Rev. No Detail of Revision Date Revised Revised Clause 1.11 – Promotion Adds New Clause 1.17 – Unearned Wages Revised Revised Clause 2.5 – Public Holidays Revised Revised Clause 2.6 – Annual Leave Revised Revised Clause 2.7.1 – Prolonged Illness. Revised Clause 2.7.2 – Medical Treatment Cost Entitlement. Revised Clause 2.7.3 – Group Hospitalisation & Surgical (GHS) Scheme & Group Personal Accident Scheme (GPA). Revised Revised Clause 2.11 – Compassionate Leave Adds New Clause 2.12 – Transportation Allowance / Mileage Claim Adds New Clause 2.13 – Travelling Allowance & Outstation Hotel Accommodation Entitlement Adds New Clause 2.14 – Split Shift Allowance Adds New Clause 2.15 – Overnight Shift Allowance Adds New Clause 2.14 – Training and Education Adds New Clause 3.18 – Confidential Information Adds New Clause 7 – Policies (Member of SKS Group) (i) (i) (i) (i) (i) (ii) (iii) (i) (i) (i) (i) (i) (i) (i) (i) 01 02 03 04 05 06 07 08 09 10 11 12 13 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 01/01/2024 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 1.9 1.10 1.11 1.12 1.13 1.14 1.15 1.16 Vision 4 Mission 4 Core Values 5 Introduction 6 Fair Treatment & Equal Opportunity Open Door Policy Ethical Standards Personnel Records Employment of Relatives Probation Period Termination With Notice / Termination Without Notice Days & Hours Of Work / Work Schedules Performance Review Transfer And Secondment Promotion Voluntary Or Terminated Resignations Retirement Workplace Harassment, Discrimination, Retaliation, Violence, etc. Sexual Harassment Prevention Policy Grievances Procedure 8 8 8 9 9 9 9 10 10 11 11 12 12 12 13 14 1 CONTENT 1 . HUMAN RESOURCES POLICIES 1.17 Unearned Wages 15 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
2 2.COMPENSATION & BENEFITS Payment of Salary Employee Provident Fund (EPF), SOCSO AND EIS Annual Salary Increment Bonus Public Holidays Annual Leave Sick Leave, Hospitalization & Prolonged Illness Maternity Leave Paternity Leave Matrimonial Leave Compassionate Leave Transportation Allowance/Mileage Claim Travelling Allowance & Outstation Hotel Accomodation Entitlement Split Shift Allowance Overnight Shift Allowance Training And Education Examination Leave Weekly Rest Day Duty Meals 17 17 17 18 18 19 21 26 26 27 27 28 29 32 32 33 34 34 34 2.1 2.2 2.3 2.4 2.5 2.6 2.7 2.8 2.9 2.10 2.11 2.12 2.13 2.14 2.15 2.16 2.17 2.18 2.19 3.1 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 Access Card Name Tag / Identification Card Time Clock Punctuality and Attendance Staff Entrance and Exit Eating, Drinking & Gum Chewing Lost and Found Fraternization with Hotel Guests Solicitation and Distribution Hotel Address Secrecy of Business Affairs 3.YOUR RESPONSIBILITY 36 36 37 37 38 38 38 38 39 39 39 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
4.1 4.2 4.3 4.4 4.5 4.6 Uniform Personal Hygiene Fingernails Tattoos Personal Appearance Standards for Male Personal Appearance Standards for Female Entering and Leaving the Hotel Premises Gate Pass Removal of Hotel Property Public Area and Guest Facilities Telephone and Mobile Calls Computer Ethics Confidental Information Occupational Safety and Health 3.12 3.13 3.14 3.15 3.16 3.17 3.18 45 45 46 46 46 47 49 49 53 53 55 4.GROOMING STANDARD 5.CODE OF CONDUCT 6.OCCUPATIONAL SAFETY AND HEALTH 40 40 40 40 41 42 43 5.1 5.2 5.3 5.4 Code of Conduct Misconduct Smoke Free Workplace Alcohol and Drug Free Work Place 6.1 7. POLICIES (MEMBER OF SKS GROUP) Anti Fraud, Bribery & Corruption Policy Gifts, Hospitality, Donations and Similar Benefits Policy Privacy Policy Email Retention and Usage Policy 58 61 63 69 7.1 7.2 7.3 7.4 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 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 personal and career growth. OUR COMMUNITY Leaving a positive impact in our local community. OUR SHAREHOLDERS Ensuring sustainable returns to owners. AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 4
5 CORE VALUES B = BETTER We strive to deliver top quality solutions and services to exceed customers’ expectations, balancing customers and our competencies to achieve optimal results. U = UNITY We believe that our success depends on teamwork and our team can be counted upon to always provide support in times of need I = INTEGRITY We adhere to professional and ethical standards, conducting our business in all fairness and honesty. L = LIFELONG LEARNING We encourage learning, development and creating our growth through our customers’ success and our active business generation. D = DIVERSITY We believe in treating people as equals and in respecting others’ differences, rewarding and providing opportunities based on results and competencies. OUR AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
Thi s Employee Handbook i s intended sol el y as a guide for Hotel employees under SKS Group. Should any of the material and/or information presented in thi s Employee Handbook rai se questions or require greater detai l s or expl anation to you, pl ease contac t your Human Resources Department. The handbook i s not intended sol el y for new employees, but instead i s c reated as a reference tool for al l employees, regardless of their l ength of employment. The Company shal l reserve the right to amend, del ete or augment the handbook or part s thereof as and when necessary. A l l amendment s, del etions and additions shal l be advi sed by the Human Resources Department. A s an acknowl edgment that you have recei ved thi s handbook, pl ease sign the attached form and return it to the Human Resources Department. Do take note that upon termination of the employment with the Hotel , thi s handbook must be returned to Human Resources Department. 6 INTRODUCTION AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
HUMAN RESOURCES POLICIES AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
1.1 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 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 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. 8 HUMAN RESOURCES POLICIES FAIR TREATMENT & EQUAL OPPORTUNITY OPEN DOOR POLICY ETHICAL STANDARDS AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
1.4 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 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 During this period, all employees are required to undergo a probationary period as stated in line with individual letter of appointment. 1.7 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. 9 PERSONNEL RECORDS EMPLOYMENT OF RELATIVES PROBATION PERIOD TERMINATION WITH NOTICE / TERMINATION WITHOUT NOTICE AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
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 The normal work hours for all employees are 45 hours per week. The normal days and hours of work for admin or nonshift 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. 10 1.9 An appraisal will be conducted just before the end of the probationary period, and another for extension of probationary period if any. DAYS & HOURS OF WORK / WORK SCHEDULES PERFORMANCE REVIEW AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
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 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 11 TRANSFER AND SECONDMENT 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 6-months period Cross - Exposure Training AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
1.12 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 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 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. 12 VOLUNTARY OR TERMINATED RESIGNATIONS RETIREMENT WORKPLACE HARASSMENT, DISCRIMINATION, RETALIATION, VIOLENCE OR OTHER CONCERNS AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
1.15 Verbal harassment: e.g. offensive or suggestive remarks, comments, jokes, jesting, kidding, sounds, questioning. 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. Visual harassment: e.g. showing pornographic materials, drawing sex-based sketches or writing sex-based letters, sexual exposure. Psychological harassment: e.g. repeated unwanted social invitations, relentless proposals for dates or physical intimacy. Physical harassment: e.g. inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling, sexual assault. 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. 2. 3. 4. 5. 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. 13 SEXUAL HARASSMENT PREVENTION POLICY AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
1.16 S t e p O ne : A n emp l o y e e a l l e gi ng t h a t h e h a s a gri e v a nc e o r c o mp l a i nt mus t f ir s t l o d ge it t o h i s I mme d i a t e S up e ri o r w it h i n 3 w o r k i ng d a y s o f it s o c c urr e nc e . S t e p T w o : I f w it h i n 3 w o r k i ng d a y s a ft e r s t e p o ne a b o v e t h e d i sp ut e h a s no t b e e n r e s o l v e t o t h e s a ti s f a c ti o n o f t h e emp l o y e e , t h e ma tt e r w i l l b e r e f e rr e d t o t h e H uma n R e s o ur c e s D e p a rtme nt w it h r e sp o ns e ti me w it h i n 5 w o r k i ng d a y s . S t e p T h r e e : S h o ul d t h e emp l o y e e s ti l l no t s a ti s f i e d t o t h e r e p l y , h e / sh e ma y f i na l r e f e r t o G e ne r a l Ma na ge r a nd t h e G e ne r a l Ma na ge r sh a l l r e p l y no t l a t e r t h a n 1 0 w o r k i ng d a y s fr o m t h e d a t e t h e ma tt e r p r e s e nt e d t o h i m/ h e r. S t e p Fo ur: I f t h e d i sp ut e i s s ti l l no t r e s o l v e , t h e emp l o y e e ma y r e a c h o ut t o H uma n R e s o ur c e s Ma na ge r o r G r o up G e ne r a l Ma na ge r a t S K S G r o up h e a d q ua rt e r w it h r e sp o ns e ti me w it h i n 1 4 w o r k i ng d a y s a nd t h e r e pl y sh a l l b e f i na l . It i s t h e d e s ir e o f t h e C o mp a ny t h a t gri e v a nc e a ri s i ng b e t w e e n a n emp l o y e e a nd t h e C o mp a ny i s s e ttl e d a s e q uit a b l y a nd a s q ui c k l y a s p o s s i b l e . I n p ur sua nc e w it h t h e a i m o f r e a c h i ng a gr e eme nt a t t h e l o w e s t p o s s i b l e l e v e l . A ny gri e v a nc e , w h i c h i s no t p r e s e nt e d b y a n emp l o y e e t o h i s i mme d i a t e sup e ri o r w it h i n t h r e e ( 3 ) w o r k i ng d a y s o f t h e d a t e o f o c c urr e nc e o r sh a l l b e d e eme d t o h a v e b e e n w ai v e d , a nd t h e emp l o y e e c o nc e rne d w i l l no t b e a l l o w e d t o b ri ng up t h i s i nc i d e nt i n f ut ur e . A ny gri e v a nc e sh a l l b e d e a lt w it h i n a c c o rd a nc e w it h t h e f o l l o w i ng p r o c e d ur e : 1 . 2 . 3 . 4. 14 GRIEVANCES PROCEDURE AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
UNEARNED WAGES Unearned wage is any earnings by an employee that does not involve his direct efforts or labour. Employees monthly wage will perform accordingly & accurately in line with attendance system. Employees are strictly advised to follow the approved duty roster & assigned working hours by immediate superior. Any error in attendance system should direct to HR personnel as immediate action. Violations of this policy will be considered as grave misconduct and result in appropriate disciplinary action including termination. 1.17 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 15
COMPENSATION & BENEFITS AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
2.1 Wages shall have the same meaning as appearing in the relevant section of the Employment Act 1955. All employees are employed on a monthly rate of pay. 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. All employees are required to open a bank account with a designated bank. Your pay will be credited directly into your account not later than the seventh (7th) day of every month. 1. 2. 3. 4. 5. 2.2 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. The calculation of overtime is in line with the rates provided in the Employment Act, 1955. 6. PAYMENT OF SALARY EMPLOYEES PROVIDENT FUND (EPF) , 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. COMPENSATION & BENEFITS AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 17
18 Employees will be granted paid holidays on the following gazette Public Holidays: 2.5 PUBLIC HOLIDAYS 2.4 Bo nus i s no n- c o ntr a c t ua l w h i c h sh a l l b e sub j e c t e d t o t h e H o t e l d i s c r e ti o n a nd j ud gme nt. Wh e n it i s p a i d , s o l e l y t h e C o mp a ny sh a l l d e t e rmi ne t h e q ua nt um a nd p e ri o d o r d a t e o f p a yme nt. BONUS Thaipusam Chinese New Year Chinese New Year (2nd Day) Awal Ramadan Sultan Johor's Birthday (#) Hari Raya Puasa Hari Raya Puasa (2nd Day) Labour Day (#) Wesak Day Spb Yang Di-Pertuan Agong Birthday (#) Hari Raya Qurban Awal Muharam (Maal Hijrah) Almarhum Sultan Iskandar Hol Day National Day (#) Malaysia Day (#) Prophet Muhammad's Birthday Deepavali Christmas Day PUBLIC HOLIDAY ADMIN OPERATIONS NIL NIL PUBLIC HOLIDA TOTAL 18 16 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
19 Where a Public Holiday falls on Rest Day, the following working day immediately shall be a paid holiday. The Employer shall have the right to substitute any of the remaining holidays except those with (#), which is the mandatory (compulsory) public holidays. An employee who absents himself from a working day immediately before or after a public holiday or any days substituted thereof without the prior consent of the Employer or without reasonable excuse shall not be entitled to any holiday pay for that particular public holiday. (a) (b) (c) ANNUAL LEAVE Annual Leave Application should be submitted to his / her direct superior for approval at least four (4) working days before the said leave taken effect. All employees shall be entitled to paid annual leave according to the following schedule: (a) (b) Annual Leave entitlement (calculated based on calendar year basis), may only be allowed to carry forward to the 31st March of the following year and any balance unutilized leave shall be forfeited after that date, unless the Management consent to pay in-lieu with valid reason. (c) 2.6 Year of Service Executive / Managerial Non-Executive 0-2 Years 12 10 2-5 Years 14 12 5 Years above 16 16 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
All employees (regardless confirmed or probation) are allowed to apply for their leave based on earned basis. Director may approve Advance Annual Leave application, on case to case basis after it is supported by the respective HOD. Leave entitlement for incomplete years of service will be entitled to pro-rated rate of leave. The Management may at its discretion to grant salary in lieu of Annual Leave. Any leave which has to be taken due to an Emergency must be approved prior to taking the leave. It is the responsibility of staff member taking Emergency leave to inform and gain approval from the respective HODs. All Emergency leave will be deducted as annual leave (if available) or No Pay Leave (NPL). Employee is not allowed to offset their balance of Annual Leave when he/she is serving the resignation notice. However, the Management may request such employee to clear his/her balance of available Annual Leave to offset any of the resignation notice if needed. (d) (e) (f) (g) (h) AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 20
2.7 T h e f o l l o w i ng i s t h e p a i d s i c k l e a v e e ntitl eme nt f o r a l l emp l o y e e s w h e r e no h o sp it a l i z a ti o n i s ne c e s s a r y : <2 years 14 days ≥2 – 5 years 18 days >5 years 22 days I f h o sp it a l i z a ti o n i s ne c e s s a r y , t h e numb e r o f p a i d H o sp it a l i z a ti o n Le a v e e ntitl eme nt up t o S I X T Y ( 6 0 ) D A Y S p e r c a l e nd a r y e a r. S i c k l e a v e a nd H o sp it a l i z a ti o n Le a v e mus t b e a ut h o ri z e d a nd o b t a i ne d fr o m t h e R e gi s t e r e d Me d i c a l Pr a c titi o ne r ( w it h t h e go v e rni ng a ut h o rit y ) o r t h e G o v e rnme nt D o c t o r s . A n emp l o y e e sh a l l a l s o b e e ntitl e d t o p a i d s i c k l e a v e a ft e r e x ami na ti o n b y a d e nt a l surge o n a s d e f i ne d i n t h e D e nt a l A c t 1 9 7 1 [ A c t 5 1 ] p r o v i d e d t h a t t h e e ntitl eme nt f o r suc h s i c k l e a v e sh a l l b e i nc l us i v e o f t h e numb e r o f d a y s p r o v i d e d f o r a t ( a ) a b o v e . Emp l o y e e i s a l s o r e q uir e d t o i nf o rm o r a tt emp t t o i nf o rm h i s / h e r sup e ri o r o r H uma n R e s o ur c e s D e p a rtme nt o f h i s / h e r s i c k l e a v e w it h i n 48 h o ur s o f t h e c o mme nc eme nt o f t h e s i c kne s s . Pr o l o nge d me d i c a l l e a v e sh a l l b e gr a nt e d i n a d d iti o n t o t h e h o sp it a l i s a ti o n uti l i z a ti o n a t t h e C o mp a ny ’ s d i s c r eti o n. ( a ) (b ) ( c ) (d ) ( e ) 21 SICK LEAVE, HOSPITALISATION & PROLONGED ILLNESS Length of Service Entitlement per Calendar Year AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
PROLONGED ILLNESS Employee who have served for a minimum of three (3) years and is suffering from tuberculosis, cancer, leukemia, leprosy or paralysis shall receive the monthly salary for the first two (2) months at the beginning of illness being detected which shall run concurrently to his/her sick leave or hospitalization eligibility under the Malaysian Employment Act. Employee who has serves the company continuously 5 years and more AND has exhausted the 60 days hospitalization entitlement and due to the nature of the illness is bedridden at home for recuperation or an illness that would take considerable time for healing or recovery (e.g. Tuberculosis, Cancer, Polio, etc.) as advised by the panel of doctors or government/ private medical officer and, is unable to perform normal duties under normal conditions. The original Medical Certificate has to be attached. (a) (b) 1 month on full pay (basic salary & fixed allowances only) 3 months on half pay (basic salary & fixed allowances only) 3 months on no pay (i) (ii) (iii) When the above sick leave has been exhausted, the company will decide at its discretion to terminate or extend the service of the employees further on leave without pay. 2.7.1 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 22
MEDICAL TREATMENT COST ENTITLEMENT The Company will bear the cost of medical treatment and medications (includes DENTAL TREATMENT) - cover only routine dental treatment such as routine checking, scaling and extraction and not orthodontics or cosmetic treatment) as prescribed by the registered medical practitioner and government / private hospital / clinic as per below table. The reimbursement shall only be made with original receipt. Employees are also eligible to make any Chinese Traditional medical & Treatment claim. The entitlement shall also cover the legal spouse, children (single, still fulltime study and below 25 years old) and parents of the employee that subject to employees’ available medical claim limit and entitlement. The Company will consider to approve any other medication claim, at its discretion, that subject to employees’ available medical claim limit & entitlement. (a) 2.7.2 23 Non-Managerial Level Managerial Level Length of Service Entitlement per Calender Year < 2 years ≥ 2 to < 5 years 5 years and more Effective 1st January 2024 RM 500 RM 600 RM 700 (i) (ii) Length of Service Entitlement per Calender Year < 2 years ≥ 2 to < 5 years 5 years and more Effective 1st January 2024 RM 800 RM 1,000 RM 1,200 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
The management is also granted the extension of the above entitlement limit coverage to the below:- Spectacles except contact lens (employee only); Medical checkup fees (employee only). Employee will only eligible and make claim to the pro-rata Medical Claim entitlement per annum based on date join if he / she serves the Company less than full year of service in the same calendar year. The Company shall NOT pay for the expenses and cost of the following: The employee’s medical claim entitlement shall not be deducted if he / she is injured due to company affairs or if the said amount is reimbursed back by SOCSO, third party (including the insurance company). The Company may, at 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 at its discretion. (b) (c) (d) (e) (i) (ii) 24 (i) (ii) Expenses incurred for medical or surgical or other appliance e.g. hearing aids and cosmetics surgery. Any expenses arising out of proven self- inflicted injury or illness or disease caused by misconduct or breach of discipline. GROUP HOSPITALISATION & SURGICAL (GHS) SCHEME & GROUP PERSONAL ACCIDENT SCHEME (GPA) 2.7.3 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
The insurance Category covers for Employee Only (EO). Applies for Confirmed Staff only. Employees may also direct with Human Resources Department regards to the Beneficial terms, Exclusion, Admission processes & Panel listings for further references. Group Personal Accident Scheme (GPA) as below: Category Manager Executive Non-Executive Higher Risk Higher Risk Department - - - Kitchen Maintenance Amount (RM) RM 300,000 RM 150,000 RM 100,000 RM 300,000 RM 150,000 RM 100,000 RM 300,000 RM 150,000 RM 100,000 Level - - - Manager Executive Non-Executive Manager Executive Non-Executivet 25 Group Hospitalization & Surgical (GHS) as below: Length of Service RB 150 (Exec. & Above) RB 120 (Below Exec.) Non-Managerial Employee Only (EO) Employee Only (EO) Amount (RM) Overall Limit Per Annum RM 50,000.00 RM 30,000.00 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
2.8 Fema l e emp l o y e e sh a l l no ti f y H uma n R e s o ur c e s D e p a rtme nt w it h i n a p e ri o d o f s i x t y ( 6 0 ) d a y s i mme d i a t e l y p r e c e d i ng h e r e x p e c t e d c o nf i neme nt no ti f y t h e C o mp a ny a b o ut it a nd t h e d a t e fr o m w h i c h sh e i nt e nd s t o c o mme nc e h e r ma t e rnit y l e a v e a nd t h e C o mp a ny ma y susp e nd t h e s a i d ma t e rnit y A l l o w a nc e unti l suc h no ti c e i s gi v e n t o t h e C o mp a ny . 26 MATERNITY LEAVE A l l Fema l e emp l o y e e s sh a l l b e e ntitl e d t o ni ne t y - e i gh t ( 9 8 ) d a y s p a i d Ma t e rnit y Le a v e ( i nc l ud i ng r e s t d a y a nd a ny p ub l i c h o l i d a y t h a t f a l l s d uri ng t h a t ti me ) w h i c h sh a l l no t c o mme nc e e a rl i e r t h a n t h irt y ( 30 ) d a y s i mme d i a t e l y p r e c e d i ng h e r c o nf i neme nt o r l a t e r t h a n t h e d a y i mme d i a t e l y f o l l o w i ng h e r c o nf i neme nt. Fema l e emp l o y e e sh a l l no t b e e ntitl e d t o a ny Ma t e rnit y A l l o w a nc e i f a t t h e ti me o f h e r c o nf i neme nt sh e h a s f i v e o r mo r e sur v i v i ng c h i l d r e n. 2.9 T h e Pa t e rnit y Le a v e e ntitl eme nt sh a l l b e a s f o l l o w : (1 ) A ma rri e d ma l e emp l o y e e sh a l l b e e ntitl e d t o a p a i d Pa t e rnit y Le a v e a t h i s o rd i na r y r a t e o f p a y f o r a p e ri o d o f S EVE N ( 7 ) c o ns e c uti v e d a y s i n r e sp e c t o f e a c h c o nf i neme nt. ( 2 ) T h e Pa t e rnit y Le a v e sh a l l b e r e s tri c t e d t o f i v e c o nf i neme nt s irr e sp e c ti v e o f t h e numb e r o f sp o us e s . PATERNITY LEAVE AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
( 3 ) A ma rri e d ma l e emp l o y e e sh a l l b e e ntitl e d t o Pa t e rnit y Le a v e fr o m h i s emp l o y e r i f — ( a ) H e h a s b e e n emp l o y e d b y t h e s ame emp l o y e r a t l e a s t t w e l v e mo nt h s i mme d i a t e l y b e f o r e t h e c o mme nc eme nt o f suc h Pa t e rnit y Le a v e ; a nd (b ) H e h a s no ti f i e d h i s emp l o y e r o f t h e p r e gna nc y o f h i s sp o us e a t l e a s t t h irt y d a y s fr o m t h e e x p e c t e d c o nf i neme nt o r a s e a rl y a s p o s s i b l e a ft e r t h e b irt h . 27 2.10 T h r e e ( 3 ) w o r k i ng d a y s gr a nt e d f o r t h e o c c a s i o n o f a c o nf irme d emp l o y e e ' s f ir s t l e ga l ma rri a ge o nl y . A c o p y o f h i s ma rri a ge c e rti f i c a t e mus t b e p r o d uc e d t o sup p o rt h i s a p p l i c a ti o n. O ne (1 ) w o r k i ng d a y gr a nt e d f o r c o nf irme d emp l o y e e ' s i n e a c h c a l e nd a r y e a r o n t h e o c c a s i o n o f t h e ma rri a ge o f t h e ir l e ga l c h i l d r e n. MATRIMONIAL LEAVE (a) (i) (ii) (iii) COMPASSIONATE LEAVE Subject to documentary proof, all employees shall be granted paid Compassionate Leave (working days) of occurrences given below: - SINGLE (UNMARRIED EMPLOYEE) Death of parents, brothers or sisters Death of immediate grandparents Disasters such as flood, fire, robbery, accidents etc. affecting employee 2.11 - 3 Days - 2 Days - 2 Days AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
MARRIED EMPLOYEE (INCLUDING WIDOW,DIVORCEE) Death of husband, wife or children Death of parent & parent-in-law of the employee Disasters such as flood, fire, robbery, accident etc. affecting employee NON-CASH COMPASSIONATE CONTRIBUTION CASH COMPASSIONATE CONTRIBUTION (b) (i) (ii) (iii) (c) (i) (d) (i) - 3 Days - 2 Days - 2 Days The Company may, at its sole discretion, to determine whether to give non-cash compassionate contribution (such as wreath etc.) in the event of the demised of employees, or their family members and depending on the employment level of the employee. The Company will make the below Cash Compassionate Contribution to the employees on the demise of their immediate family members (as defined below) and / or the demised of the employee. However, the Company may, at its sole discretion, to change the contribution amount. 28 No. 1. 2. 3. Category Immediate Family members i) Parents ONLY i) Parents ii) Legitimate Spouse iii) Legitimate Children - Employee – Single Status Employee – Married Status Demised of the Employee RM 500.00 / Occasion RM 500.00 / Occasion RM 1,000.00 Contribution Amount (RM) AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
2.12 Transport allowance in the form of mileage claim at the rate of RM0.60 per kilometer (KM) – subject to change shall be provided to employee using own private car on Company assignments away from the company for local travelling of within 50KM radius, irrespective of vehicle’s capacity. NO claim shall be made if Company car is used. However, if the employee is being paid a fixed transport allowance, then he/she shall not be eligible to make this local travelling claim as well as other mileage claim as per package compensation. For Outstation travelling on personal car, the employee is allowed to claim RM0.15 per kilometer (KM) as car maintenance cost AND fuel expenses claim of RM0.30 per kilometer. However, the management may make a special arrangement / package as replacement for staff who are required to travel to outstation frequently. Tolls and parking for official duty are claimable unless it has been covered by the Company. (a) (b) (c) TRANSPORTATION ALLOWANCE / MILEAGE CLAIM AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 29
(a) (b) TRAVELLING ALLOWANCE & OUTSTATION HOTEL ACCOMODATION ENTITLEMENT Travelling Allowance Outstation Hotel Accommodation Entitlement Our Company has revised all daily allowances for employees travelling within Malaysia (additional rule for official assignment – outside same state or at least more than 200 KM radius from his/her usual workplace) to Singapore and Overseas on assignment. These daily allowances cover food and beverage only. All employees are eligible to the following outstation hotel accommodation on Company Offical duty and the Management shall decide the Hotel Accommodation for employees based on the below table & Management’s prior approval must be obtained for any upgrade of entitlement due to unforeseen circumstance. (i) Malaysia (ii) Singapore (iii) Overseas (other than Singapore) – Travel to / from on the same day – Travel to / from (more than 1 day) – Travel to / from on the same day – Travel to / from (more than 1 day) RM30.00 / day RM50.00 / day SGD 30.00 / day SGD 50.00 / day RM 100.00 / day (i) 2.13 30 The employees must fill and complete the Outstation Field Work / Visit Application Form, for Management’s approval & submit to HR Department for arrangement follows the required procedure (lead time etc.). Below is the Outstation Accommodation Table specifies the entitlement and its rules, Original receipt is required for reimbursement if self-arranged for hotel accommodation. (ii) (iii) AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
Employee Class Non-Managerial Staff Managerial Staff Company Director All Level of Employees – Overseas Travelling Outstation Hotel Accommodation Entitlement (Within Malaysia) Rules (a) Up to RM 150 per room per night – Travel Alone at its employee classification; (b) Up to RM 250 per night – Twin Sharing for employee classification that REQUIRED stay in One Room. (i) The hotel accommodation for the same gender employees MUST BE based on Twin Sharing basis – unless travel alone. (b) Up to RM 250 per night – Twin Sharing for employee classification that REQUIRED stay in One Room. (a) Up to RM 350 per room per night – Single Occupancy; (b) Up to RM 600 per room per night – Twin Sharing for employee classification that chooses to stay in One Room. (i) Allowed for Single Occupancy for employees of this class. (ii) The hotel accommodation for the same gender employees MAY twin share a room for a higher rate room. At Company Discretion (i) Allowed for Single Occupancy for employees of this class. At Company Discretion (i) The hotel accommodation for the same gender employees MUST BE based on Twin Sharing based on Twin Sharing basis – unless travel alone. AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 31
2.14 SPLIT SHIFT ALLOWANCE An employee who works on Split Shift duty shall be paid an allowance of RM 4.00 per day for such duty performance for less than 10 hours in a day. 2.15 OVERNIGHT SHIFT ALLOWANCE An employee who is scheduled to work on an overnight shift at 11:00 PM, or thereafter before 4:00 AM shall be paid an allowance of RM 4.00 per day for such work performed. AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 32
TRAINING AND EDUCATION Employee may be selected by the Company to attend courses. If necessary, employees attending courses locally or overseas, sponsored by the company may be required to enter an agreement with the company to work for a specific period of time. A service bond will be imposed on employee who attending company sponsored courses or trainings as follows: (a) (b) No. 1. 2. 3. Total Training Cost (RM) 3,000 – 5,000 More than 5,000 – 10,000 More than 10,000 No. of Years Bond 1 year bond 2 years bond 3 years bond 2.16 33 Employee who fails to complete the service bond shall payback the company for the cost in proportion that the company sponsored subject to the balance not served duration. The training bond shall only commence after the employee has completed the said training; in the event of incompletion of training or failure to serve the training period, the employee is required to compensate the company for the duration not being served. The compensation shall based on the actual expenses that the company spend on the employees relating to the said training including and not limited to any course fees, meal claim, travelling expenses and examination fees. (c) (d) AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
2.17 EXAMINATION LEAVE 34 (a) (b) 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. 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. 2.18 WEEKLY REST DAY A l l emp l o y e e s sh a l l b e e ntitl e d t o o ne r e s t d a y p e r w e e k a s d e t e rmi ne d b a s e d o n t h e s c h e d ul e , w h i c h sh a l l b e p r e p a r e d b y t h e D e p a rtme nt H e a d . 2.19 DUTY MEALS A l l emp l o y e e s w i l l b e e ntitl e d t o o ne (1 ) d ut y me a l p e r sh i ft w h i l e o n d ut y . Y o u w i l l b e a d v i s e d o n y o ur b r e a k ti me b y y o ur D e p a rtme nt H e a d / S up e ri o r. N o f o o d a nd d ri nk s p r o v i d e d b y H o t e l a r e a l l o w e d t o b e b r o ugh t o ut fr o m S t a f f C a f e t e ri a . C l e a r y o ur o w n a r e a a ft e r f i ni sh e d e a ti ng a nd k e e p t h e p l a c e c l e a n. AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
YOUR RESPONSIBILITY AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
3.1 36 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 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. ACCESS CARD NAME TAG / IDENTIFICATION CARD YOUR RESPONSIBILITY AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
CONTENT Vision Mission Core Values SKS Group of Local Hotels 3.3 37 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. 3.4 Always be present at your work station on time, ready to commence work. If for some unusual circumstances you are late, call you're Superior immediately. If you are unable to report for work, call your Superior at least 2 hours before you are due to commence work. 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. TIME CLOCK PUNCTUALITY AND ATTENDANCE AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
3.5 38 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. 3.7 Promptly report all "lost and found" items and where were found, and return them over to your Supervisor or Security Department. 3.6 All staffs are permitted eating, drinking and especially chewing gum in front of guest are very unprofessional and poor image to our guests. 3.8 FRATERNIZATION WITH HOTEL GUESTS 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. STAFF ENTRANCE AND EXIT LOSS AND FOUND EATING, DRINKING & GUM CHEWING AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
3.9 SOLICITATION & DISTRIBUTION 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 HOTEL ADDRESS 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 SECRECY OF BUSINESS AFFAIRS 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. 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. (a) (b) AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 39
ENTERING AND LEAVING THE HOTEL PREMISES All employees must enter and leave the hotel only through the employee entrance located at basement level. 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. (a) (b) 3.12 3.13 GATE PASS 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 REMOVAL OF HOTEL PROPERTY 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 PUBLIC AREAS AND GUEST FACILITIES Employees should avoid walking through the lobby and public areas of the hotel or using guest lift unless necessary. Uniformed employees must not use guest toilet in the public areas. (a) (b) AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024 40
The use of guest facilities and services are strictly prohibited unless with prior approval from your head of department. The unauthorized presence of employees in guest areas may subject him to disciplinary action. (c) (d) 3.16 TELEPHONE AND MOBILE CALLS 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 during their break times. The use of personal mobile phone is allowed in the cafeteria, locker room, staff lounge and employee entrance 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. 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. (a) (b) (c) (d) (e) 41 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
COMPUTER ETHICS 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. 3.17 42 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
CONFIDENTIAL INFORMATION All employees shall not, except in the proper of course of your duties, during or after the employment period under this Contract divulge to any person whatever or other make use of and shall use his best endeavors to prevent the publication or disclosure of any Confidential Information. All notes and memoranda of any Confidential Information which is acquired received or made by you during your employment period shall be the property of the Company and shall be surrendered by you to someone duly authorized in that behalf at the termination of your employment. The employee may be liable for any damages suffered by the Company, including disciplinary action in the event of any unauthorized transmission, act of deletion, modification and/or destruction of such Assets mentioned above. 3.18 (a) (b) (c) 43 AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
GROOMING STANDARD AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
4.1 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. Employees must wear a complete set of uniform provided by the hotel during working hours. The uniform should be clean and well ironed. Strictly no jeans and inappropriate tops are allowed during working time. Employees must inform HOD / HR if there is any problem pertaining uniform. Uniform is to be worn in the manner as per request by the Company. No variations to standard uniform are acceptable. Name badge is to be worn and in good condition. For Kitchen employees, they should wear designated cap and apron. 1. 2. 3. 4. 5. 6. 7. 8. 4.2 Maintain personal cleanliness by shower daily. Oral hygiene (brushing of teeth) required. Use deodorant / anti-perspirant to minimize body odours. Employees are expected to meet hygiene requirements. Please always: 1. 2. 3. 45 UNIFORM PERSONAL HYGIENE GROOMING STANDARD AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
4.3 Fingernails and hands must be kept clean. Nail polish should be neutral in colour. Transparent & overly dark colours are not acceptable. Decorations or decorative painting on nails is also unacceptable. Men may only wear clear nail polish. 1. 2. 3. 4. 5. 4.5 Hair must be in natural colours and conservative styles, off the face and collar. Hair should be clean, neatly trimmed and kept in short. Strictly no wild colouring and hair styles with ‘spikes’ or tail. 1. 2. 3. 4.4 No visible tattoos are allowed. Moustaches & beards are not permitted. Must be clean shaven. 1. 2. Jewellery is confined to a wedding/engagement band and one discreet necklace. No earrings are to be worn. 1. 2. 46 FINGERNAILS PERSONAL APPEARANCE STANDARDS FOR MALE 4.5.1 HAIR TATTOOS 4.5.2 MOUSTACHES & BEARDS 4.5.3 JEWELLERY AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
Socks are to be worn by all employees as specified by your department’s uniform. Socks should be black, plain in colour. Shoes are to be worn as specified by department or work requirements. Black non-slip shoes are to be worn. It’s must be kept clean and polished at all times. 1. 2. 3. 4. 5. 4.6 Hair to be in natural colours and conservative styles, off the face and tied back if it is longer than shoulder length. Hair ties, clips, ribbons or rouge may be used – these must be in black colour. 1. 2. Black colour. Wear it according to determined style and neat 1. 2. 1. Conservative make up, using natural shades is acceptable. 47 4.5.4 SOCKS & SHOES PERSONAL APPEARANCE STANDARDS FOR FEMALE 4.6.1 HAIR 4.6.2 HEADSCARVES 4.6.3 MAKE UP AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024
Jewellery is confined to a wedding/ engagement band and one discreet necklace. Only a pair of studded earrings can be worn. 1. 2. Socks/pantyhose are to be worn if specified in your department / work. The regulation shade is to match with your skin tone. No fancy stockings are allowed. Shoes are to be worn as specified for your department / work and must be kept clean and polished at all times. Black low heeled non-slip court shoes are to be worn. It’s must be kept clean and polished at all times. 1. 2. 3. 4. 5. 6. 48 4.6.4 JEWELLERY 4.6.5 SOCKS & SHOES AMANSARI EMPLOYEE HANDBOOK 1 JAN 2024