Hotel Employee Handbook

Home Inns & Hotels Management Co.

Home Inns & Hotels Management Co.

Chapter 1 General Manager’s Speech

Dear Employees:< /p>

Welcome to join Homeinn Hotel Chain Company!

Homeinn Hotel Chain Company is invested and established by China's largest hotel group - Capital Tourism Group and China's largest tourism e-commerce network company - Ctrip.com, a powerful combination.

Homeinn’s goals are:

(1) Establish China’s most famous hotel brand and the largest small and medium-sized hotel chain network.

(2) Let ordinary people stay in "clean, economical and warm" hotels.

(3) Increase the profit level of hotel investors.

(4) Employees at Homeinn hotel chain companies should continue to enhance their abilities, have a comfortable and pleasant working environment, receive good income and benefits, and be proud to work at Homeinn.

To achieve the above goals depends on the joint efforts of you and me. I sincerely hope that our team can work together as one, work together, support each other, and realize our ideals.

Employees, regardless of their position, are valuable assets of the company. The management of the company is strict, but also open-minded and democratic. We will provide more suitable positions to employees with outstanding performance at any time.

We have specially compiled this "Employee Handbook" to enable you to fully understand the policies and regulations of Homeinn Hotel Chain Company during your work, and please strictly abide by them.

Wish you a happy job at Homeinn Hotel Chain Company!

General Manager Qi

Chapter 2 Organizational Structure of Homeinn Hotel Chain Company

1. Company Organizational Structure

1. Ministry of Commerce ;

2. Marketing Department;

3. Operations Department;

4. Brand Department;

5. Technology Department;< /p>

6. Engineering Department;

7. Finance Department;

8. Human Resources Department;

9. Direct-operated stores.

2. Direct-operated store organization structure

1. General manager;

2. Deputy general manager or assistant to the general manager or sales manager;

3. Duty manager

4. Accountant and cashier (under the jurisdiction of the company's finance department);

5. Front desk attendant;

6. Room foreman ;

7. Room attendant;

8. Catering attendant;

9. Chef;

10. Engineering maintenance;

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11. Security.

Chapter 3 Labor Management Regulations

1. Recruitment of Employees

Employees employed by Homeinns hotel chain companies, including directly-operated stores, must be hired by the company headquarters or directly operated stores The store will conduct an assessment, and those who pass the assessment will be hired after being reported to the general manager for approval. Employees in important positions must be approved by the company before they can be hired.

2. Employee Categories

1. Employees on probation:

The probation period for employees is generally three months. After the probation period expires, if both parties agree, they can Convert to formal contract employees;

Contract employees are divided into labor contract workers and labor workers.

2. Regular employees:

The "Labor Contract" of contract employees generally lasts for two years. During the contract period, they can receive a fixed salary every month and enjoy the benefits stipulated by the national and local governments. various labor benefits.

3. Physical examination

1. Pre-employment physical examination:

Applicants must go to the designated hospital for a pre-employment physical examination as required. After passing the physical examination, Only then are you eligible for recruitment.

2. Annual experience:

The hotel will arrange an annual physical examination for employees who directly serve guests in accordance with the relevant regulations of the health department.

IV. Probationary Period

1. The hired candidate must undergo a three-month probationary period. After the probationary period expires and the employed person's work ability and performance are recognized, he or she can be converted into a regular employee.

2. If necessary, the probation period can be changed, but it shall not exceed three months at most.

3. Those who meet the following conditions will end the probation period early:

(1) Be rewarded for outstanding work performance;

(2) Be able to Quickly master the skills of the job you are engaged in.

4. Employees must undergo training and examination before being formally hired. Only those who pass the exam can be formally hired.

5. The salary during the probation period is not the same as the salary standard after formal employment.

5. Dismissal/Dismissal

1. If an employee commits a major negligence or seriously violates company regulations during the service period, the case will be accepted in accordance with the provisions of Chapter 7 of the "Employee Handbook" on rewards and punishments. Dismissal/expulsion penalty.

2. If redundancy occurs due to changes in business conditions or management policies, the company has the right to reduce the number of employees, but it must notify employees 30 days in advance and report to the labor management department for filing. In accordance with the provisions of the national labor contract and according to the labor contract of the enterprise, the enterprise will provide living allowances for early termination of the labor contract.

6. Termination of the Contract

Upon expiration of the Labor Contract, both parties may terminate the contract. If one party wants to terminate the contract before the term of the Labor Contract expires, it must notify the other party in writing 30 days in advance. If the enterprise proposes to terminate the contract, it shall compensate the employees in accordance with the provisions of the labor law.

7. Resignation

If an employee resigns due to personal reasons during the contract period, he or she must submit a resignation application in writing 30 days in advance. The resignation procedure can only be completed after approval. .

If an employee leaves without authorization without submitting a written resignation application 30 days in advance, the company will not handle any formalities and reserves the right to make legal claims.

During the probation period, employees must submit their resignation application in writing seven days in advance.

8. Transfer

The company has the right to change employees' jobs when necessary. Employees must obey the transfer and actively do their jobs well. Salary changes with position changes.

9. Promotion

The company will try its best to promote outstanding employees to higher positions. Promotions are mainly based on employees' work performance, ability, moral character and academic qualifications. The first three months after promotion are probationary periods. After the probationary period is over and the employee passes the assessment, he or she will be officially appointed; otherwise, he or she will return to his or her original position.

10. Salary payment, adjustment and classification

Employee salaries are paid once a month. Enterprises will consider adjusting employee salaries on an annual basis based on operating conditions. Enterprises divide several salary levels according to different departments, different positions, and different responsibilities.

11. Salary Appraisal

Enterprises formulate corresponding performance appraisal methods based on the salary levels of each department and position as a performance appraisal of employee salaries. In addition, a certain amount of incentive funds will be set up depending on the operating conditions of the enterprise, and corresponding rewards will be provided.

12. Working days and working hours

Working hours are 40 hours per week, and the arrangement of working hours is determined by the enterprise. Due to the characteristics of business operations, some positions may work overtime. Overtime work will be compensated by the company.

13. Overtime work and compensation

In principle, employees should obey if employees are required to do additional overtime work, and overtime work will be compensated according to company regulations.

Chapter 4 Welfare System

1. Rest Days

Employees’ rest days are arranged by the enterprise according to different positions.

2. Annual leave

Enterprise employees can enjoy paid annual leave in the next year after they have worked continuously for one year. Specific leave measures shall be formulated by the company. In principle, annual leave should be taken all at once and cannot be accumulated to the next year. Annual leave should be used in accordance with regulations. Application for annual leave must be submitted by the applicant fifteen days in advance.

3. Statutory Holidays

Employees are entitled to the following ten paid statutory holidays each year:

1. New Year’s Day;

2 , Three days of Spring Festival (the first, second, and third day of the lunar calendar);

3. Three days of Labor Day (May 1, 2, and 3);

4. National Day There are three days of holiday (October 1st, 2nd and 3rd);

If employees cannot take leave on the legal holiday, the company will arrange to provide employees with compensatory leave within 30 days before or after the legal holiday. If compensatory leave cannot be provided for some reason, the company will provide compensation in accordance with relevant national regulations. (The 12-hour shift is calculated as one day).

IV. Sickness and personal leave

1. For every day of sick or personal leave that an employee takes, one day of daily salary will be deducted.

If the sick or personal leave is less than one day, it will be deducted on an hourly basis;

2. If the actual monthly salary during the sick leave is less than 80% of the city's minimum wage, the sick leave pay shall be calculated based on 80% of the city's minimum wage.

5. Medical Benefits

All hotel employees with labor contracts can enjoy medical benefits, which shall be implemented in accordance with current national policies.

6. Work-related injuries or deaths

If employees are accidentally injured at work, they should promptly notify their superiors. Any work-related injuries or deaths will be handled in accordance with the provisions of the national labor insurance.

7. Retirement Benefits

In accordance with government regulations, enterprises invest in pension insurance for employees.

Chapter 5 Hotel Rules

1. Personnel Information

Employees must report the following personal changes to the personnel department:

1 , Change of residential address and phone number;

2. Marital status;

3. Change of family members;

2. Personal appearance

Employees should remain neatly dressed at work. Male employees are not allowed to grow beards, and their hair should be trimmed regularly. The length of the hair should not cover the ears and collar. Female employees’ hair and makeup should be kept elegant. Accessories for female hotel employees are limited to watches, an engagement or wedding ring and earrings.

3. Nameplate

The hotel will issue a nameplate to each employee, and employees should wear it on their chests while working in the hotel. If it is lost or damaged, it should be reported to the Human Resources Department in time and the replacement procedure should be completed. The fee is RMB 15.

4. Lockers

1. The hotel will arrange a locker for each employee for changing;

2. Employees must keep changing their clothes regularly. The wardrobe should be clean and tidy;

3. Employees should lock the locker. The hotel is not responsible for compensation for any loss of property;

4. Employees are not allowed to store drinks, food and other items in the locker. Valuables;

5. Employees should use the locker locks issued by the hotel and are not allowed to use their own locks or add locks without permission;

6. Employees are not allowed to exchange lockers with each other without permission ;

7. Employees are not allowed to place flammable and dangerous goods in lockers;

8. Hotel management personnel will inspect lockers together with security personnel from time to time;

5. Uniforms

1. The hotel will issue uniforms to employees according to their job types;

2. Employees are not allowed to leave the hotel wearing uniforms;

3. Employees Uniforms should be changed before or after being laid off, and are not allowed to be changed during working hours;

4. Employees should change uniforms regularly as required and keep uniforms clean and tidy;

5. If an employee's uniform is off-line, it should be repaired in time. If the uniform is damaged, compensation will be paid at the price.

6. Hotel Facilities

Hotel employees are not allowed to use guest bathrooms during work hours.

7. Employee sign-in and sign-out

1. Except for the general manager, all employees of each hotel must complete sign-in and sign-out procedures during commuting time;

2. Anyone who signs in or out on behalf of someone or on behalf of someone else shall be in violation of store rules and will be severely punished;

3. Anyone who fails to sign in or out in time due to official duties shall contact us in a timely manner. Signature of the duty manager for confirmation.

8. Duty schedule

1. Hotel employees must be on duty according to the schedule prepared by the hotel and are not allowed to change shifts without authorization, otherwise they will be treated as absent from work.

2. Shift changes for personnel below the manager on duty must obtain the consent of the manager on duty, and shift changes for personnel above the manager on duty must obtain the consent of the general manager.

9. Application for personal leave

1. Employees cannot ask for personal leave without sufficient reasons;

2. If employees need to ask for personal leave, they should report to the head office The manager can apply for leave and can only take leave after being approved;

3. The personal leave period will be unpaid.

10. Unexcused absences

Employees who are absent from work or leave their jobs without authorization will be treated as absenteeism.

11. Employee Restaurant

1. Employees should dine in the restaurant at designated times according to the company’s arrangements;

2. Employees enjoy One free meal is provided every day.

12. Security Inspection

1. Employees must enter and exit through designated passages when going to and from work;

2. The hotel’s authorized security personnel have the right to inspect employees’ handbags and Packages, employees should be inspected;

3. Employees who bring personal items into the hotel should register with the security personnel on duty;

4. When employees leave the hotel with personal items or non-personal items , a store exit certificate signed by the general manager should be issued and submitted to security personnel for verification.

13. Personal property

Employees are responsible for taking good care of their personal property. Valuable items should not be brought into the workplace. The company will not be responsible for any losses.

14. Lost property

1. If an employee finds any property within the workplace, it must be handed over to the superior immediately;

2. If an employee finds any property within the hotel, If any personal belongings are lost inside, please report it to your superiors and security immediately.

15. Maintain reputation and protect hotel property

1. Employees are not allowed to engage in any activities outside in the name of the company without authorization;

2. Employees should pay attention to their social behavior To avoid damaging the reputation of the company;

3. Employees must take good care of the company's property and must not intentionally damage or steal it.

16. Smoking

Employees should smoke in designated places.

17. Announcements

1. All kinds of company announcements and instructions will be posted on the "Employee Notice Board";

2. Employees are not allowed to do so without authorization Post any notices in the company;

3. Employees are not allowed to change any notices without authorization.

18. Resignation procedures

1. All employees who resign must go to the personnel department to go through the procedures and return the relevant certificates and items issued by the company;

2. If employees lose relevant certificates or items, they should be compensated according to the price;

3. If the employee fails to return the relevant certificates and items, and fails to refund the relevant expenses as required, the company will refuse to issue the relevant resignation certificate and keep it. Legal recourse.

Chapter 6 Rules of Conduct

1. Work Attitude

As an employee of an enterprise, you should have the following work attitude;

1. Friendliness - you should welcome guests and get along with colleagues with a smile;

2. Etiquette - you should behave in a gentle and elegant manner, and respect guests and colleagues;

3. Diligence - — You should work diligently and competently, focusing on efficiency;

4. Integrity — You should be loyal and honest, do not lie, and pay attention to credibility;

5. Punctuality — You should strictly abide by working hours, You are not allowed to be late and leave early or leave your post without any reason;

6. Responsible - you should abide by your duties, do your job well, complete the assigned tasks, and protect the company's property;

7. Obedience —— Should obey the instructions of superiors;

8. Neatness —— Not only should personal appearance be kept tidy at all times, but also the working environment and tools should be kept tidy.

2. Handling hotel complaints

When a guest complains, the handling method is as follows:

1. Listen carefully to the guest’s opinions and record them;

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2. Within the scope of authority, you should first apologize to the guest and take remedial measures immediately, and report to the duty manager afterwards;

3. If you exceed the scope of authority, you should ask the duty manager for instructions or general manager, resolve it immediately.

3. Employee Complaints

1. If employees are dissatisfied with their work, they should raise it directly to their immediate superiors outside of working hours;

2. Employees If you cannot get a satisfactory answer or are unwilling to let your immediate supervisor handle it, you can make a complaint orally or in writing outside of working hours;

3. If an employee chooses to make a written complaint, he or she should indicate his/her name and department to show sincerity;

4. The company should make complaints for all employees and maintain absolute confidentiality.

IV. Confidentiality Clause

1. In order to protect the legitimate rights and interests of the enterprise from infringement and maintain the normal operation and management order of the enterprise, employees of the enterprise must abide by the confidentiality system.

2. Enterprises should make necessary archives of established rules and regulations, work processes, financial data, brand manuals, PR, communications and software office automation and other information materials to ensure that corporate secrets are not leaked.

3. Employees must be responsible for the confidentiality of the business they are engaged in and must not disclose the company's business secrets in any way.

4. Employees who violate confidentiality regulations will be deemed to be seriously negligent, and the labor contract between the party and the company will be terminated.

Chapter 7 Rewards and Punishments

1. Purpose

Encourage outstanding employees and strictly enforce corporate discipline.

2. Rewards

(1) Reward conditions

1. Those who actively provide rational suggestions and bring better benefits to the enterprise after being adopted.

2. Those who have improved business management, improved service quality and made outstanding achievements.

3. Provide the best service to guests, receive repeated praise from guests, and win a good reputation for the company.

4. Those who have made remarkable achievements in repairing old items, recycling them and reducing costs.

5. Protect corporate property, protect the safety of guests and colleagues, discover and eliminate major hidden dangers, and prevent major accidents.

6. Those who are loyal to their duties, consciously dedicated, and perform outstandingly.

7. Those who pick up gold are not ignorant.

8. Those who endure humiliation and grievance in order to protect the interests of the company.

9. Those who have made outstanding achievements in other aspects.

(2) Reward levels

The reward levels are divided into: notification of praise, corporate award, award of honorary title, and reward promotion. A one-time bonus may be issued when the above incentives are given.

(3) Reward Approval

When granting the above rewards, the manager shall fill in the "Employee Reward Approval Form", put forward the reasons for the reward and sign the opinions, and report it to the company's Human Resources Department for approval by the general manager. .

3. Punishment

Every employee must abide by the terms and regulations listed in the "Labor Contract" and "Employee Handbook", strictly perform their duties, and actively do their job well. If an employee Any violation will be subject to disciplinary action depending on the severity of the case.

Based on the employee’s degree of fault and the number of disciplinary violations, fault categories are divided into three categories: minor fault, serious fault and serious fault.

(1) The enterprise may record a minor mistake for an employee who commits one of the following acts, and may impose a financial penalty of 20 yuan to 100 yuan based on the nature of the fault committed by the party concerned:

1. Being late for no reason or leaving early;

2. Not wearing a work number plate when on duty, not dressing according to regulations, and appearance and appearance not meeting the prescribed standards;

3. Wear the work clothes outside the hotel;

4. The work clothes are not clean, wrinkled, damaged, or have buttons dropped and are not replaced or repaired in time;

5. Get together to chat when on duty, Going from post to post;

6. Walking or walking in the guest activity area except for business;

7. Using the guest restroom, guest telephone, and taking the guest elevator;

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8. When on duty, sing songs, whistle, put your hands on your hips, put your hands in your pockets, lean against walls, put on makeup, laugh and play, pick your nose, pick your teeth, make loud noises, snap your fingers, cut nails, etc.;

9. Not using service honorifics and neglecting guests;

10. Reading books, newspapers, magazines, picture albums or doing things unrelated to work while on duty;

11. Spitting everywhere, littering with paper scraps, peels, cigarette butts, sundries, etc.;

12. Behaving lazily, listlessly, slow, and low in work efficiency when on duty;

13. Smoking in a no-smoking area;

14. Absent from work due to illness and failing to call to ask for leave in time (within 4 hours);

15. Not participating without reason or with excuses Business training organized by the hotel;

16. Talking casually, fighting, not paying attention or cheating in exams during the training class;

17. Bringing personal belongings into the workplace;

18. Wearing a BP machine, ringing a mobile phone, or wearing work clothes while on duty;

19. Making private phone calls or visiting guests privately without permission while on duty;

20. Take a shower, get a haircut, or rest and entertain in the employee activity room while on duty;

21. Failure to comply with the job responsibility system and violate operating procedures and service procedures;

22. Failure to store bicycles and other private vehicles in the prescribed places;

23. Failure to eat according to the prescribed time and taking food out of the employee restaurant;

24. Taking personnel from outside units without permission or relatives dining in the employee restaurant;

25. Failure to provide services to guests within the prescribed business hours;

26. Recommendations or refusal of legitimate requests from other departments;

27. Things in the workplace are arranged in a disorderly manner, and the work area is poorly hygienic;

28. Eating or chewing gum while on duty;

29. In and out The hotel refused to accept inspection by security personnel;

30. Riding a bicycle in and out of the store without getting off;

31. Work, service, and hygiene failed to meet the required standards;

32. Ridiculing or imitating guests’ actions;

33. Sleeping in restaurants or workplaces after get off work or staying in guest activity areas in casual clothes;

34. Logistics and maintenance personnel , after receiving the repair report, did not arrive at the maintenance site within 15 minutes without valid reasons;

35. Mild violation of the "Employee Handbook" and other other rules and regulations.

(2) The enterprise may record a serious mistake for an employee who commits one of the following acts, and may impose a financial penalty of 100 yuan to 200 yuan based on the nature of the fault committed by the party concerned:

1. Refusing to obey the management’s instructions or work arrangements due to personal reasons;

2. Shifting duties, not taking responsibility, and delaying work;

3. Management’s response to Turn a blind eye, show favoritism or intercede for disciplinary violations;

4. Failure to provide polite services to guests according to prescribed procedures, resulting in general complaints from guests;

5. Leaving work without permission For more than 15 minutes;

6. Sleeping, watching TV, listening to recordings, knitting, playing poker, mahjong, chess or gambling in disguise while on duty;

7. Personnel on duty who are not on duty at conspicuous places of their posts or who are sleeping on duty;

8. Opening guest rooms privately;

9. Peeping, peeping, or harassing guests’ private lives;

< p>10. Drinking alcohol while on duty or going to work smelling of alcohol;

11. Peeping at pornographic books, magazines or publications and books expressly prohibited by the state;

12. Graffiti is written on the walls, floors, elevators, bathrooms, doors and windows and other public places within the enterprise;

13. Deliberately tearing up and smearing various promotional materials, blackboards, etc. posted by the hotel;

14. Posting various banners, slogans, proposals, notices, inspirations, promotional materials, cartoons, etc. in the enterprise without the approval of relevant departments and offices;

15. Deliberately destroying the public facilities of the enterprise* ** Facilities and equipment;

16. Refusing or avoiding participating in various public welfare activities organized by the company with excuses;

17. Failure to express opinions through proper channels and proper methods;

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18. Smoking in key fire prevention areas;

19. Moving or dismantling fire-fighting equipment without authorization;

20. Asking for tips or other items from guests;

21. Sowing discord among colleagues, between leaders, or between employees and leaders, creating disunity; fabricating and spreading rumors that damage the reputation of the company or employees;

22. Without approval Allowing outsiders to stay in employee dormitories;

23. Being criticized and educated by relevant departments due to personal misconduct;

24. Using items and appliances exclusively for guests without authorization

25. Severe violation of the company's "Employee Handbook" and other rules and regulations;

(3) The company may record a serious fault once for an employee who commits one of the following acts , and terminate the labor contract between the party and the enterprise:

1. National laws, regulations, and ordinances, subject to criminal liability or detention and review by judicial authorities;

2. Tampering, forgery, destruction Original records, bills, vouchers, profit from them, and enrich one's own pockets;

3. Stealing items from hotels, guests, and colleagues;

4. Making private transactions with guests, offering bribes, Accepting bribes or engaging in other unethical behavior;

5. Making trouble, fighting, disrupting work order;

6. Disclosing customer information, company secrets at will, or those that have not been released and implemented within the company Various matters;

7. Violation of job responsibility system, safe operating procedures, illegal command and causing accidents;

8. Violation of relevant national regulations on food hygiene, causing damage to guests or employees Food poisoning;

9. Perfunctory, altering, tearing up, and failing to submit customer complaints on time;

10. Absent from work for more than 2 days in a row or more than 3 days in total within a year;

11. Engaging in obscene sex transactions with clients, pimping clients or participating in such activities;

12. Engaging in second jobs or other non-work-related profit-making activities during working hours Activities;

13. Using hotel food, drinks, and items to entertain friends and relatives for free without permission or arranging free accommodation;

14. Poor service causing vicious complaints from guests;< /p>

15. Violate national family planning regulations;

16. Deliberately create and issue various false certificates;

17. Fraud on sick leave certificates to obtain rest;< /p>

18. Alcoholism, gambling, fighting, fighting, intimidation, drug abuse or other hooliganism;

19. Putting guns, ammunition and other injured

Bringing personal weapons, flammable and explosive items into the hotel;

20. Failure to express opinions through proper channels and proper methods, and refusing to listen to dissuasion, deliberately disrupting the order of the meeting venue or office, or fucking in public Noisy venues and guest activity areas;

21. Deliberately destroying or violating the implementation of the company's rules and regulations;

22. Seriously violating the company's "Employee Handbook" and other other rules and regulations .

The number of employees' disciplinary violations and mistakes will be counted cumulatively within twelve months. If there are two minor mistakes and two serious mistakes, or three minor mistakes and one serious mistake, the labor contract will be terminated.

(4) Processing and execution authority

1. Mild negligence

First time: written warning, second time: negligence, third time: A final warning: Punishment will be carried out according to the reward and punishment regulations, and the hotel general manager has the authority to exercise it. Three or more times: dismissal or expulsion, punishment will be implemented according to the reward and punishment regulations, and will be approved by the company's Human Resources Department after verification by the hotel general manager.

2. Serious negligence

The first time: fault, the second time: final warning, the punishment will be implemented according to the above provisions, and the hotel general manager has the authority to exercise it. Third time: Resignation or expulsion, punishment will be implemented according to the reward and punishment regulations, and the hotel general manager will verify and report to the company's human resources department for approval.

3. Serious negligence

First time: dismissal or expulsion, the punishment will be implemented according to the above provisions, and the hotel general manager will verify and report to the company's human resources department for approval.

6. Procedures for filling out and executing the "Default Form"

1. When managers discover that an employee has violated discipline, they should immediately fill in the fault form and record the name of the violator, the time of the violation and the fact of the violation. and submit it to the violator for signature. If the violator refuses to sign, the supervisor of the violator shall sign for confirmation.

2. The hotel shall approve the number of disciplinary violations and the level of disciplinary action. After being signed by the person exercising disciplinary authority, it shall be sent to the violator and his or her supervisor respectively.

3. When dismissing or expelling employees who violate disciplines, the hotel general manager should report to the company's human resources department for approval.

4. Punishment for disciplinary violations shall be limited to one year

Chapter 8 Safety Code

In order to ensure the safety of national property, guests and employees, all employees must keep in mind : Without safety, there would be no tourism industry. Safety is the most important thing.

1. Safety Code

1. Conscientiously implement the safety post responsibility system of "whoever is in charge is responsible, whoever is on duty is responsible, whoever operates is responsible".

2. Strict smoking control. Smoking is not allowed in warehouses or places where flammable materials are stored, and cigarette butts and matchsticks are not allowed to be thrown around.

3 It is strictly prohibited to install various electrical equipment without permission or to install wires randomly. Regular inspections of the electrical equipment of long-term hotel guests should be carried out.

4. It is strictly prohibited to bring guns, ammunition, poisonous items, flammable and explosive items into the enterprise. When the above items are discovered, the leadership must be reported in time.

5. It is not allowed to use or disassemble various fire-fighting equipment and fire-fighting tools without authorization.

6. Large amounts of cash and valuables are not allowed to be stored in lockers or offices.

7. Strictly implement the visitor registration system, and report any suspicious behavior to the leadership immediately.

8. Be familiar with the key safety precautions of this department and position, strengthen safety inspections, and strictly abide by safety operating procedures and safety responsibility systems.

9. After get off work and before work, you must carefully check the safety status of your position to eliminate potential safety hazards.

10. Outsiders are not allowed to stay in employee dormitories without approval.

11. Earnestly implement the Food Hygiene Law and strictly prevent food poisoning.

2. Fire Prevention Measures

In the event of a fire, no matter how big or small, the following measures must be taken immediately:

1. Report to the hotel leadership. If the fire is large, , is developing rapidly. You should call the hotel switchboard immediately to call the police. When calling the police, state the specific location of the fire, burning items, size of the fire, and the name and position of the caller.

2. Use on-site fire-fighting equipment to actively put out fires.

3. Close all doors and windows at the fire site and cut off the power supply.

4. If the fire may cause life-threatening danger, the commander should actively assist the command staff to evacuate the guests and redundant personnel on site from safe passages. It is strictly prohibited to use elevators.

5. Be more vigilant at the fire scene to prevent criminals from committing crimes indiscriminately.

6. You must absolutely obey the command of the top manager at the fire scene, work hard to put out the fire, actively extinguish the fire, and display a spirit of dedication.

Chapter 9 Revision and Interpretation

According to management needs, the enterprise may revise the contents of the employee handbook after consultation. If the contents of the manual conflict with national regulations, the national regulations will apply.

Home Inns Hotel Chain Company

Employee fault sheet

Name of violator and department

Position/position time of disciplinary violation

Level of fault

1. Mild ( ), Article ( )

2. Severe ( ), Article ( )

3. Serious ( ) , Article ( )

Number of fault records

First time ( ), second time ( ), third time ( ), fourth time ( )

< p>Discipline violation facts

Handling opinions

Notice of criticism ( ), financial penalty ( ), record fault ( ), terminate contract ( )

Review and approval Date of signature of approval opinion

Department manager

Vice general manager in charge

Human resources manager

General manager

Disciplinary violation Signature of person: Signature of auditor:

Note: This form is made in duplicate. The department keeps one copy, and the company's human resources department files one copy

Home Inn

Employee fault sheet

Name of the offender and hotel name

Disciplinary violation time of position/position

Level of fault

1. Mild (), Article ()

2. Severe (), Article ()< /p>

3. Serious ( ), Article ( )

Number of fault records

First time ( ), second time ( ), third time ( ) , the fourth time ( )

Discipline violation facts

Handling opinions

Notice of criticism ( ), financial penalty ( ), record fault ( ), terminate the contract ( ) )

Signature date of review and approval opinion

Duty manager

Hotel general manager

HR manager

General Manager

Signature of the violator: Signature of the auditor:

Note: This form is made in duplicate. The hotel keeps one copy and the company's human resources department files one copy

Home Inns Hotel Chain Company

Approval Form for Rewards for Employee Suggestions

Name of Winner Unit

Position/position date

Reason for award

Reward level

1. Notification of praise:

2. Company award:

Amount of award

Date of signature of approval opinion of the approving department

Human Resources Department

General Manager

Remarks

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Signature of the winner:

Note: This form is made in duplicate. The department and hotel should keep one copy, and the company's human resources department should keep one copy.