manager after the announcement of this Rules & Regulation, it is considered a regulation and discipline
to work accordingly.

Announced on .............................
Siam@Siam Co.,Ltd

................................................
(Mr.Phornpinij Phornprapha)

Chairman

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