Personnel department

Basic Function
Responsible in recruiting,
selecting, training, hiring
and terminating employees.

Organizational Structure of
The Personnel Department
General Manager
Assistant Manager
Human Resource Director
Personnel Manager Training Manager
Training Assistant
Clerical Staff
Personnel Assistant
Clerical Staff

Duties And Responsibilities
1. Responsible in developing good relations
between employees and management.
2. Participates in the policy making process
of the management most especially
when it involves employee welfare.
3. Imposes up-to-date policies on employee
relationships, and disseminates them to
the work force.
4. Formulates appropriate action to
implement and carry out these policies
in actual programmes and practice*s.
5. Explains and interprets both policies and
programmes to management and
employees.
6. Develops and constantly carries forward
a progressive training program in which
the member may participate.
7. Approves all transfers, service awards,
social and recreational activities of the
hotel.
8. Stay up-to-date on salary and fringe
benefits in the hotel industry.
9. Encourages and aids employees to gain
technical advancement promotions
better salary realization of the self and
perhaps additional education.
10. Acts to insure fair and courteous
treatment of employees in safe and
pleasant working conditions.
11. Counsels in personal problems of
employees .
12. Acts as mediator on grievance matters.
13. Performs other duties as may be
assigned by superiors.

Functions
of the
Personnel
Department

Staffing
Knowing what labor needed, finding
candidates, selecting them and
integrating them into the workforce --
is the fundamental personnel
assignment.
Filling job vacancies means more than
finding a workers where non existed.

Recruiting
Once an estimate has
been made of how
much people are need,
the search begins.

Sources of
Employees
The first step in the environment
procedures is to secure a supply of
desirable recruits.
Full time employees
Part time employees

Employees Referral
Advantages
• I f present employees like the
establishment, they likely to tell
friends, relatives and
acquaintances about the
opening.
• The friends more likely to help
the newcomer adjust to the new
work situation and may act as
informal tutor.
Disadvantages
• It may encourage the
Employment of the same family
Or an extended family who are
Self protective.
• It can perpetuate work attitudes
And habits, which may be
Unfavorable since a friend or
Relative quickly picks up the
Attitudes of the sponsoring
Individual.

Promotion from
Within Recruiting is always easier when the
organization needing people has a
reputation for trainee and opportunities
for advancement unbrell: 1986. Career
ladders specific promotion opportunities
to help insure that a steady supply of
desirable employees apply.

Recruitment Through
Newspaper
Hotels and restaurant often depend upon
newspapers advertisers for attracting new
employees for some jobs, newspaper is
satisfactory in same places the newspaper is a
relatively poor tool for securing supervisory
personnel or highly skilled workers in other places
the newspaper is highly effective they should be
used with caution in times of business recession
for they are unlikely to attract many unqualified
workers, more over time taken to screen the
qualified freedom unqualified is costly

Recruitment
through Radio
Advertising Has been found to be effective in
recruiting full-time and part-time
employees, the radio reaches
listeners not actively having
employment and who not usually
read newspaper.

Employment
Agencies
Public or private employment
agencies are used by hotel and
restaurants employers this
way the employer can save the
cost of recruitment

Schools and
CollegesAre sources of recruits for jobs demanding special
skills and or supervisory talent and restaurants
employ recruiters to approve and employ graduates
of hotel and restaurant a few months before
graduation period the recruiter personally interview
prospective graduates
This proves valuable to both the prospective
gradates and the business sending the recruiter,
Students are informed at the available jobs and
employer have the opportunity ti find these
qualified to fit their particular needs.

Selecting
Every organization must be staffed
initially and new persons brought in
continually to replace those who leave
and fill newly created jobs. In staffing a
new hotel or restaurant applicants are
screened selection is a big factor in
turnover and turnover is a major
component of payroll expense.

If hiring procedures were perfected
turnover and many other personnel problems
would disappear the selection process is
therefore continues and involves recruitment
interviewing testing and placing employees
on the jobs the selection process brings the
potential employees in so that the managers
and department heads can train and inspire
them to produce hospitality and either goods
and services offered in hotel and restaurants.

The Application Form
A means of securing standard
information about applicant is the
application form the application
form is basically considered a
selection tool because it generally
accompanies all initial contacts with
potential employees [drummond 1990].

It can be used as a permanent
personnel record and the
information it provides can be
used in conducing research the
application form saves the
interview time and gives the
interviewer an idea of the
applicant literacy.

Interview
Interview is another means of
getting information from and about
the applicant. The interview allows
two human beings to meet face to
face in order to explore possibilities
for employment no other technique
offers the flexibility and the depth
of interview.

The employment interview gives
the interview an opportunity to
evaluate the applicants appearances
and manner something of the
persons a general temperament and
the first impression the applicant will
create in meeting customers and
fellow workers the work record gives
a prognosis to future performance.

The interview is an occasion
when not only the employer but
also the applicant considers each
others mutual problems and
interest the employees is not
granting a privilege not is the
applicant asking a favor each has
something to offer the employer
the job the applicant services.

Testing
Test can be valuable tools of selection
but unless understood and used
properly are dangerous and misleading
Testing is an indirect method of
measurement and by definition cannot
be valid as a direct measurement no
one last measures all the direct
qualities that hotel employers seeks in
their staff

Assigning
It is occasionally said that
there are not bad jobs or bad
employees there are just bad
matches a crucial personnel
function is match the job and
the employee

Training
• A large majority of jobs in hotels
and restaurants deal directly with
the public the hospitality
business hinges on a face-to-face
relationship with patrons a
mistakes or inefficacy of one
employee may loose a customer
forever

Evaluating
•Evaluation of employees
means much more than
an annual assignment
from the personnel
department

Performance Appraisal
Performance appraisal have
various roles or uses in the
hospitality organization.
Appraisal are used widely for
compensation decisions
performance improvement
and feedback to employees.

A performance appraisal lets each
employee get an answer to the
question “ how well I doing?
[umbrell:1986]. This is an
opportunity for employees not only
to get feedback on how well they are
meeting standards but also to
communicate and discuss their
performance and what is expected of
them.

Primary Use of Appraisal
Compensation
Feedback
Promotion
Transfer
Lay-off
Manpower
Performance
improvement
Documentation
Training
Discharge
Personnel
research

1. Evaluation of job performance
should be based on performance
standards derived from a
thorough job analysis of the skill
tasks, and knowledge required to
perform the job. As much as
possible performance standards
should be observable,
measurable, and objective.

2. Performance standards
must be communicated to and
understood by employees in
advance. Giving employees up
to date and realistic job
descriptions, performance
standards, and an appraisal
form frequently does this.

3. The dimensions job
performance must be
clearly defined and
behaviorally based, in other
words descriptive of what
people do.

4. When using rating scales,
avoid abstract forms such
as loyalty and
dependability, keep
response categories brief,
consistent and behaviorally
based.

5. Employees performance
should be documented
throughout the evaluation
period. Not just at the end
specific performance problem
should be documented on the
appraisal form.

6. Management should
encourage specific
activities to improve
problem performance
areas.

7. Personnel decisions such
as promotions and
demotions should be
consistent with the
performance appraisal
given.

8. Promotion criteria
should be clearly
understood and
communicated, and
consistently applied.

9. An appeal process is
essential for employees
who disagree with their
supervisor’s appraisal

10. It is desirable to train
those who rate performances,
including specific written
instructions, or to have an
audit mechanism to check on
the occupancy of ratings
[clores;1980]

Employees
Compensation
Employee compensation for
work performed includes
either wages or salary,
incentives and benefits.

Wages refer to pay based on an
hourly rate, while Salary is
based in specific period of time
such as monthly or annually.
Most management employees in
the hotel industry are salaried and
receives the same amount of pay
regardless of how much they work.

Incentives include onetime
payments and other motivational
fools used to encourage special
work effort. Benefits include
legally required ones such as social
security system, pag-ibig, health
and insurance, employee services
free meals, and others.

Wages and
SalariesMany factors affect how wages and salaries are set.
Those factors include what is currently being paid in
the area. The labor market, the minimum wage and
other governmental regulations, the worth of the
job; the cost of living the employer’s ability to pay
and the presence of a collective bargaining
agreement. Pay rates are often adjusted upward to
help employees cope with inflation
A good wage system has several requirements,
starting with an evaluation of the job, followed by a
determination of a wage and salary structure.

Job Evaluation
Is the systematic process of determining
the relative worth in an organization
then determining which jobs should
pay more than
Also helps establish which jobs have
same worth to organization
Because job is used to set up a salary it is
crucial to faction and productivity

Methods of
Job Evaluation
 Job Ranking Method
 Factor Comparison Method
 Job Method
 Point Method

Job Ranking
Method
The simplest and oldest one,
a job’s worth is determined by
companied by comparing the
entire job with other whole
jobs in the organization.

Factor Comparizon
Method
Also compares jobs to others, but it is the
component parts of factors refereed to as
compensable factor--- making up a given job
that are compared, rather than job as a
whole. Compensable factors are job elements
such as knowledge skills efforts (mental and
physical) responsibilities such as supervision
and working conditions such as stress hazards.

Job Grade
MethodGroups jobs into broader, predetermine
wage classes or grades that require
increasing levels of knowledge skills,
efforts, and responsibilities.
For example one such class may include,
pot washers, dishwashers and
chambermaids.

Point Method
More objective and popular,
the relative value of a job
depends on how many
points it ‘’scores’’ when
evaluated on the basis of
compensable factors.

IncentivesInclude bonuses merit increases and
gain shearing motivational tools used
to encourage special work effort many
employee be covered in a moment may
get as incentives, bonuses are onetime
payment given in addition to the basic
wage to reward employees for done
they may be given for individual or
group effort.

Salary Structure
Result from conducting a
survey of wages salaries
establishing pay grades
with rate ranges and
putting job titles into
grades.

Governmental
Regulation of
Compensation

Employee Benefits
 Include the social security and pag-ibig.
Benefits were originally referred to as fringe benefits
because they were quite meager and given in addition to
the pay check.
A benefit program should meet objectives the
organization sets, which are likely to include improving
morals, meeting health and securing needs, and
attracting and motivating employees, an organizations
objectives for benefit program will of course vary by its
size, sales volume and profitability, location and local
industry patterns.

Legally Required Benefits
Old-age benefits start at age
sixty (60). In order to receive
old-age benefits, an individual
must have worked for at least
20 years or more depending
on the policy of the
establishment.

Categories of
BenefitsCategories
Legally Required Benefits
Health and Life Insurance
Benefits
 Social security
 Pag-ibig
 Worker’s compensation
 Group health insurance
 Dental care
 Vision care
 Prescription care
 Group term life insurance
 Accidental death and disability
insurance

Categories
Pension
Payment for Time of
Worked
Employees Services
and Other Benefits
Benefits
 Defined benefit
 Independent retirement account
 Sick leave
 Vacation leave
 Holidays
 Bereavement
 Educational assistance*
 Credit unions
 Meal allowances
 Uniform allowances
 Employee assistance program
 Payroll deductions for additional insurance
 Discount purchase
 Awards such as length of service
 Attendance at industry seminars
 Scholarships for dependent children
 Matched donations to universities and colleges
 [Lundberg;1974]

Health and
Safety
Hotel operators have
legal responsibilities
regarding health and
safety.

Occupational Safety Law
To assure so far as possible every working man
and woman in the country safe and healthful
working conditions and to preserve our human
resource.
Osl has the responsibility to set mandatory job
safety and health standards, encourage both
employers and employees to decrease hazards in
the workplace and establish each party’s
responsibilities in such actions conduct
compliance inspections, and for record keeping
injuries, illness and fatalities.

Right To Know
Employees should be
given right to know
chemicals they are
working with, what
the risks or hazards
of these chemicals
are, and what they
can do to limit their
risks.
Examples:
Laundry detergent
All purpose cleaner
Canned fuel for
cooking
Oven cleaner
Warming equipment
Pesticides

Workers
Compensation
Employers had to provide
medical expenses to
individuals who become
hurt on the job.

Physical Health
Or much concern to the hotel
managers today is the issue of smoking
in the workplace. The dangers and
costs of smoking are well documented.
Smokers cost their employees; this is
due in part to increased cost resulting
from higher health and fire insurance
and higher rates of absenteeism.

Emotional Health
Is a concern in hotel operations.
Symptoms of strained mental health
include typical behavior that becomes
exaggerated, behavior that changes
radically, and displays of distress
symptoms, which can include agitation,
depression, difficulty in concentrating,
fatigue due to inability of sleep and
weight loss.

Safety
Concerns Safety hazards in hotel operation range from
built-up grease in the kitchen to slippery guest
stairways without handrails. Typical hotel related
accidents include, fire, cuts, and electric shock.
They occur because employees are fooling
around, rushing, being careless, working under
the influence of alcohol or illegal drugs. Not
paying attention, or overdoing it. Accidents also
sometimes occur because employees are
ignorant of the proper procedures.

Human error causes majority of the
accidents, but unsafe working conditions,
such as poor lighting also encourage
accidents.
The most serious safety issue managers
face is serving unsafe or contaminated food.
An outbreak of food borne illness can close
down an operation temporarily or
permanently
Safety training should start with
orientation, and this information should be
put the employee handbook.

StressHotel jobs are highly stressful compared to
those in other industries. In a restaurants
meals must go out on time regardless of how
many employees are absent. Likewise,
managers and employees must try to meet he
different needs of hundred of guest everyday.
Stress management is crucial to the success of
hotel managers, as stress can cause turnover,
absenteeism, and their contributions to the
effectiveness of the organization.

Ways Reduced
Employees Stress
1. Treat employees as adult and with respect
2. Be honest and open
3. Be genuinely interested in welfare of
employees
4. Listen to the employees, and sate
agreement when possible
5. Give comments immediately and make it
specific

6. Encourage good performance, and when it
occurs---praise
7. Let the employees participate inn the
decision making as much as possible
8. Communicate in a regular basis through
meeting and often ways
9. Have a clear and accurate job description
and standards
10. As much as possible, let employees report
to one boss
11. Maintain a safe and pleasant work
atmosphere

12. Provide training for all employees
13. Keep the work schedule as
consistent as possible, and
keep work hours reasonable
14. As a manager be fair and
consistent
15. Encourage open communication
between shifts
16.Stress teamwork and cooperation,
discourage gossip.

Time Management
Time is valuable resource that most
managers/employees waste even without
realizing it. Time management is using or
managing time efficiently.
Most people need to learn first where their
time is actually going before they can
understood how to manage it better. This
skill is fundamental to effective
management on the job and off the job as
well.

Rules and
Regulation
In order to maintain efficient
operations and the quality of services
which will ensure the continued growth
of the company, employees are
expected to conform to its policies and
regulations.

Time RecordingAll employees shall record the time they begin
and end their work by punching a time card.
The determination of the working hours is the
prerogative of the company but subject cannot
be made up by extending the services beyond
the regular working hours of the employee.
To provide time for employees to prepare
themselves for work, they are punch in twenty
minutes before the start of work schedule and
the day. They are considered as punching in
and out on schedule time.

Overtime
ServicesOvertime services are not normally required
when it becomes necessary for employees to
render overtime services prior authorization
by the superior musty be secured first except
in emergency cases where prior authorization
shall be deemed waived. However , the
superior concerned shall certify such overtime
services before the same can be paid.
Overtime services will be paid for in
accordance with the provision of the existing
law.

Lunch/Dinner Period
All employees are allowed to a
lunch/dinner period of 60 minutes, to
be scheduled by the employees
supervisor. This time is not included in
the regular paid eight working hours, all
employees shall take their meals
prepared by designated cooks of
specific hours at the employees mess
hall or other designated places.

Absences
Absence due to illness
Excused absence
Prior approval of leave of absence
1. Sickness of employee
2. Death or hospitalization of employees
Absence without leave
Abandonment of work

Absence Due
to Illness
When you return to work after
illness, you should file your
application for sick leave to be
supported with medical certificate
from a certified doctor confirming the
sickness you had and your illness to
work again.

Excused
AbsenceAbsence may be considered if prior
notice has been sent to the
company, or the absence could not
reasonably been foreseen or was
due to illness, and emergency or
circumstances beyond one’s
control, such as major flood,
typhoon, etc.

Prior Approval of Leave of
Absence may be dispensed
for the ff: cases.1. Sickness of Employee
2. Death or Hospitalization of Employee’s
 Father, mother, wife/husband or
children in which cases notification
by telephone, telegram or
messenger must be sent to the
outlet/department manager on the
first day of absence.

Absence Without
Leave
A leave of absence [vacation,
sickness or maternity] extended
without prior authority from the
company shall be considered
absence without leave also.

Abandonment
of Work
Absence without leave for [5] five
consecutive days, or absence despite
denied permission for same shall be
considered abandonment of work
and will constitute sufficient grounds
for immediate dismissal.

TerminationoBy the
employee
An employee may
terminate his/her
employment with the
company without a just
cause by serving a written
notice at least one (1)
month in advance. The
company upon whom such
notice was served may
hold the employee liable
for damages.
oBy the
employer
The company may
terminate the
employment of an
employee for any
of the following
just causes.

1. Serious with conductor willful of disobedience by the
employee to the lawful orders of his superior in
connection of his/her work.
2. Gross and habitual neglect by the employee of his
duties.
3. Fraud or willful breach by the employee of the trust
reposed in, him/her by the company or any of its duly
representative.
4. Commission of crime or offense by the employee
against the person of the employer or any immediate
member of his family or his duly authorize
representative, and
5. Other causes analogues to the foregoing. Art. 283
oBy The Employer

1. Enter and leave the
hotel premises only
through employees
entrance. A security
officer will check
belongings when you
leave the premises.

2. Be punctual and report to
your department in uniform,
ready for work at the start of
your shift and do not leave
until your shift ends and your
relief arrives and the turnover
of responsibilities is made.

3. Outgoing packages must be
accompanied by gate pass or
proper authority issued by the duly
authorized official but they will still
be subject to inspection by the
security officer, no company records
or property may be taken out from
the building without the specific
authorization of executive officials.

4. There shall
be no smoking
within hotel
premises.

5. Lockers washrooms and toilets are
provided for convenience and clean at
no time should employees keep food
inflammation items or soiled clothing
in lockers. In the interest of safety and
sanitation the management reserves
the right to make periodic inspections
of employees lockers.

6. Notify your superior of any
changes in your personal
status such as change of
address or telephone number,
marriage, and changes in the
number of dependents.

7. Telephone lines are for
business use. Personal calls
either outgoing or incoming
are not permitted. Emergency
telephone calls for employees
will be routed though the
superior.

8. Do not visit other
departments, public
areas or guest room
floors unless your
duties required your
presence there.

9. No employees, unless
specifically authorized by the
GM is permitted to use as
client or customer, any of the
public facilities of the
company such as restaurants,
bar, etc.

10. No employees is
allowed to drink
alcoholic beverages
during his working day
not to report to work
under influence of liquor.

11. The use of vile or
obscene language is
never called for. It is
expected that no one
will react in it.

12. No gum chewing, or
chewing, or munching of
candy, or cookies in
public areas is permitted.
Reserve your appetite for
the employees mess hall.

13. Friends and relatives
are not allowed to visit
any employee during
working hours, except
in cases of emergency.

14. Many of you working will be
exposed to confidential
information. Do not discuss these
information with fellow employees
and even more important do not
divulge these information or
details of the operation with
anyone not in our employ.

15. No employee while in
our employ may engage
in other work or
employment that may be
construed as a conflict or
interest.

16. Business transactions
of either a personal or
non-official in nature
shall be transacted in the
hotel; premises at any
time.

17. Do not criticize the company, its
policies, operation or personal or
make derogatory remarks before
outsiders. If you have suggestions or
any constructive criticism to offer
please discuss them with your
superior or executive officers. Your
comments and suggestions will not be
welcomed but encouraged.

Disciplinary Action
In the interest of order and the enforcement of
discipline all employees of the company are
subject to working rules. These include house
rules general safety rules and memorandum
orders which may be issued from time to time and
automatically become a guidance for everybody.
New company rules and regulations will be posted
for the week at the bulletin board or any
conspicuous place inside the hotel and any
violation thereof may be charged after that
period.

PoliciesThe management shall institute
disciplinary action to any employee
who violates the rules and regulations
of the company regardless of status
and rank. In the process the erring
employee shall be afforded due
process of law and disciplinary action
shall be governed by fairness, justice,
and equally.

[3] Classification
of Offenses
 Minor Offense
 Major Offense
 Grave

1st Offense – Corrective interview
2nd Offense – Written warning and
admonition
3rd Offense – One week suspension
without pay
4th Offense – Dismissal from the
service
Minor Offense

Major Offense
1st Offense – One week suspension
without pay
2nd Offense – Dismissal from the
service

Grave Offense
1st Offense - Dismissal from
the service

Procedure
in Instituting
Disciplinary
Action

.
A. Immediately after the discovery of the
offense committed, the superior shall
conduct initial investigation.
B. In case the offense committed falls
under minor offense and in penalty to
be imposed is but corrective interview,
the superior will point out to the
erring employee the specific nature of
the offense committed and discuss in
detail with him/her the corrective
action to be taken in the future.

C. If the offense committed calls for a
written warning and admonition,
the superior, shall issue a
memorandum t the erring
employee informing him/her of
the violation and reprimanding
him/her of the same. At the same
time, in the future shall cause
suspension from the service
without pay for one week.

D. Where the offense calls for higher
penalty but not dismissal from the
service, the superior may be proceed
with the investigation of the case
and render appropriate decision.
E. When the offense calls for the
dismissal of the erring employee, the
superior shall make an incident
report and submit the same to the
personnel manager for further
investigation.

F. Upon receipt of the incident report,
the personnel manager shall
conduct a formal investigation of
the case. The investigation shall be
conduct in the shortest possible
way or time. The erring employee
shall be informed of the complaint
against him/her and should be
allowed to be hive or explain
his/her side and confront the
witness against him/her.

G. Immediately after the termination of the
investigation the personnel manager shall
make a report on the investigation and
submit the same together with the
recommendation to the president for
his/her decision.
H. The president upon the receipt of the report,
shall review and evaluate the case and
shall render the decision within five [5]
working days after the receipt of the case.
I. The decision of the president shall be final.

Admittance Refusal
An employee will be refused
admittance or entrance to the hotel
premises, or if already admitted,
will be sent out by the immediate
superior in the following cases,
without prejudice to the imposition
or the proper penalty for a specific
offense prescribed below:

A. Smelling or under the influence of liquor.
B. Improperly attired such as short pants,
undershirt [sando], wearing slippers,
sandals or tattered clothes.
C. Under suspension unless otherwise
admitted upon order of the president,
D. Tardiness beyond two [2] hours, except
when an employee had prior notice
from his/her superior or in cases of
general paralyzation of transportation
or in the cases of natural calamities.

OffensesAll employees of the hotel,
regardless of status, are subject to
the working rules of the company.
Any violations of such rules
described hereunder5 is subject to
disciplinary action in accordance
with the table of administrative
penalties set forth.

1. Failure to punch card ‘in’ or ‘out’.
2. Unexcused/unexplained
absences or tardiness. Validity
of the excuse shall be subject
to the nature of the absence or
tardiness.
3. Smoking while on duty or in
restricted areas.

4. Present in an area included in the
job responsibility or loading
during working hours.
5. Receiving personal visitor during
working hours, except in cases
of emergency.
6. Conducting business on company
time or moonlighting without
prior permission.

7. Failure to wear the appropriate
name plate while on duty if any are
given out.
8. Failure to wear the proper attire
while on duty or in guest contact
areas.
9. Failure to comply with the
periodically scheduled physical
examination required by the
company.

10. Failure to conform with safety
rules and regulations [ all
accidents should be reported
immediately to the supervisor]
11. Failure to report lost and found
articles immediately.
12. Leaving the premises for snack or
meal breaks during working hours
without permission from superior.

13. Eating in unauthorized
areas.
14. Failure to maintain
sanitary condition in
one’s immediate
working area.
15. Littering.

16. Willful or deliberate display of
pornographic effects, paraphemalia
such as obscene and indecent pictures,
photos and/ or films.
17. Indulging in gossip or trivialities and
prying into the personal and private
affairs of the customers, hotel guest,
clients and co- employees.
18. Promoting or practicing usury as
defined by law an company’s time.

19. Chewing gum while on duty,
sloppiness in personal appearance.
20. Posting or removing materials from
the bulletin boards without
authority.
21. Unauthorized vending, solicitation
or collecting contributions for
whatsoever purpose, at any time
inside the hotel.

1. Carelessness of negligence in the
performance of duty
2. Abandonment or leaving one’s post
before quitting time with out prior
authorization.
3.Failure to report for overtime work
without valid reason after being
notified of scheduled.
4.Driving or operating without authority or
license, any company vehicle, machine
or equipment.

5. Disorderly conduct of any kind
while on company property
such as shouting or running.
6. Uncontrolled temper
unbecoming of a company
employee.
7. Unbecoming of an employee.
8. Fighting in the hotel premises,
except in case of self defense.

9. Carrying firearms, explosive or
deadly weapons within hotel
premises except when authorized.
10.Unexplained presence of hotel
property in an employee’s locker or
authorized possession of same.
11.Vandalism such writing on walls,
elevators or on company property.
12. Spitting on floor and walls.

13. Committing any acts against making or
issuing statements to customers officials
or public at large, suppliers or to the
press, to the company’s prejudice.
14. Accepting dates from the customers and
clients.
15. Promoting or encountering malicious
mischief with customer, clients and/or
patrons.
16. Any acts of discourtesy towards customers
and co-employees.

17.Enering ‘’authorized persons only’’ area
without authorization from superior except
when service calls for entering such area.
18. Indulging, promoting or taking part in any
form of gambling or any other form of
game of chance within hotel premises.
19. The possession of, or attempt to bring into
the hotel premises without authority or
alcoholic beverages or habit forming drugs.
20. Drunkenness or disorderly behavior while
on duty.

21. Display of immoral acts such as
obscene and strange behavior in
public within hotel premises.
22. Blatant display or immorality and
scandalous behavior.
23. Consistently low efficiency due to
unsatisfactory work.
24. Punching one’s time card or
removing another employee’s time
card.

25. Sleeping or remaining at the hotel
premises after duty without
authorization.
26. Reporting for duty under the influence of
drugs or liquor.
27. Refusal to comply or submit with the
security policy of the company such as
failure to present packages being taken
out of the hotel for such inspection by
authorized guard or personnel.
28. Unauthorized changing of work schedule.

29. Refusal to acknowledge or sign
company or management
memorandum.
30. Insubordination.
31. Violation or non-compliance of verbal
instruction or order of superiors.
32. Submission of sales report without the
corresponding deposit slips, or late
submission of deposit slips, without
justifiable reason.

1. Sleeping while on duty
2. Theft or misappropriate of guest,
hotel, or employee property
including tip. Theft or pilferage
include attempted or frustrated
one.
3. Willful or deliberate destruction
of property belonging to the
hotel or employees.

4. Challenging or provoking
superiors to a fight.
5. Deliberate restricting output
or slowing down work.
6. Presenting a raise medical
certification, without
prejudices to prosecution in
court of a proper case.

7. Divulging any confidential information
that might benefit a competitor or any
other agency of any kind to the
disadvantage of the company except
when authorized by the executive office.
8. Giving false testimony during an official
investigation to the prejudice of the
company
9. False testimony or refusal to give
testimony except himself during a
company investigation.

10. All acts of dishonesty, including the
falsification of any company records.
Falsification includes alteration, erasure,
superimposition or any means which the
integrity of the company documents is
impaired.
11.Making arrangement with suppliers, guest,
or customers in order to obtain ‘kickback’
or other benefits.
12. Eating or bringing out of the premises
property of the hotel such as food,
beverages, fruits, leftovers, etc.

13. Any collusion with fellow employee in
falsifying company records and/or
documents as such customer's checks,
etc. Fir financial gain.
14. Lewd acts or immortal behavior
committed in guest rooms for
monetary considerations or
otherwise,.
15. Accepting or offering anything of value
in exchange for promotion, better
working conditions, etc.

1. The first impression received by
an incoming guest creates the
mood for his entire visit. A
courteous and friendly welcome
makes a guest feel at home.
2. All guest must receive the same
degree of attention and service.
Never judge a guest by his
appearance, age and manner.

3. Make a habit of using courtesy
phrases such as PLEASE, YES SIR,
PARDON ME, GOOD MORNING and
etc.
4. Calling guest by name makes a long
way towards making them fell
welcome and at home. Train yourself
to remember and recognize your
guest. These will please and flatter
them.

5. When speaking with guest,
pronounce each word clearly
and keep your voice low. Be
patient and helpful to people
who may not know your
language.
6. Never correct a guest
pronunciation of a word.

7. Never argue or loose your patience
with a guest or with another
employee in the presence of a guest.
8. Do not discuss politics, religion or
any other controversial subject with a
guest but do answer questions about
the hotel. Its available services, or
any other subjects that will make
their stay more enjoyable.

9. Do not raise your voice to call
another person‘s attention, and
please no whistling, humming, gum
chewing, smoking, eating or blowing
of nose in public areas where guest
can see or hear you.
10. Do not gather in groups to discuss
personal matters and if it business--
remember that if a guest
approaches, conversations end
immediately, so that the guest may
be attended.

There will be times when problems and
misunderstanding may arise in connection
with your work. If these are affecting you or
the performance of your work. It is
important that you discuss them either with
your direct supervisors or your department
manager. Either one will be happy to be of
assistance to you and will always find an
open door regarding any suggestions and
valuable opinions which will improve your
work or any other area of the hotel’s
operation.

TrainingManagement will offer opportunities for
training through temporary assignments
and supervision given by your supervisor
and information provided at meetings of
your department and specialized
training programs. These will help
develop your professional skills and
natural talents. For it is always believed
that employees are most valuable
assets.

 In order to broaden the employee’s
knowledge and expansion in the different
phases of hotel operations. The management
as part of its personal development program,
reserves the right to change and/or transfer
the employees assignment from time to
time. This will be done if management feels
that it will serve better the interest of the
company. This will also give the management
an opportunity to determine which aspect of
the job is best suited to the employee’s
qualification and interest.

Personnel department

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