AmanSari Employee Handbook

CONTENT 4
4
Vision 5
Mission 6
Core Values
Introduction

1.HUMAN RESOURCES POLICIES

1.1 Fair Treatment & Equal Opportunity 8
1.2 Open Door Policy 8
1.3 Ethical Standards 8
1.4 Personnel Records 9
1.5 Employment of Relatives 9
1.6 Probation Period 9
1.7 Termination With Notice / Termination 9

Without Notice 10
1.8 Days & Hours Of Work / Work Schedules 11
1.9 Performance Review 11
1.10 Transfer And Secondment 11
1.11 Promotion 12
1.12 Voluntary Or Terminated Resignations 12
1.13 Retirement 12
1.14 Workplace Harassment, Discrimination,
13
Retaliation, Violence, etc. 14
1.15 Sexual Harassment Prevention Policy
1.16 Grievances Procedure

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2.COMPENSATION & BENEFITS

2.1 Payment of Salary 16
2.2 Employee Provident Fund (EPF), SOCSO 16
AND EIS
2.3 Annual Salary Increment 16
2.4 Bonus 17
2.5 Annual Leave 17
2.6 Sick Leave, Hospitalization & Prolonged 18
Illness
2.7 Public Holiday 19
2.8 Maternity Leave 19
2.9 Paternity Leave 20
2.10 Matrimonial Leave 21
2.11 Bereavement/Compassionate Leave 21
2.12 Examination Leave 22
2.13 Weekly Rest Day 23
2.14 Duty Meals 23

3.YOUR RESPONSIBILITY

3.1 Access Card 25
3.2 25
3.3 Name Tag / Identification Card 26
3.4 26
3.5 Time Clock 27
3.6 27
3.7 Punctuality and Attendance 27
3.8 27
3.9 Staff Entrance and Exit 28
3.10 28
3.11 Eating, Drinking & Gum Chewing 28

Lost and Found
Fraternization with Hotel Guests
Solicitation and Distribution
Hotel Address
Secrecy of Business Affairs

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3.12 Entering and Leaving the Hotel Premises 29
3.13 Gate Pass 29
3.14 Removal of Hotel Property 29
3.15 Public Area and Guest Facilities 29
3.16 Telephone and Mobile Calls 30
3.17 Computer Ethics 31

4.GROOMING STANDARD 33
33
4.1 Uniform 34
4.2 Personal Hygiene 34
4.3 Fingernails 34
4.4 Tattoos 35
4.5 Personal Appearance Standards for Male
4.6 Personal Appearance Standards for

Fe m a l e

5.CODE OF CONDUCT

5.1 Code of Conduct 38
5.2 Misconduct 38
5.3 Smoke Free Workplace 42
5.4 Alcohol and Drug Free Work Place 42

6 . OCCUPATIONAL SAFETY AND HEALTH

6.1 Occupational Safety and Health 44

3

VISION

To be a progressive and leading local mid-scale hospitality
group that is the preferred choice for our guests and people.

MISSION

Creating value for all our stakeholders:
OUR GUEST

Deliver quality services and stay for our guests.
OUR PEOPLE

Providing a meaningful workplace
and providing opportunities for their career growth.

OUR COMMUNITY
Leaving a positive impact in our local community.

OUR SHARE HOLDERS
Ensuring sustainable returns to owners.

4

CORE VALUES

B = BETTER
Innovate and improve ourselves; looking for better solutions

in what we do every day.
U = UNITY

Foster teamwork to create team synergy and efficiency
I = INTEGRITY

Professionalism and ethicsl practices.
L = LEARNING

Encourage learning, development and growth.
D = DIVERSITY

Treat people equally and respect differences.

5

INTRODUCTION

This Employee Handbook is intended
solely as a guide for Hotel employees
under SKS Group. Should any of the
material and/or information presented in
this Employee Handbook raise questions
or require greater details or explanation
to you, please contact your Human
Resources Department. The handbook is
not intended solely for new employees,
but instead is created as a reference tool
for all employees, regardless of their
length of employment.

The Company shall reserve the right to
amend, delete or augment the handbook
or parts thereof as and when necessary.
All amendments, deletions and additions
shall be advised by the Human Resources
Department.

As an acknowledgment that you have
received this handbook, please sign the
attached form and return it to the Human
Resources Department. Do take note that
upon termination of the employment with
the Hotel, this handbook must be
returned to Human Resources
Department.

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HUMAN RESOURCES
POLICIES

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HUMAN RESOURCES
POLICIES

1.1 FAIR TREATMENT & EQUAL
OPPORTUNITY

It is the Company policy that every employee regardless of
position to be treated with respect and in a fair and just
manner at all times. Equal opportunity whereby all persons
will be considered for employment, promotion, and training
irrespective of race, religion, gender or age.

1.2 OPEN DOOR POLICY

We believe that communication between all employees is a
cornerstone of our operations. We want you to know that we
maintain an open door for employees to discuss ideas,
issues, concerns, and suggestion with the Department Head,
Human Resources and the General Manager.

1.3 ETHICAL STANDARDS

As part of your responsibility as a staff, you are required to
be ethical and responsible.

You must refrain from taking part in any actions, which may
conflict with your interest and the best interests of the
Company. At the same time, you must refrain from any
personal behavior that is disruptive to the work environment
or to co-workers.

The Hotel recognizes and respects the individual staff’s right
to engage in activities outside of their employment, which
are private in nature and do not in any way conflict with or
reflect poorly on the Hotel. However, we require that your
actions while at work to be morally and legally right and
which do not go against the Hotel.

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1.4 PERSONNEL RECORDS

To ensure that your personal records are kept up-to-date; it
is your responsibility to keep this information updated by
reporting changes to the Human Resources Department.
Your employment records are treated as strictly confidential
by the Human Resources Department.

1.5 EMPLOYMENT OF RELATIVES

Any relatives or spouses of employees working in the hotel
should declare this information in the ''Application For
Employment" form. Intentional misrepresentation of
information to the Company shall subject the employee to
immediate dismissal and forfeiture of benefits.

1.6 PROBATION PERIOD

During this period, all employees are required to undergo a
probationary period as stated in line with individual letter of
appointment.

1.7 TERMINATION WITH NOTICE /
TERMINATION WITHOUT NOTICE

All employees are required to follow the notice period as per
stated in line with individual letter of appointment.

The Company reserves the right to terminate the services of
any employee without notice if found to be guilty of
misconduct inconsistent with the expressed or implied
conditions of service and the Company shall apply the
principles of a disciplinary/domestic inquiry in accordance
with The Industrial Relations Act, 1967 and guidelines laid
down by the Industrial Court.

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The Company reserves the right to terminate without notice,
pay or other forms of compensation, after due inquiry, the
service of an employee who is absent from work for more
than three (3) consecutive working days without informing or
attempting to inform his superior, and without reasonable
excuse.

An employee shall surrender all Company’s documents, files,
vehicles, keys plus handbook and other Company’s
properties in his/her possession to the Company not later
than his/her last physical working day upon his/her
termination of service in the Company.

The employee shall reimburse the Company the value for
any item/(s) or Company property that is lost or destroyed
while under his/her custody and shall settle all outstanding
liabilities and obligations to the Company.

1.8 DAYS & HOURS OF WORK / WORK
SCHEDULES

The normal work hours for all employees are 45 hours per
week. The normal days and hours of work for admin or non-
shift employees.

For employees on shift, the rest day shall be determined
based on the schedule, which shall be prepared by the
Department Head on a weekly or monthly basis.

1.9 PERFORMANCE REVIEW

An appraisal will be conducted just before the end of the
probationary period, and another for extension of
probationary period if any.

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A yearly appraisal will be conducted in December by the
immediate superior, for confirmed employees. This is an
opportunity to provide constructive feedback on
performance. This would result in a mutually agreed plan to
include these points:

(i) Performance improvement plan
(ii) Improved communication between you and your superior
(iii) Identify succession plan
(iv) Planning for transfer opportunities

1.10 TRANSFER AND SECONDMENT

While the Company reserves the right to transfer you to
another department, hotel and subsidiaries within its group,
you may also request for such transfers. When reviewing your
request, the Company will take into consideration your
length of service, performance, commitment, experience and
qualification.

1.11 PROMOTION

While the Company reserves the right to select candidates
from any source it determines appropriate, internal
candidates will receive primary consideration. However, it
must be noted that promotion will be based on
performance. The candidate selected will be confirmed upon
successful completion of a 3-month / 6-month probationary
period (depending on the position).

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1.12 VOLUNTARY OR TERMINATED
RESIGNATIONS

Employees who have resigned, or have been terminated, are
not permitted to access into the Hotel for a period of six (6)
months unless with prior approval from the General Manager
and they will not be allowed to enter the offices and back of
the house areas.

1.13 RETIREMENT

The retirement age for both female and male employees is
sixty (60) years old. As and when deemed necessary, the
company may offer a month to month or year-to-year
contract.

1.14 WORKPLACE HARASSMENT,
DISCRIMINATION, RETALIATION, VIOLENCE
OR OTHER CONCERNS

It is our policy to provide a work environment free from all
forms of workplace harassment including sexual harassment,
discrimination or intimidation.

The Company has zero tolerance for any form of harassment
of or by employees or non-employees in the workplace. No
employee, regardless of position, has the right or authority to
harass other employees.

Harassment is defined as unwelcome or unsolicited remarks
or actions, which are made explicitly or implicitly as a
condition of employment, or as basis of an employment
decision. Harassment is also defined as hostility in the
workplace by remarks being made about a person’s race,
colour, gender, sexual orientation, religion, national origin,
ethnicity, age physical appearance, or body part.

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1.15 SEXUAL HARASSMENT PREVENTION POLICY

We define Sexual Harassment as any unwanted conduct of a
sexual nature having the effect of verbal, non-verbal, visual,
psychological or physical harassment. The Management will
not tolerate any forms of sexual harassment and disciplinary
action up to dismissal after due inquiry shall be taken
against those who commit such offence. The same
disciplinary action shall be taken against those who make
false accusation.

Sexual harassment in the workplace includes any
employment related sexual harassment occurring outside
the workplace as a result of employment responsibilities or
employment relationship.

Sexual harassment encompasses various conducts of a
sexual nature which can manifest themselves in five possible
forms, namely:

1. Verbal harassment: e.g. offensive or suggestive remarks,
comments, jokes, jesting, kidding, sounds, questioning.

2. Non-verbal/gestural harassment: e.g. leering or ogling
with suggestive overtones, licking lips or holding or
eating food provocatively, hand signal or sign language
denoting sexual activity, persistent flirting.

3. Visual harassment: e.g. showing pornographic materials,
drawing sex-based sketches or writing sex-based letters,
sexual exposure.

4. Psychological harassment: e.g. repeated unwanted social
invitations, relentless proposals for dates or physical
intimacy.

5. Physical harassment: e.g. inappropriate touching, patting,
pinching, stroking, brushing up against the body,
hugging, kissing, fondling, sexual assault.

Employee who found himself / herself being victim of sexual
harassment, may report such incident directly to your
superior, Department Head, Human Resources, or even
General Manager. It is the duty of Supervisory and above
level of employees to demonstrate leadership by example to
prevent such incident from occurring.

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1.16 GRIEVANCES PROCEDURE

It is the desire of the Company that grievance
arising between an employee and the Company is
settled as equitably and as quickly as possible. In
pursuance with the aim of reaching agreement at
the lowest possible level. Any grievance, which is
not presented by an employee to his immediate
superior within three (3) working days of the date
of occurrence or shall be deemed to have been
waived, and the employee concerned will not be
allowed to bring up this incident in future.

Any grievance shall be dealt with in accordance
with the following procedure:

1. Step One: An employee alleging that he has a
grievance or complaint must first lodge it to his
Immediate Superior within 3 working days of its
occurrence.

2. Step Two: If within 3 working days after step
one above the dispute has not been resolve to
the satisfaction of the employee, the matter will
be referred to the Human Resources Department
with response time within 5 working days.

3. Step Three: Should the employee still not
satisfied to the reply, he/she may final refer to
General Manager and the General Manager shall
reply not later than 10 working days from the
date the matter presented to him/her.

4. Step Four: If the dispute is still not resolve, the
employee may reach out to Human Resources
Manager or Group General Manager at SKS
Group headquarter with response time within 14
working days and the reply shall be final.

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COMPENSATION &
BENEFITS

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COMPENSATION &
BENEFITS

2.1 PAYMENT OF SALARY

1. Wages shall have the same meaning as appearing in the
relevant section of the Employment Act 1955.

2. All employees are employed on a monthly rate of pay.
3. Employee(s) initial remuneration will be specified in their

contract of service or Letter of Appointment. They will be
informed of any subsequent changes by official letter
from the Company.
4. All employees are required to open a bank account with a
designated bank.
5. Your pay will be credited directly into your account not
later than the seventh (7th) day of every month.
6. The calculation of overtime is in line with the rates provided
in the Employment Act, 1955.

2.2 EMPLOYEES PROVIDENT FUND (EPF),
SOCSO AND EIS

The Company and employees’ contributions will be made at
the statutory rates as required and determined by the
provisions under the EPF Act, SOCSO and EIS.

2.3 ANNUAL SALARY INCREMENT

You are expected to consistently perform at a high work
standard, and the appraisals conducted once yearly (Jan—
Dec) shall determine the increment. The Management
reserves the right to award merit increment at any time for
outstanding work performed by any employee.

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2.4 BONUS

Bonus is non-contractual which shall be subjected
to the Hotel discretion and judgment. When it is
paid, solely the Company shall determine the
quantum and period or date of payment.

2.5 ANNUAL LEAVE

Every confirmed employee shall be entitled to
paid annual leave as per your Letter of
Appointment.

The employee shall take their annual leave in
accordance with the business pattern of the Hotel,
so the he/she is given his/her full annual leave
entitlement in a pro-rata basis from year to year.

Year of Service 0-2 Years 2-5 Years 5 Years
14 above
Executive/ 12
Managerial 16

Non-Executive 10 12 16

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2.6 SICK LEAVE, HOSPITALISATION &
PROLONGED ILLNESS

(a) The following is the paid sick leave entitlement
for all employees where no hospitalization is
necessary:

Length of Service Entitlement per Calendar Year
<2 years 14 days
≥2 – 5 years 18 days
>5 years 22 days

(b) If hospitalization is necessary, the number of
paid Hospitalization Leave entitlement up to
SIXTY (60) DAYS per calendar year. Sick leave
and Hospitalization Leave must be authorized
and obtained from the Registered Medical
Practitioner (with the governing authority) or

(c) the Government Doctors.
An employee shall also be entitled to paid sick
leave after examination by a dental surgeon as
defined in the Dental Act 1971 [Act 51] provided
that the entitlement for such sick leave shall be
inclusive of the number of days provided for at

(d) (a) above.
Employee is also required to inform or attempt
to inform his/her superior or Human Resources
Department of his/her sick leave within 48 hours

(e) of the commencement of the sickness.
Prolonged medical leave shall be granted in
addition to the hospitalisation utilization at the
Company’s discretion.

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2.6.1 MEDICAL CLAIM

Employees shall be provided with free basic
general medical consultation and medicine
whenever they are sick, not exceeding the limit
stated by the Company.

2.6.2 GROUP HOSPITALISATION & SURGICAL (GHS)
SCHEME & GROUP PERSONAL ACCIDENT SCHEME
(GPA)

The company may, as its discretion and subject
to insurance company acceptance, to provide
GHS & GPA coverage to the selected employees
according to the employees’ employment level.
The company shall also determine to extend or
remove such benefits to any employee as its
discretion.

2.7 PUBLIC HOLIDAY

Every employee is entitled with minimum eleven
(11) of the gazette public holidays, which included
five of compulsory paid public holiday. List of
Public Holidays will be notified by the Human
Resources Department.

2.8 MATERNITY LEAVE

Female employee shall notify Human Resources
Department within a period of sixty (60) days
immediately preceding her expected confinement
notify the Company about it and the date from
which she intends to commence her maternity
leave and the Company may suspend the said
maternity Allowance until such notice is given to
the Company.

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All Female employees shall be entitled to ninety-
eight (98) days paid Maternity Leave (including
rest day and any public holiday that falls during
that time) which shall not commence earlier than
thirty (30) days immediately preceding her
confinement or later than the day immediately
following her confinement. Female employee shall
not be entitled to any Maternity Allowance if at
the time of her confinement she has five or more
surviving children.

2.9 PATERNITY LEAVE

The Paternity Leave entitlement shall be as follow:

(1) A married male employee shall be entitled to a
paid Paternity Leave at his ordinary rate of pay for
a period of SEVEN (7) consecutive days in respect
of each confinement.

(2) The Paternity Leave shall be restricted to five
confinements irrespective of the number of
spouses.

(3) A married male employee shall be entitled to
Paternity Leave from his employer if —

(a) He has been employed by the same employer at
least twelve months immediately before the
commencement of such Paternity Leave; and

(b) He has notified his employer of the pregnancy
of his spouse at least thirty days from the
expected confinement or as early as possible after
the birth.

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2.10 MATRIMONIAL LEAVE

Three (3) working days granted for the occasion of
a confirmed employee's first legal marriage only. A
copy of his marriage certificate must be produced
to support his application.
One (1) working day granted for confirmed
employee's in each calendar year on the occasion
of the marriage of their legal children.

2.11 BEREAVEMENT/COMPASSIONATE LEAVE

Confirmed employee's first legal marriage only
shall notify the Human Resources Department on
the death of the following, and to produce a copy
of the documentary evidence to the satisfaction of
the Hotel upon returning to work to qualify for the
benefits:

TYPE OF COMPASSIONATE LEAVE LEAVE ENTITLEMENT (DAYS)
Death of wife/husband 3 consecutive days
Death of child 3 consecutive days
Death of mother/father 3 consecutive days
Death of immediate grand-parents 2 consecutive days
Death of mother/father-in-law 2 consecutive days
Death of siblings 2 consecutive days

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2.12 EXAMINATION LEAVE

(a) The Management may grant maximum of
SEVEN (7) WORKING DAYS (irrespective
splitting into few occasions to use) per
calendar year to confirmed employees for
Examination / Study Leave; who has
obtained prior acknowledgement from
the Management that the said study if
the resulting qualification would be
beneficial to the employees’ present or
future assignment in the company.

(b) The management / HOD may reject the
application if the date applied will affect
the operation of the department. Thus,
application for examination leave must
be supported by documentary evidence
and submitted to the Management / HOD
at least TWO (2) weeks’ prior to the
examination date.

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2.13 WEEKLY REST DAY

All employees shall be entitled to one rest day per
week as determined based on the schedule, which
shall be prepared by the Department Head.

2.14 DUTY MEALS

All employees will be entitled to one (1) duty meal
per shift while on duty. You will be advised on
your break time by your Department
Head/Superior. No food and drinks provided by
Hotel are allowed to be brought out from Staff
Cafeteria. Clear your own area after finished eating
and keep the place clean.

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YOUR
RESPONSIBILITY

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YOUR RESPONSIBILITY

3.1 A C C E S S C A R D

Selected staff will issue with access card for security
reasons. This card should be produced for Hotel's security
went entering or existing via the office. Loss or theft of an
access card must be reported immediately to Security
Department. A charge of RM50.00 will be levied for a
replacement card. The staff's access card must be
surrendered to the Human Resources Department when
leaves the service of the Hotel. The access card always
remains the property of the AmanSari Group of Hotels.

3.2 N A M E T A G / I D E N T I F I C A T I O N C A R D

All staff is issued with a name badge upon commencement
of employment. The nametag / ID card should be worn on
the left side of the uniform or working attire.

Loss, damage or theft of your nametag / ID card must be
reported immediately to the Human Resources
Department and a sum of RM10.00 will be levied for a
replacement. Nametags / ID card which are faded due to
normal wear and tear, will be replaced at no charge to the
staff.

Nametags / ID card must be surrendered to the Human
Resources Department when staff leaves the service of the
Hotel.

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3.3 T I M E C L O C K

All staff is required to clock in and out promptly. Accurate
entries into the time clock will ensure that you are aid for
all the time worked. Under no circumstances should you
clock in for other staff nor should you alter your own time.
If you have problem with clocking in and out, notify your
Superior who must correct and initial any changes.
You are not permitted to leave your workplace earlier than
the time assigned, unless obtained the permission of your
Department Head. Failure to comply will result in
disciplinary action being taken against you.

C O N T E N T3.4 PUNCTUALITY AND ATTENDANCE

Always be present at your work station on time, ready to
comVimsieonnce work. If for some unusual circumstances you
areMlaistsei,ocnall you're Superior immediately. If you are unable
to rCeoproertVfaolur ewsork, call your Superior at least 2 hours before
youSKarSeGdruoeuptoocf oLmocmaleHncoetewlsork.

A staff who is absent without authorization for more than
forty-eight hours (48) consecutive scheduled days without
notice to the Hotel will be considered to have voluntarily
resigned. The Employment Act of 1955 Section 15 will apply.
Failure to call your superior or show up for your scheduled
shift/work will result in progressive coaching.

Call the HR Department (during office hours) or the Duty
Manager (before or after office hours) if you are unable to
reach your Superior.

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3.5 S T A F F E N T R A N C E A N D E X I T

You must use the Staff Entrance when reporting for work,
or leaving the Hotel after work. The use of guest entrances
is strictly prohibited, unless with permission from your
Department Head or General Manager.

3.6 E A T I N G , D R I N K I N G & G U M C H E W I N G

All staffs are permitted eating, drinking and especially
chewing gum in front of guest are very unprofessional and
poor image to our guests.

3.7 L O S S A N D F O U N D

Promptly report all "lost and found" items and where were
found, and return them over to your Supervisor or Security
Department.

3.8 F R A T E R N I Z A T I O N W I T H H O T E L G U E S T S

Under no circumstances are employees to fraternize off
duty with Hotel Guests. It is not professional to fraternize
with guest, does not benefit the Hotel's brand or image,
and fraternization can lead to a tangle of potential legal
and liability issues. If a guest extends an invitation to you,
kindly decline the offer. If the guest persists or solicits you,
notify your Superior, Human Resources or MOD.

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3.9 S O L I C I T A T I O N & D I S T R I B U T I O N

Does not allow companies, business or organization, to
solicit employees or distribute fliers, coupons, or such on
Hotel property. This is to avoid distraction to our
employees and any interface with their work on their focus
on serving our guest.

This prohibition includes posting notice on the bulletin
boards, work areas, in the staff restroom or locker rooms.
Employees may not solicit other employees or distribute
literature during working time in work areas or though the
Hotel's electronic systems. Exceptions those are
authorized by property GM. Employees violating this may
be subject to corrective action.

3.10 H O T E L A D D R E S S

The Hotel address may not be used as your personal
mailing address. Please use your own residential address
to receive your personal mail.

3.11 S E C R E C Y O F B U S I N E S S A F F A I R S

(a) Employees are not permitted, without the prior
approval of the hotel management, 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 unauthorized person.

(b) The official outlet for the release of any information is
the General Manager or his appointed designate.
Employees are expected to treat as confidential all
plans, processes and business affairs of the hotel.

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3.12 E N T E R I N G A N D L E A V I N G T H E H O T E L P R E M I S E S

(a) All employees must enter and leave the hotel only
through the employee entrance located at basement
level.

(b) To ensure the safety and security of all employees and
guests, you are required to carry your Staff ID Card at
all times while in the hotel.

3.13 G A T E P A S S

Before an employee leaves the hotel premises during his
work hours, his head of department must sign a Gate Pass
form. This form must be submitted to the security on duty
at the staff entrance.

3.14 R E M O V A L O F H O T E L P R O P E R T Y

The head of department must sign the "Removal of Hotel
Property" form for any company property taken out of the
premises. This policy applies to all property including
discarded items and guest's property given to an
employee with a support note from the guest.

3.15 P U B L I C A R E A S A N D G U E S T F A C I L I T I E S

(a) Employees should avoid walking through the lobby
and public areas of the hotel or using guest lift unless
necessary.

(b) Uniformed employees must not use guest toilet in the
public areas.

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(c) The use of guest facilities and services are strictly
prohibited unless with prior approval from your head
of department.

(d) The unauthorized presence of employees in guest
areas may subject him to disciplinary action.

3.16 T E L E P H O N E A N D M O B I L E C A L L S

(a) Employees are not allowed to use their personal
mobile phones when working/on duty in the hotel.

Employees are permitted to use their mobile phone
(b) during their break times.

(c) The use of personal mobile phone is allowed in the
cafeteria, locker room, staff lounge and employee
entrance

(d) Mobile phone must be on silent mode or switched off
and kept away, not visible while working. For those
assigned lockers, their mobile phones should be
stored there.

(e) While the Management makes every effort to ensure
that the locker rooms are safe, the hotel is not
responsible for any loss of personal belongings from
the lockers.

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3.17 C O M P U T E R E T H I C S

Computer resource means, and includes, without
limitation all the host computers, file servers, application
servers, communication servers, mail servers, fax servers,
web servers, workstations, stand along computers, laptops,
software, data files and all internal and external computer
and communication networks.
The purpose of this policy is to ensure that employees
understand the proper usage and ramifications of
improper use of electronic communication systems that
are provided to them in fulfilling their day-to-day
responsibilities. In addition, it is to stress the importance
of information security, copyright, protection and legal
implications associated with electronic communications.
These rules and obligation are neither voluntary nor
optional. They are designed to protect the hotel, its
resources and its personnel from 'variable risks created by
use of computer resource. Violation will be taken very
seriously and may result in disciplinary action and civil and
criminal liability.

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GROOMING
STANDARD

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GROOMING STANDARD

4.1 U N I F O R M

All staff uniforms will be issued at Housekeeping
Department before the shift starts and to be returned after
the shift ends for laundry. The employee must ensure that
your uniform is clean, ironed, and in good condition at all
times. The employee will be held liable for the loss or
damage to uniforms.

1. Employees must wear a complete set of uniform provided
by the hotel during working hours.

2. The uniform should be clean and well ironed.
3. Strictly no jeans and inappropriate tops are allowed

during working time.
4. Employees must inform HOD / HR if there is any problem

pertaining uniform.
5. Uniform is to be worn in the manner as per request by

the Company.
6. No variations to standard uniform are acceptable.
7. Name badge is to be worn and in good condition.
8. For Kitchen employees, they should wear designated cap

and apron.

4.2 P E R S O N A L H Y G I E N E

Employees are expected to meet hygiene requirements.
Please always:

1.Maintain personal cleanliness by shower daily.
2. Oral hygiene (brushing of teeth) required.
3. Use deodorant / anti-perspirant to minimize body odours.

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4.3 F I N G E R N A I L S

1. Fingernails and hands must be kept clean.
2.Nail polish should be neutral in colour.
3.Transparent & overly dark colours are not acceptable.
4. Decorations or decorative painting on nails is also

unacceptable.
5. Men may only wear clear nail polish.

4.4 T A T T O O S

No visible tattoos are allowed.

4.5 P E R S O N A L A P P E A R A N C E S T A N D A R D S F O R
MALE

4.5.1 HAIR

1. Hair must be in natural colours and conservative styles,
off the face and collar.

2. Hair should be clean, neatly trimmed and kept in short.
3. Strictly no wild colouring and hair styles with ‘spikes’ or

tail.

4.5.2 MOUSTACHES & BEARDS

1. Moustaches & bread are not permitted.
2. Must be clean shaven.

4.5.3 JEWELLERY

1. Jewellery is confined to a wedding/engagement band
and one discreet necklace.

2. No earrings are to be worn.

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4.5.4 SOCKS & SHOES
1.Socks are to be worn by all employees as specified by
your department’s uniform.
2.Socks should be black, plain in colour.
3. Shoes are to be worn as specified by department or work
requirements.
4. Black non-slip shoes are to be worn.
5. It’s must be kept clean and polished at all times.

4.6 P E R S O N A L A P P E A R A N C E S T A N D A R D S F O R
FEMALE

4.6.1 HAIR
1. Hair to be in natural colours and conservative styles, off
the face and tied back if it is longer than shoulder length.
2. Hair ties, clips, ribbons or rouge may be used – these must
be in black colour.

4.6.2 HEADSCARVES
1. Black colour.
2. Wear it according to determined style and neat

4.6.3 MAKE UP
1. Conservative make up, using natural shades is acceptable.

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4.6.4 JEWELLERY
1. Jewellery is confined to a wedding/ engagement band
and one discreet necklace.
2. Only a pair of studded earrings can be worn.

4.6.5 SOCKS & SHOES
1. Socks/pantyhose are to be worn if specified in your
department / work.
2. The regulation shade is to match with your skin tone.
3. No fancy stockings are allowed.
4. Shoes are to be worn as specified for your department /
work and must be kept clean and polished at all times.
5. Black low heeled non-slip court shoes are to be worn.
6. It’s must be kept clean and polished at all times.

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CODE OF CONDUCT

WWW.AMANSARIHOTELS.COM

CODE OF CONDUCT

5.1 CODE OF CONDUCT

All employees are strongly urged to maintain a high level of
discipline. The Management shall practice a fair and
unbiased treatment to employees. Should the conduct of an
employee contravene the company's policies and
procedures, or repeatedly exhibits undesirable behaviour,
suitable level of discipline will be administered according to
the severity of the offence.

5.2 MISCONDUCT

5.2.1 MINOR OFFENCES

1. Leaving the work area while on duty, without notifying
the immediate supervisor

2. Wearing the uniform out of the hotel premises without
prior approval

3. Unexcused or unexplained tardiness or leaving duties
before scheduled hours

4. Loitering in the hotel after off-duty hours without valid
reasons

5. Failure to wear name badge or not able to present staff
ID card upon request

6. Unauthorized use of guest phones, lifts, toilets or other
guest facilities

7. Disorderly conduct of any kind while on the hotel
premises

8. Eating in unauthorized areas
9. Taking out food and plates, etc from the staff cafeteria

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10. Littering
11. Chewing gum in areas of the hotel
12. Failure to comply with any periodical scheduled

examination required by the Hotel
13 Failure to report for extra work hours without

acceptable reason after being notified of schedule in
advance and verbally agreeing to perform those extra
hours
14. Shouting or disrupting the quietness of the Hotel
15.Creating a nuisance while on duty to the annoyance
of guests or fellow staff
16. Unpunctuality (10 minutes or more) for more than 3
times in a calendar month
17. Indulging in horseplay, scuffling, throwing of articles
or fooling around in Hotel premises
18. Displaying, posting, distributing or removing of any
document, circular or publication in the Hotel premise
without prior approval

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5.2.2 MAJOR OFFENCES

1. Smoking in non-authorized areas
2. Continuous unexcused or unexplained absence from work

without obtaining prior approval from the supervisor
3. Failure to perform work assignments without justifiable

reasons
4. Failure to report lost and found articles immediately

before end of shift
5. Unauthorized social contact with guest within Hotel
6. Entering guest's room without authorization from the

supervisor except where service calls for such action
7. Any act of discourtesy towards the Hotel guest, patrons or

fellow employees
8. Promote or encourage malicious mischief with guest or

fellow employees
9. Immoral affair with guests during work hours
10. Prying into the private affairs of guests or fellow

employees
11. Conducting personal business during work hours
12. Refusal to work on a shift as scheduled or arranging

replacement without permission from the supervisor
13. Failure to work on a shift as scheduled or arranging

replacement without permission from the supervisor
14. Sleeping while on duty
15. Failure to comply to safety regulations
16. Deliberately delaying or failure to submit an official

report
17. Failure to maintain sanitary conditions in the work area

and to comply with the Hotel’s hygiene standards
18. Consuming food and beverages reserved for the guests
19. Poor attendance records and no improvement being

made despite numerous reminders
20.Unauthorized distribution or posting of any form of

literature on Hotel premise

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5.2.3 GRAVE OFFENCES

1.Theft
2.Display of immoral or obscene acts/pictures in public

within the Hotel premise
3.Deliberately slowing down or restricting output of work
4. Falsifying the Hotel's records of documents
5. Indulging, promoting or taking part in any form of

gambling, lottery or any other game of chance within the
Hotel premise
6. Failure to maintain accurate cash banks, excessive or
continuous cash shortages or other irregularities
7.The possession or use of illegal drugs
8. Losing and/or handling to others the hotel's master keys
9. Forging or altering official documents including lime
records
10. Possessing or carrying dangerous weapons without
permission
11. Trading foreign exchange illegally
12. Conviction of crime
13. Assaulting, threatening, or intimidating others either
guests or fellow employees

The misconducts are NOT limited to the above and it include
any actions that could tarnish the Company’s image based
on the severity of the case or action.

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5.3 SMOKE FREE WORKPLACE

All Hotels are “SMOKE FREE HOTELS”, thus employees are
only allowed to smoke at the smoking area.

5.4 ALCOHOL AND DRUG FREE WORKPLACE

It is the policy to foster a work environment free from the
effects of alcohol and drugs in order to safeguard employees
and hotel guests and to protect hotel property.
The use of illegal or non-prescription drugs, controlled
substance and alcoholic beverages during working time are
strictly prohibited. The use, possession, purchase, sale,
distribution manufacture, transfer or storage of a controlled
or illegal substance and related paraphernalia that may
impair job performance are also strictly prohibited. This is to
ensure the safety and welfare of the employees, the guests,
the public, or anyone else at the property are taken care of.
The company reserves the right to conduct post-accident or
reasonable suspicion drug testing on its employees.

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OCCUPATIONAL
SAFETY AND HEALTH

WWW.AMANSARIHOTELS.COM

OCCUPATIONAL SAFETY
AND HEALTH

6.1 O C C U P A T I O N A L S A F E T Y A N D H E A L T H

You and the Hotel have separate but interdependent
responsibilities with respect of achieving safe and healthy
working environment. Each must comply with the
Emergency and Safety Action Plan.

Please report all known physical disabilities to your
Department Head or Safety Committee and do not operate
any office equipment or machine unless you have been
properly instructed regarding their use. Learn the location
of first aid kits and fire extinguishers. Report all accident
and injuries to Security Department and they will see that
prompt medical attention is given to all injuries.

We cannot overemphasize the importance of Safety for you
and our guests. The Hotel is a safe place to work, but no
place is safe for anyone who is careless. Any number of
things cause injury if you aren't alert at all times.

(a) Report all safety hazards, breakage or damage to
machinery and equipment to your Department Head.

(b) If you work with hot liquids, handle them very carefully
to avoid spilling.

(c) Learn to lift the correct way. Get close to the load, set
your feet firmly on the ground, and bend your knees
and then lift gradually with your legs, not your back.

44

(d) Never pick up broken glass with your hands.

(e) Never poke or push rubbish or trash down in trashcans
with your hands.

(f) Horseplay, practical jokes, running etc are strictly
prohibited.

(g) Put equipment away after use.

(h) Do not leave any items where it might cause harm to
guest or other staff.

(i) Wear suitable clothing or uniforms provided for the
job. Do not wear loose clothing or hairstyles, jewellery
or other item that might catch in machines.

(j) Avoid wet, slippery or greasy walking surface. Clean up
any spills, wet greasy sport right away.

(k) Used only safety – inspected equipment.

(l) Approach corners and doorways with caution. Turn
around when leaving tables or counters – don't back
away.

(m) Do not operate equipment or use tools unless you are
trained to do so and specifically instructed to do so by
your Department Head.

Remember check safety rules relating to your role first and
report any unsafe conditions.

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ACKNOWLEDGEMENT OF RECEIPT OF
EMPLOYEE HANDBOOK

I hereby acknowledge receiving a copy of the Hotel
Employee Handbook.

I will read this handbook and familiarize myself with its
contents and agree to abide by all conditions of
employment outlined therein.

I agreed to return this handbook to the human resource
department upon leaving the employment of the
company, failing which, authorization will be given to the
company to deduct RM15.00 from my last drawn salary.

.................................................................................................................
THESE RULES AND REGULATIONS MAY BE AMENDED,
ADDED TO AND/OR DELETED AT THE DISCRETION OF THE
MANAGEMENT. ANY SUCH CHANGES WILL BE MADE
KNOWN AS AND WHEN THEY OCCUR.
.................................................................................................................

EMPLOYEE NAME : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

EMPLOYEE NO. : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

POSITION : __________________________

SIGNATURE : __________________________

DATE : __________________________

46

2022

EDITION

AMANSARI COLLECTION BY SKS GROUP

AMANSARI RESIDENCE RESORT SERI ALAM
AMANSARI HOTEL DESARU
AMANSARI HOTEL NUSAJAYA