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7.7 Regulation on Lost & Found Items in the company premises
If Team Member accidentally finds assets or items in the company premises and does not

know the origin of those assets or items, and also is not able to find the owners, he/she
must immediately inform the Supervisor or Manager. If he/she is not able to inform the
Department Head at the moment, the Housekeeping Department must be informed in order
to have the found items recorded. The item will be kept until a certain period of time
depending on the value and if it is not
claimed by the owner, the found items will be given to the Team Member who found it. If
the found items are to be taken out of the company, a letter of approval from the
Management, and Gate Pass are required to present to the security officers. Failure to follow
this regulation will be considered stealing items from the company, which would be subject
to serious disciplinary action and against the law.

In addition, any items given to Team Member by customers must be accompanied by a
letter from the customers as a confirmation before the Team Member is allowed to take such
the items out of the company premises. The letter of confirmation from the customers and
the company's Gate Pass must be presented at the security officer area.

7.8 Regulation over inspection
7.8.1 Team Member must allow the security officer stationed at the Check Point or any
officers assigned by the company to entirely inspect his/her bags or items upon arrival
and departure from the company premises, including the time while on duty in the
company premises.
7.8.2 Those that necessarily need to bring bags, packages, things or electrical appliances
into or out of the company area must leave their belonging at the Checking point /
Security Office. Hereby, name and surname of the owners must be clearly written in
all of the items. After finishing daily duties, they are allowed to take their belonging
back.

7.9 Regulation over Physical Check-up
Team Member must take care of his/her health to be ready to work at all times. Team

Member must comply with the annual physical checkup program organized by the company.
Those who found themselves weak and are not in condition to be on duty must inform the
Human Resources Department immediately for further consideration.

7.10 Regulation over returning the company's assets
When leaving the company, Team Member must return the entire asset to the company.

If the assets are damaged or lost whether it is intentional or unintentional, Team Member
must take full responsibility over the matter. The assets of which the Team Members have
to be responsible for are:

1. Working Equipment
2. Team Member I.D. Card
3. Name Badge
4. Uniform in which Company given for using on work
5. Locker

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7.11 Regulation over Security at the Company Premises
1. Team Member is obliged to maintain the safety of the company, and also prevent the
asset from being damaged or inappropriately used.
2. Whenever Team Member notices something unusual such as suspicious person,
robbery, fire, or any events which might lead to danger, he/she must immediately
inform the Department Head, security officers, or other related officers for further
inspection.
3. If Team Members have a personal visitor while on duty, the visitor must contact the
security officer at the Checking Point/Security Office. Team Member is not allowed to
meet or have a chat with his/her guest in the working area or lobby except those who
are granted approval by the Management.
4. Team Member must ask permission from his/her Department Head before meeting
his/her visitor at the Checking Point/Time Keeper.
5. Team Member is not allowed to smoke in the working area, especially the area where
the fire could easily start such as the stairways, pathways, Team Member toilet, locker
room, gas warehouse, and other risky areas. Team Member can smoke in the smoking
area where company provided only.
6. Team Member is obliged to assist in preventing fire and must comply with the
company's Fire Prevention Program. Team Member must strictly follow the assigned
duties.
7. Team Member must keep the working equipment in order at the right place and not
obstruct the Fire Exit area.

7.12 Regulation over the Sex Related Matters
1. Team Member is not allowed to invite, offer service, and provide materials, related to
sexual intercourse to the customers or other Team Member.
2. Team Member is not allowed to behave, both physical’s and verbally actions that show
sexual harassment to other Team Member, Department Head, Supervisor, or the
customers.
3. The Department Head or Supervisor are strictly prohibited to sexually harass their
colleagues.
4. Violation of the Regulation over the Sexual Relationship will be considered serious
offence which is subject to termination without compensation. The violation will also be
considered a criminal offence.

7.13 Regulation over Training Program and Information Searching
1. Team Member is obliged to follow training in line with the company's training program.
2. Those that ignore and pay no attention to the training program will be recorded in
his/her personal data file, which would negatively affect the promotion.
3. Team Member is obliged to carefully read the company announcement on the
company's announcement board and must give cooperation to all announced
regulation. Paying no attention to the announcement will result to punishment as per
the rule and regulations if the ignorance over the matter affects the company.

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SECTION 8 Discipline and Disciplinary Action

In order to run an efficient operation with high standards, it is necessary to outline the
policy over the Team Member behavior or discipline with the objective of encouraging all Team
Member to strictly hold themselves in accordance with the company's rule and regulation. The
company also aims at improving the Team Member behavior more than focusing on punishment.
The punishment will be launched only when the Team Member violates or ignores the regulation.
Detail of disciplinary action and punishment program is valid within one year from the date of
issue.
The offences are divided into 3 categories:

1. Minor Offences
The Disciplinary Action is:

Step 1. Verbal Warning (recorded in writing)
Step 2. First Written Warning
Step 3. Second Written Warning
Step 3. Last Written Warning
Step 4. Temporarily suspension from duties for a period of not exceeding 7 days

without pay (This is the Final warning)
Step 5. Terminated from duties without any compensation

2. Major Offences
The Disciplinary Action is:

Step 1. Last Written Warning
Step 2. Suspension for the period of not exceeding 7 days without pay

(This is the last warning)
Step 3. Terminated from duties without any compensation

3. Serious Offence
The Disciplinary action is immediate termination from duties without any

compensation. Those who violate or ignore the company's regulation or announcement in
accordance with the law are to be punished by their Department Head in line with the
company's Punishment Regulation and acknowledged by the Human Resources Manager
to ensure fairness of such action.

Those who still violate or ignore the company's regulation and are proven that
they are guilty, the Human Resources Manager is authorized to process the punishment
with the final approval granted by the General Manager and/or the Assistant General
Manager.

Other offences not specified in the regulation are upon the entire consideration of
the management based on each case and appropriate reason.

8.1 Minor Offences
The following behaviors are to be considered under the minor offences
1. Reporting to work late or later than the assigned roster

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2. Failing to work or perform overtime or special duties after being assigned by
supervisor or manager without appropriate reason.

3. Failure to inform or no attempt made to contact his/her immediate supervisor or
manager when is not able to report on time.

4. Failure to do the finger scan in/out or record his/her working time.
5. Not using the Team Member entrance and exit provided for Team Member.
6. Meeting friends or relatives while on duty without written approval from his/her

supervisor or manager.
7. Having personal relatives, friends, or other personal guest cause disturbance to other

Team Member or customers inside the company's premises.
8. Wearing untidy dresses or having the company's uniform worn inappropriately,

including failing to keep the dresses or the uniform cleans and keep him/herself
properly groomed. Hereby, they are considered to completely fail to follow the
company's grooming regulation.
9. Not wearing name badge while on duty or using the wrong one.
10. Using other Team Member's identification card.
11. Wearing the uniform outside the company premises while on duty or bringing the

uniform home without written approval from his/her manager.
12. Failing to have the uniform laundered on assigned schedule.
13. Having meals, chewing foods or gums in front of the customers while on duty.
14. Reading newspapers, magazines, while on duty in the company’s premises.
15. Failing to inform his/her supervisors or manager when noticing that some of the

company's asset or facilities are damaged or lost.
16. Failing to inform his/her supervisor or manager when noticing that there are some

people injured or facing accidents.
17. Failing to follow his/her supervisors or managers order during the Team Member

meeting or department meeting is set up.
18. Failing to participate in the company's assigned training program or show ignorance

to be trained.
19. To gossip or show inquisitiveness to the customer’s personal affairs or personal

business.
20. Asking or directing an individual reward or tip from the customers.
21. Failing to comply with the yearly physical check up organized by the company.
22. Failing to inform the Human Resources Department within 7 days after changing the

personal data.
23. Being stubborn or showing ignorance while on duty, or entering other department of

which he/she is not related to or entering the customer service area, except if
he/she received the written approval from supervisor or manager to enter the
mentioned area to perform assigned duties.
24. Using the company's telephone or using mobile phone for personal affair both giving
calls and receiving calls while on duty. In case of emergency, the written approval
issued by the supervisor or manager is required before the Team Member is allowed
to use the company's telephone or personal mobile phone. Team Member may use
the public telephone booths provided inside the company's premises during the
break times.

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25. Having meals or leaving food junk inside the working area. The Team Member can
have meals only at the Team Member canteen.

26. Taking food, beverages, or canteen equipment and kitchen utensils out of the Team
Member canteen without written approval.

27. Collecting contribution money or whatever kind without the written approval from
the General Manager or Assistant General Manager.

28. Using guest facilities such as restaurant, bars, toilets, provided for the customers, or
entering any area specifically provided for the customers without written approval
from the manager.

29. Showing ignorance to read and follow the company's announcement.
30. The less fault issue besides from all the above mentioned, Company will consider in

case by case basis.

8.2 Major Offences
The following behaviors are considered as major offences
1. Leaving working area and going outside the company premises while on duty, or
leaving before assigned working time schedule without a written approval from the
supervisor or manager.
2. Team Member sleeping while on duty.
3. Intentionally resisting or violating the supervisor or manager orders.
4. Performing duties carelessly without appropriate cautions.
5. Being absent from work without appropriate reason or explanation given to his/her
supervisor or manager.
6. Drinking all kinds of alcohol or liquor in public places near the company premises and
behaving in inappropriate manner causing harm to the company's reputation.
7. Causing untidiness, dirtiness, inside the company's premises such as leaving food
garbage, things, and cigarette ashes onto the floor, including spitting onto the floor or
the wall.
8. Intentionally ignore to have his/her attendance card punched, or intentionally ignore
to record his/her working time when being late or leaving early.
9. Changing working time schedule or holidays assigned by the supervisors or manager
without informing the company in advance without approval from the supervisors or
manager.
10. Feigning sick, and taking sick leave, which could be proved later that his/her
sickness is falsified.
11. Failing to submit the company's Leave Form in line with the company's regulation
and/or taking a day leave while his/her Leave Form has not yet been approved by
the supervisors or managers.
12. Lending or allowing other Team Member to use his/her personal I.D.
13. Carelessly using the company's facilities and causing damages to the company's
equipment.
14. Using the company's facilities for personal affair without written approval from
supervisor or managers.
15. Intentionally damage the assets belonging to the company, customers, and his/her
colleagues.

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16. Failing to return all accidentally found items to the owners or keeping the mentioned
items for a long period of time without informing his/her supervisors or manager or
failing to have all found items sent to the Housekeeping Department, which is
directly responsible for the matter as “Lost & Found”.

17. Cooking food inside the company's premises without written approval from
supervisor or manager.

18. Arguing, quarrelling, or causing argument with the supervisors or managers,
colleagues, or the customers.

19. Using bad wordings, shouting or showing behavior, which incites another Team
Member to fight or to be forced.

20. Smoking in the non-smoking area, or smoking inside the elevator, in front of the
customers, or smoking while being on duty, including smoking along the pathways,
stores, fire exit stairs, toilets and etc.

21. Having his/her personal money exchanged into foreign currencies with the
customers, or colleagues, or with the company.

22. Bringing too much money inside the company premises. If so, his/her supervisor or
manager must be immediately informed.

23. Using the company's vehicles without written approval from the manager.
24. Falsifying his/her wordings when being on the company's investigation or inquiry.
25. Behaving in inappropriate manners, harming the calmness between colleagues.
26. Attaching personal announcement onto the company's information board, or

removing, adding, deleting, and destroying the company's publication or
announcements attached on the board without written approval from supervisor or
manager.
27. Distributing personal documentation, both written and pictured forms, including
brochures and all kinds of printed matters inside the company without written
approval from the General Manager.
28. Intentionally showing pictures or films related to sexual affairs.
29. Writing rude wordings or statements onto the public areas of the company, harming
reputation of other people and causing damages to the company's facilities.
30. Behaving as a tour guide by suggesting the customers to use the same service
offered by other companies.
31. Not showing his/her personal I.D. card while working inside the company premises
or ignoring to inform the Personnel Department about his/her lost I.D. card.
32. Sleeping while being on duty or taking a nap inside the company's premises after
finishing his/her shift without written approval from the supervisor or manager.
33. The Company will consider on a case by case basis on issue not listed above.

8.3 Serious Offences
The following behaviors are considered serious offences
1. Failing to honestly perform his/her duties, both related to customers and the
company, or his/her colleagues.
2. Failing to strictly obey the company's regulations and the safety regulations which
caused to serious damage to the company.
3. Falsifying the company's documentation.

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4. Punching the attendant card or recording working time for other Team Member or

having other Team Member punch or record his/her attendant card with intentionally

dishonest.

5. Using the company's name or venue for personal business.

6. Spending his/her working time to do personal business.

7. Selling goods inside the company area, whether they are sold by cash, hire purchase,

or paying by installment, including selling items without presenting goods for any

purposes in anytime without written approval from the manager.

8. Failing to inform his/her personal serious communicable diseases, which the Team

Member him/herself realizes may harm the customers and his/her colleagues.

9. Bringing in all kind of weapons a dangerous content into the company complex, such

as explosive, inflammable materials, alcohol drinks, drugs, including all kind of

dangerous tools and fierce/poisonous animals.

10. Keeping inflammable materials, illegal items, or the company's assets, which are not

specifically given to the Team Member, inside the locker.

11. Intentionally causing damage to the company's asset, or the customers asset,

including the other asset owned by other people related to the company.

12. Causing any behavior, which might lead to danger against colleagues, or other

people related to the company.

13. Violating the regulation by smoking or causing fire in a dangerous area, or non-

smoking area, or smoking and causing fire close to inflammable materials or inside

the cooking area, which would cause danger and fire.

14. Threatening, forcing, interfering, or hurting Team Member under his/her commands,

colleagues, supervisors, managers, or senior executive Team Member of the

company.

15. Behaving in an impolite manner, or using rude wordings against the customers,

superiors, or colleagues in the same level or lower level in front of the customers.

16. Provoking to cause argument, or intentionally hurting other people, or destroying

the asset owned by other Team Member inside the company complex.

17. Fighting with other Team Member inside the company area, whether having

weapons or not which will be caused to serious damage to the company.

18. Entering the customer apartments, or entering the customer apartment together

with the customers, which is not his/her normal duty without written approval from

the supervisor or managers.

19. Having relationship with customers.

20. Bringing outsider into the guest room or company area without approval.

21. Stealing the company's asset or stealing the asset of the customers or colleagues.

22. Having food or beverages provided for customers or left by customers, whether it is

alcoholic drink or not without any permission.

23. Being on duty intoxicated by alcohol or drugs which will caused to serious damage to

the company.

24. Drinking all kind of alcohol or liquor inside the company's premises whether the

Team Member are being on duty or not without any permission from the General

Manager or Resident Manager which will caused to serious damage to the company.

25. Behaving in inappropriate manner and immorality, showing sign of obscenity, or

sexual service.

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26. Offering any service to customers, which are not provided by the company, which
would make him/herself get either the direct or indirect benefit.

27. Participating in all kinds of gambling inside the company complex, including buying a
lottery ticket, and playing shares.

28. Disclosing the company's business plan to other people outside the company, which
might either benefit the company's competitors or damage the company's benefit.

29. Disclosing his/her own salary rate, or the salary rate of other Team Member to
colleagues or other unrelated people which will caused to serious damage to the
company.

30. Working for two companies, especially where the Team Member derives direct
benefits from the second job in relating to the position he/she is employed at the
company.

31. Keeping the company's keys without written approval from the manager, or copying
the company's keys to open the customers rooms, or other rooms inside the
company complex.

32. Offering or asking for bribe, commission from people related to the company's
business administration.

33. Giving or receiving precious items or any other items for the benefit exchange over
the company's promotion or any other exchanges, which cause benefit to the givers.

34. Conducting sexual harassment to another Team Member.
35. Any serious offence besides all the above mentioned, will considered by the

company in case by case basis.

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SECTION 9 End of Employment

Team Member employment terminated when:
1. He/she has passed away.
2. He/she resigns from the company.
3. He/she retires from the company.
4. He/she is unemployed by the company.

9.1 Death
If the Team Member has passed away, his/her relative must inform the company within 3

working days since the date the Team Member is deceased.

9.2 Resigning from the company
9.2.1 Team Member who wishes to resign from the company must inform the company
in writing by submitting the company's Resignation Form to the Department Head,
or to his/her superiors for not less than 30 days in advance (except other condition
being mentioned on the Employment Contract). After the General Manager or
Resident Manager approves the Resignation Form, it will be deemed that the
resignation is completed.
9.2.2 Within the 30 days informed in advance or the notice period as stated in the
employment contract, Team Member must perform his/her duties as usual and is
not authorized to take annual leave unless being granted approval in writing from
the General Manager.
9.2.3 In case the Team Member submits the Resignation Form in advance but does not
come to continue his/her duties until the last agreed date the resignation would be
rejected and cancelled. He/she would also be considered leaving duty, resulting in
a case of grieve offence and termination from the company.
9.2.4 Those who resign must hand over all reports and return the company's assets and
equipment given to him/her on duties in a perfect condition to the supervisors or
manager or assigned person before the date of resignation is completed. The
mentioned assets and equipment are uniforms, Team Member I.D. card, Team
Member manual, working tools, locker, desk key, and documentation locker key.
He/she is also obliged to clear up all tasks and burden related to his/her duties
before the date the resignation is completed.
9.2.5 If the Team Member is not able to return the company's entire asset completely,
the company reserves the right to estimate the total value of the asset and force
the Team Member to make a complete payment.
9.2.6 Those who resign from the company without preceding all matters in line with the
company's regulation would be sued by the company for compensation.
9.2.7 Those that have been released from the company are not allowed to enter the
company premises. If he/she wishes to meet other Team Member, he/she must
follow the company's regulation over the matter by waiting in Team Member
visiting area at Team Member entrance or Security Office.

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9.3 Retirement
9.3.1 The Human Resources Department or the Personnel and Training Department will
inform the Team Member 30 days in advance before the Team Member is
completely retired at the age of 60 years.
9.3.2 If the Team Member's date and month of birth is not mentioned in his/her Birth
Certificate, he/she must be retired from the company within 31st December of the
year he/she was born when he/she is 60 years.
9.3.3 Those that are completely retired from the company are authorized to receive
compensation as regulated by law.
9.3.4 The company's consideration over extending employment period after retirement
or re-employing the Team Member must be granted approval from the General
Manager only.

9.4 Lay-Off
The company reserves the right to lay-off some Team Member, who does not violate any

regulation of the company under its consideration. Hereby, the laid-off Team Member will be
paid compensation as mentioned by the Labor Law.

9.5 The Reason of Laying off Team Member by paying compensation
9.5.1 Laying off the Team Member because there is too many Team Member inside the
company, or in some cases of which the company considers the necessity to shut
down some departments.
9.5.2 Laying off the Team Member owing to the Team Member's poor health, after
he/she has taken sick leave more than 30 working days in a year, except the
sickness caused by his/her duties.
9.5.3 Laying off the Team Member owing to his/her poor or dissatisfied performance.
Hereby, he/she is to be laid off by being paid compensation.
9.5.4 Laying off the Team Member in the case that the company does not trust the Team
Member. Hereby, he/she is to be laid off by being paid compensation.
9.5.5 Laying off the Team Member due to his/her own disable, or poor health, being
inefficient to be on duties.

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SECTION 10 Paying Compensation

In the case that the company has to unavoidably lay off Team Member without any
offence because there are too many Team Member on duty, position dissolves, business shut
down, some services terminated, the Team Member's personal health is poor and not suitable for
the duties, or Team Member retirement from the company, the company will pay compensation
to those Team Member accordance with the law.

10.1 Paying Compensation
The company will pay compensation as follow:
10.1.1 Those who complete 120 working days consecutively, but not complete a year, by
including holidays, leaving days, and any special holidays announced by the
company for the company's benefit will be paid compensation at the rate of not
less than the last salary rate for the period of 30 days.
10.1.2 Those who complete 1 year working days consecutively, but not complete 3 years,
by including holidays, leaving days, and any special holidays announced by the
company for the company's benefit will be paid compensation at the rate of not
less than the last salary rate for the period of 90 days.
10.1.3 Those who complete 3 years working days consecutively, but not complete 6
years, by including holidays, leaving days, and any special holidays announced by
the company for the company's benefit will be paid compensation at the rate of not
less than the last salary rate for the period of 180 days.
10.1.4 Those who complete 6 years working days consecutively, but not complete 10
years, by including holidays, leaving days, and any special holidays announced by
the company for the company's benefit will be paid compensation at the rate of
less than the last salary rate for the period of 240 days.
10.1.5 Those who complete 10 years working days consecutively, but not complete 20
years, by including holidays, leaving days, and any special holidays announced by
the company for the company's benefit will be paid compensation at the rate of
less than the last salary rate for the period of 300 days.
10.1.6 Those who complete over 20 years working days consecutively by including
holidays, leaving days, and any special holidays announced by the company for the
company's benefit will be paid compensation at the rate of less than the last salary
rate for the period of 400 days.

10.2 Special Severance Pay
The company will pay the special severance pay to the Team Member under the following
cases and rates:
10.2.1 In case of relocation of its place of business and the relocation materially affects
the ordinary course of living of the Team Member of family, the company will
practice as followed;
10.2.1.1 The company will inform the Team Member for the period of not
less than 30 days in advance before the date the company is to
be relocated. If Team Member does not wish to work for the
company at the new location, Team Member has the right to
terminate the employment contract within 30 days after informed

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by the company or the date the company is located. The
company will pay the special severance pay to the Team Member
as indicated in Section 10.1 (Paying Compensation)
10.2.1.2 If the company fail to give advance notice of relocation as
mentioned in 10.2.1.1, the company will pay the special
severance pay in lieu of the advance notice in an amount equal
to 30 days pay at the most recent rate of basic pay or the basic
pay received in respect of the preceding 30 days in the case of
Team Member who receives basic pay based upon output. The
company shall pay the special severance pay in lieu of the
advance notice to Team Member within 7 days after Team
Member informed to terminate the contract.
10.2.1.3 If the company fail to pay the special severance pay or special
severance pay in lieu of the advance notice as mentioned in
10.2.1.1 and 10.2.1.2 The Team Member has the right to submit
an application to the Labor Welfare Committee within 30 days
from the date due to pay the special severance pay or special
severance pay in lieu of the advance notice.
10.2.2 If the company terminates the Team Member due to the improvement of the
company's section, production process, distribution process, or services, based
on new machines and technology, the company will do as follow:
a) Inform the date of unemployment, reason of unemployment, and the list of
Team Member who are to be unemployed for the period of not less than 60
days in advance.
b) In case that the company does not inform the Team Member in advance as
mentioned in a), or inform the Team Member in advance but the period of
time is shorter than mentioned in a), the company will pay the special
severance pay to the Team Member in the same rate as the last salary rate for
the period of 60 days.
The company will pay additional special severance pay due to the improvement
of the company's section, production process, distribution process, or services,
based on new machines and technology as follows:
a) Team Member who consecutively works with the company for the period of
total 6 years and above, by including holidays, leaves days, special holidays
announced by the company for the company's benefit and special holidays
announced by the company for the Team Member’s benefit, the company will
pay the additional special severance pay excluded from the normal severance
pay as mentioned in 10.1. for those who consecutively work with the company
for the period of more than 6 years at the rate of not less than the last salary
rate for the period of 15 days per the complement of 1 year working period on
next year after the 6th year.
b) The additional severance pay rate in total will not be over the last salary rate
for the period of 360 days.
c) For the benefit of calculating the mentioned additional severance pay rate, if
the working period is not 1 year completed, but more than 180 days, it will be
considered that the total working period is 1 year completed.

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10.3 Being terminated without compensation
The company is not obliged to pay severance pay to the terminated Team Member on the
following conditions:
1. Being dishonest on his/her duties, or intentionally conducting criminal offence
to the company.
2. Intentionally causing damages to the company.
3. Conducting careless behavior, causing serious damages to the company.
4. Violating the company's working regulation or any announced regulation,
which are proved legal and fair, and the company has already issued a Letter
of Warning. Hereby, the Letter of Warning is to be effective for not more than
one year since the date the Team Member breaks the regulation.
5. Being absent for the period of 3 consecutive days, whether there is any
holidays included or not, without appropriate reason.
6. Being sentenced to jail by court, except guilty by caused of carelessness or
judged guilty sentenced to light punishment.

SECTION 11 Benefits and Welfare

The company has carefully analyzed the life qualify of the Team Member and his/her
family, including the working safety both inside and outside the company complex for the entire
period the Team Member is working and performing his/her duties with the company. Therefore,
the company has provided benefits and welfare to the Team Member as following:

11.1 Health
1. Group Health Insurance Program
The company has provided the Health Insurance Program (in Group) for all permanent
Team Member, all Team Member will be insured, and the company will pay all of the
Insurance Premium for all Team Member as per company policy.
2. Group Life and Accident Insurance
The company has provided the Personal Life and Accident Insurance Program (in Group)
for all permanent Team Member with the reputable life insurance company. Hereby, the
company will pay the entire insurance premium. The detail of the Insurance Fund, the
Benefit of the Program of which each Team Member will be given and mentioned in the
Benefits and Welfare Paper, which is the important documentation attached with the
Team Member's Working Contract when the company employs them.
3. Social Security Fund
The company has paid its own contributions to the Social Security Fund for the benefits
of all Team Member over the medical expenses, the unemployment compensation when
being unemployed, the financial assistance for giving birth, including the financial
assistance for being crippled or dead, which are not caused by the working affair, and
other affairs that the Social Insurance Act is to announce effective after the Social
Insurance Act. Hereby, the employer and the employee are obliged to pay
contributions to the Social Insurance Fund separately. For Team Member, the company
is to deduct the mentioned contributions from the salary and have them forwarded to

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the Social Insurance Fund every month. Hereby, the Team Member will receive all
benefits from the Welfare provided by the Social Insurance Fund in line with the Social
Insurance Act.
4. The Workmen’s Compensation Fund
The company has paid its own contributions to the Workmen’s Compensation Fund for
the benefits of all Team Member in case of facing accidents,
or being sick due to working or while being on duty. Hereby, all of the necessary
welfare will be paid to Team Member such as medical expenses, unemployment
compensation, and the financial assistance in case of death, being disabled, in
accordance with the regulation mentioned in the law.
5. Paying Visit to the Sick
When Team Member is sick for several consecutive days, or has had an accident, the
company will immediately have its own representative pay a visit to the sick in order to
give encouragement for the Team Member.

11.2 General Affairs
1. Team Member Uniform
The company will provide the uniforms for those who are required to put them on.
Three uniforms are to be provided for each Team Member, together with free laundry
and iron service.
2. Dressing Room and Lockers
The company has provided the dressing room with bathrooms and toilets, including the
lockers for the convenience of all uniformed Team Member.

11.3 Development and Training
The company realizes the importance of the development of the Team Member's

potential. Therefore, the company arranges the training course program as a tool for
developing Team Member knowledge, capability and potential for their job, which effect
to the good efficiency and standard of both Team Member and company’s business. It is
not only company’s responsibility to arrange training course program for the Team
Member, but the Team Member should also cooperate to attend the training arranged by
the company.

11.4 Other Welfare
1. Meal Allowance
The company will pay the Meal Allowance for team member in monthly basis
during the time that Hotel could not provide food in Team Member Restaurant. The
company would possibly provide other welfare, which is appropriate for Team Member.
Hereby, the company will make its own consideration and announce the matter onto the
company's announcement board

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SECTION 12 Grievance

Policy
In order to build up the good relationship and good working atmosphere between the

company and Team Member, the company has a policy to receive and listen to all complaints of
the Team Member on the objective to improve the working atmosphere and offer fairness to
those who have a grievance. All complaints are to be effectively solved if all related parties follow
the company's regulation over the grievance.

The complaints would be based on the working time schedule, salary rate, wages, and
working condition. The company will listen and consider the entire grievance and will try its best
to find a solution based upon fairness and appropriation.

Meaning and Limit of Complaints
1. The complaints must be related to comments or conflicts over the working system and
procedures, benefits in line with the working contract, and the behavior of the Team
Member, including the fairness of the Team Member.
2. The complaints must not be related to the promotion, transfer, unemployment, or
termination of people and other Team Member.
3. The complaints must be related to work, not personal affairs, except if the complaints
are related to the performance of the Team Member.

Grievance
When the Team Member has his/her own complaints, which might occur because of

dissatisfaction over the working condition, the supervisors, or the colleagues, including the
dissatisfaction over the salary rate, wages, working conditions, the complaints will be solved as
soon as possible and the Team Member will be given a chance to bring up his/her problem,
possibly affects some person or some group of people, on discussion and present it to the
company's executive board for further solution.

How to lodge a grievance
The company has set up the complaints filing procedure as follows:
Method 1: Directly refer a grievance to the superior
Method 2: Refer a grievance to the supervisors or the Department Head
Method 3: Refer a grievance to the Human Resources Manager
Method 4: Refer a grievance to the General Manager or Resident Manager

The Complaints Investigation Process
Step 1: Direct Supervisor

If Team Member is facing problems or trouble and wishes to bring up a grievance owing
to he/she is not fairly treated on duties related to working condition, including the working
atmosphere, the Team Member is allowed to directly and verbally report to his/her superiors for
further investigation and solution.

If the grievance has not been responded within 3-7 days, or the Team Member is not
satisfied with the answer, he/she may nurse the same grievance again in writing to his/her
Department Supervisor or Department Head within 5 days. Hereby, the Department Supervisor

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and the Department Head will proceed to find solution over the complaints based on appropriate
fairness.

Step 2: Department Head
When the Department Head receives the grievance from the Team Member, the

investigation process must be urgently conducted in order to find the truth, and appropriate
solution. The complainer will be informed the result over the investigation within the period of
not more than 5 days.

Step 3: The Human Resources Manager
If the Team Member still wishes to pursue his/her grievance or is dissatisfied with the

solution offered by his/her supervisor or Department Head, he/she can submit is writing the
grievance to the Human Resources Manager or the Personnel and Training Manager in order to
have the investigation process over the grievance revised and re-investigated. All related people
over the grievance are to be carefully investigated for correct and fair investigation. Hereby, the
Human Resources Manager or the Personnel and Training Manager would probably set up the
Grievance Estimation and Investigation Committee to process the case for the most reliable
fairness.

Step 4: The General Manager or the Resident Manager
In the case that Team Member still confirms his/her dissatisfaction and disagreement

over the previous investigation, he/she is able to nurse the grievance to the General Manager or
the Resident Manager for further investigation to find the final conclusion. Hereby, all related
people and information are required to make the final judgment.

Process of Closing the Grievance
Those who nurse the grievance and the grievance have been investigated throughout the

mentioned steps must admit the final judgment made by the General Manager or the Resident
Manager since the final judgment is deemed the close of the grievance.

Protection for the Grievance
The company will provide protection for the complainers and all related people who give

complete detail over the fact of the grievance until the investigation process and the General
Manager or the Resident Manager makes the final judgment. The complainer and all related
people must not be directly and indirectly affected by his/her superiors or colleagues. The entire
information over the matter given to the company will be kept confidential.

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SECTION 13 Correction of the Working Regulation

The company & Team Member will agree to any changes and addition of any information
onto this working regulation by strictly following the Labor Law, the Government Announcement,
and other related laws. The move is aimed to increase the working efficiency, Team Member
understands of the company’s Rules and Regulations.

Effective from 1 October 2021

-------------------------------- --------------------------------
(Mr. Nigel Tovey) (Mr. Luca Dotti)
Authorized Director Authorized Director
Nest 16 Co., Ltd. Nest 16 Co., Ltd.
HOMA Phuket Town HOMA Phuket Town

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