Will the hotel be rented again in half a year?

Employment regulations

I. Employee categories:

1. Intern: Students from tourism schools or similar schools are accepted as interns by the hotel. The internship period is generally 6- 10 months. The hotel does not sign labor contracts with interns, but only internship agreements. After the internship expires, interns who pass the examination can be exempted from the internship period when they are formally hired.

2. Temporary workers: The hotel can hire temporary workers as needed. The employment period of temporary workers will be determined according to the needs of the hotel or end at the same time as the work.

3. Probation employees: new employees hired by the hotel according to the probation conditions. At the end of the probation period, you need to pass the examination, and those who fail will not be hired. The department manager can propose to extend or shorten the service life (up to 3 months) according to the working conditions and business skills of employees. If the employee fails to meet the job requirements again, the job will be terminated.

4. Regular employees: those who pass the trial will become regular employees. , enjoy the treatment of formal employees.

5. Invited guests: The hotel employs experienced senior hotel managers and people with professional skills according to the needs of work and development. The interview and treatment of special personnel shall be approved by the general manager and a special agreement shall be signed.

Two. Contract Term/Contract Renewal

1. Contract term: the contract term is generally one year and the probation period is generally two months. After passing the test, the probation period will become part of the contract.

2. Renewal: Before the contract expires, it shall be approved by the department manager according to the specific performance of the employees and submitted to the general office for approval.

Three: employee recruitment:

The general manager's office is responsible for the recruitment and dismissal of all hotel employees, and reports to the general manager for approval. Other departments and personnel have no right to deal with it.

If the department needs to increase personnel, it shall be reported to the general office in the preparation of the department, and the general office shall be responsible for recruitment. Department managers can participate in the interview, and those who exceed the establishment should be reported to the general manager for approval, and the general office will be responsible for the approval.

Hotel staff recruitment adopts the methods of open recruitment, fair competition and merit-based recruitment. Anyone with relevant academic qualifications, professional knowledge or work skills and good health can consult the hotel and apply for relevant positions.

When applying for a hotel job, job seekers need to provide relevant certificates, such as ID card, education certificate, technical grade certificate, health certificate, family planning certificate of floating population (non-urban population) and so on. Fill in all the columns listed in the application form truthfully, and be willing to undertake the responsibilities listed in the application form. Personal information such as employee's identity, address, telephone number and marriage relationship is changed. , it shall immediately notify the general office. If the information provided is correct or unknown, personal losses are at your own risk.

Employees employed by the hotel must undergo business assessment, qualification examination and physical examination. Those who are in good health will be interviewed by the general office and the employing department and reported to the general manager for approval. Only after passing the examination and approval can they be employed.

Employees should have regular physical examinations after entering the job, and should stop working immediately if they find any diseases that are not suitable for service. If you recover within the prescribed medical period, you must produce valid certificates from medical institutions at or above the county level before you can apply for recovery. If it cannot be restored, the employment relationship can be terminated.

All hotel employees will implement the trial system. The probation period is generally 1-3 months (depending on the type of work). After the expiration, both parties formally signed a labor contract. If the employee is unqualified, the employment qualification will be cancelled or the probation period will be extended. The employing department or general office has the right to extend or shorten the probation period according to the specific performance and business ability of employees, and the probation period shall not exceed 3 months. However, if the internship expires or the original hotel industry has rich working experience, the probation period may be exempted.

Four, new employees into the store procedures:

1. For the employees employed by the hotel, the head office is responsible for filling in the Notice of Personnel Change and notifying the employing department.

2. After employees are hired by the hotel, they need to pay pre-job training fees in 50 yuan and post-job training fees in 300 yuan. Pre-job training fees are not refundable. Pre-job training fee: if an employee resigns after the hotel service expires for more than one year (including probation period), all the post training fees paid by him can be refunded after completing the formalities; If the service expires for half a year and less than one year, after completing the formalities, 50% of the post training fees paid by them can be refunded; If the service expires for three months but less than half a year, after completing the formalities, 30% of the post training fees paid by employees can be returned; If the service period is less than three months or the resignation formalities have not been completed, the post training fee will not be refunded.

3. If a new employee cannot pay the post training fee in one lump sum due to financial difficulties, he shall submit a written application to the general office and deduct it from his salary after approval by the general office. However, the pre-job training fee must be paid in one lump sum before joining the company. All expenses will be charged or deducted by the finance department.

4. New employees must have a physical examination before taking up their posts, and at the same time have a regular physical examination according to the health requirements of hotel employees, and all expenses shall be paid by individuals.

5. When new employees join the company, they will receive the employee number plate, locker key and employee handbook for free. If it is lost or damaged, you need to pay 10 yuan for each piece before you can reissue it. If the work number plate is naturally damaged, you can replace it with a new one according to the old one.

6. New employees will receive 2 sets of employee uniforms free of charge when they join the company, and are not allowed to go out of the hotel. Clean uniforms should be returned to the hotel when leaving office, and compensation should be paid according to the price if it is considered damaged.

7. Employees during probation period do not enjoy bonus treatment and any holidays.

Verb (abbreviation for verb) Employee resigns:

1. Hotel employees have the right to resign during the probation period, but they must submit a written application to the hotel one week in advance and check out after approval.

2. If hotel employees need to resign during the contract period, they must submit a written application to the hotel one month in advance, which will take effect only after being approved by the department manager and the head office. The person in charge or above shall be approved by the general manager.

3. After the employee's resignation application is approved, he shall go through the resignation formalities according to the regulations. (1) Handle the handover procedures with the subordinate departments and pay off all work-related materials, money and accounts. Matters and so on. ; (2) Settle all financial accounts with the Finance Department; (3) Go through the formalities in the security department; (4) Go to the general office to return the employee handbook, dormitory, work number plate and uniform.

4. If an employee resigns without submitting a written application one month in advance, he can go through the resignation formalities in advance, but he should use one month's salary as compensation. Anyone who leaves his post without approval, the hotel has the right to ask him to return to his post and order him to compensate for the losses caused.

5. If an employee who is on-the-job training or going abroad for training resigns during the contract period, he shall compensate the hotel for the losses caused by the training agreement.

6. The resignation of general employees is approved by the general office, and the resignation of managers, department clerks, skilled workers and external employees above the department level is approved by the general manager.

7. The examination and approval authority for post training fees that can be returned to employees according to regulations is consistent with the examination and approval authority for resignation.

6. Dismissal and dismissal:

1. When a hotel employee is found not to meet the post requirements of the hotel during the probation period, the hotel has the right to dismiss him without paying any compensation.

2. If an employee violates the labor contract, employee handbook and other rules and regulations of the hotel during his/her employment, he/she will terminate the labor contract free of charge at any time according to the regulations and be dismissed. Those who are fired will not get any compensation. If the interests of the hotel are seriously damaged, the hotel will reserve the right to recover the losses according to law.

Any employee who is detained or sentenced for violating national laws should be dismissed.

4. If an employee is injured or sick on business and cannot work after the medical treatment period stipulated by the hotel expires, the hotel will pay compensation according to the employee's working years in the hotel.

5. When the hotel needs to lay off staff due to its operating conditions, the head office will notify the staff 30 days in advance, or pay an extra 30 days' salary as compensation.

6. When each department dismisses or dismisses employees, it shall fill in the Punishment Notice, which shall be signed and confirmed by the dismissed employees, and the reasons shall be reported to the general office, and the resignation formalities can only be handled after being approved by the general manager.

7. If the employee is dismissed due to hotel operation reasons, the employee's post training fee will be refunded; Employees who are dismissed or dismissed for violating the labor contract, employee handbook or other rules and regulations of the hotel will not be refunded; If a post employee is dismissed because he does not meet the post requirements during the probation period, the hotel will refund part or all of the post training fees as appropriate according to the specific performance of the employee.

8. The examination and approval authority for post training fees that can be returned to employees according to regulations is consistent with the examination and approval authority for dismissal and dismissal.

Seven, personnel change procedures:

1. After the probation period expires, the post grades of new employees such as grading, demotion, promotion and salary adjustment will change with the employees.

2, any form of change, should fill in the personnel change notice and the examination form, after approved by the relevant personnel, to the comprehensive office for the record.

3. Approval authority for personnel changes: employees below the junior level shall be approved by the department manager and the director of the comprehensive office; The grading of employees shall be approved by the department manager, the director of the comprehensive office and the general manager; Grading by leaps and bounds and grading by special types of work shall be examined and approved by the department manager, chief of staff and general manager.

Personnel management system

-Attendance regulations

Working hours:

Hotel is open 24 hours a day, 365 days a year.

Employees work 8 hours a day (excluding meal time), enjoy two days off every month, and implement a rotation system.

Due to business needs, the hotel has various working shifts and does not provide any special shifts for employees.

Employees should work according to the work schedule set by the department, and they are not allowed to transfer classes without permission, otherwise they will be treated as absenteeism.

Overtime, overtime, accumulated holidays and paid holidays

Overtime refers to the time when employees come to work on the prescribed rest days because of work needs. Overtime refers to the working time that can't be completed on time because of the heavy workload.

Work tasks completed during working hours, which are not completed due to personal factors and continue to be completed after working hours, are not regarded as overtime.

Overtime should be approved by the department manager in advance, otherwise it will not count. All departments should try their best to arrange the labor force reasonably and strictly control overtime.

Overtime and overtime should be arranged at the same time in principle and should be completed within 30 days. However, if the employee works overtime for one day due to the inability to arrange compensatory time off, the employee shall be paid 100% of the daily salary; Pay 200% of the daily wage for overtime work on national statutory holidays; Add some points to the monthly cumulative calculation, and less than 4 hours in the month will not be calculated; Accumulate 4 hours in a month, calculate by half a day's daily wage, and so on.

Attendance personnel of all departments should fill in overtime and overtime statistics in time, indicating time, name, days, points and reasons, and make a form at the end of each month, which will be submitted to the general office for approval after being signed by the department manager.

If employees really need to take time off or leave, department managers can decide whether to approve the leave or leave according to the work situation. Accumulated holidays and paid holidays cannot be implemented across months in principle.

Attendance system:

Unless otherwise specified, all employees should punch in and out of work. The record card is the employee's personal attendance record and the correct basis for salary calculation.

The attendance settlement date is: 65438+ 0 day of each month to the last day of the month.