Code of conduct for hotel employees

In order to maintain good service quality and efficient service and ensure the normal working order of the hotel, the staff code of conduct and staff management system are formulated, and all staff are requested to implement them seriously.

Second, the disciplinary procedure:

1. If an employee is subject to any disciplinary action, the department will issue an employee foul notice, which will list the details of the employee's foul and the reasons for the punishment. After the punished employee signs, the department manager signs, submits it to the Human Resources Department for review, and submits it to the General Manager for approval. It can also be notified directly by the human resources department, and the procedure is the same as above.

2. If the employee is disciplined, it will be recorded in the form of points. If you are punished again within the validity period of punishment, the points will be accumulated and the validity period of punishment will be extended accordingly. After the expiration of the penalty period, the points will be cancelled naturally. Within the validity period of the punishment, if the employee's accumulated points reach 10, he will be given the disciplinary punishment of dissolving the labor relationship (dismissal). In principle, employees shall not be promoted to positions or salaries within the validity period of punishment, and shall not participate in the selection of outstanding employees or similar selection activities. Deduct the salary of the current month according to the categories of employees who are punished. If the evidence of the employee's foul is conclusive, but he refuses to sign the employee's foul notice, the department manager and the human resources department will sign it directly, and it will take effect after being approved by the general manager.

Three, the punishment category, validity, deduction and deduction of wages:

Disposal category

verbal warning

written warning

Serious warning

Final warning

Dissolution of labor relations in violation of discipline (dismissal)

Valid for one month, two months, three months and six months, effective immediately.

Integers 1, 3, 5 and 8, 10.

Wage deduction: 50 yuan, 20 yuan 100 Yuan, 300 yuan, 200 yuan.

Fourth, the category of punishment.

(1) Verbal warning

1, working hours, disheveled, dirty clothes, not dressed according to regulations, not wearing badges.

2. Failing to enter or leave the hotel according to the designated staff passage.

3, non-work needs to wear overalls out of the hotel.

4. Hanging around the hotel after work or holidays.

5. Eat in the staff canteen on non-working days.

6. Smoking outside the prescribed area (non-business point).

7. It is impolite to grab the road in front of the guests, interrupt their conversation, lean against the door wall, yawn, stretch, cut your nails, pull out your beard, pick your ears, pick your nostrils and so on.

8. Failing to park bicycles, mopeds and motorcycles at designated places.

9. Wash personal clothes in the bathroom.

10, dye a colored hair.

1 1. You can't get in and out of the hotel without a bike.

12, grow long nails or apply colored nail polish.

13, when you see a guest in the store, the superior does not take the initiative to say hello.

14, taking a bath during working hours without approval.

15, spitting and littering in the hotel.

16, don't wear mobile phone and BP machine during working hours.

17. If the nature of the mistake is similar to the above-mentioned clause, it shall be punished according to the above-mentioned clause.

(2) A written warning

1, being late for no reason, leaving early, leaving the post, or being on duty.

2. Bring relatives and friends into the store to visit, bathe or play privately, or bring a license plate into the hotel area.

3. Non-work needs to cross the lobby to stay in the business premises and use the guest bathroom.

4. Stealing food from employees' restaurants, kitchens, warehouses or business premises without consent.

5. Make personal calls during working hours or at non-designated places without permission.

6. Playing, eating snacks, doing private things, reading newspapers, dozing off during work hours, chatting, making noise, sneaking around and behaving badly in business places.

7. There are all kinds of behaviors that waste public property.

8. The service does not use greetings, polite expressions or forbidden words.

9, vandalism, such as graffiti on walls, toilets, elevators or hotel items.

10. Lend your locker key to others.

1 1.

12, causing general complaints from guests.

13. Ask others to punch in or punch in for others.

14. If the nature of the mistake is similar to the above clause, it shall be punished according to the above clause.

(3) Serious warning

1, and the gleaning will not be handed in.

2. Don't pay the guests tips, gifts and property.

3. Do not obey the instructions of superiors without reason, and do not accept the relevant inspections authorized by superiors and hotels.

4. Sleep during working hours, make noise, play cards, watch TV and abuse colleagues.

5, drunk to work or work time with a little drunk.

6. Forgery of hotel records and fraud.

7. Delaying work or causing adverse effects due to dereliction of duty.

8. Enter the guest's room without permission.

9, private use, private eating, smuggling hotel property or private use, private eating guest property.

10, provocative behavior towards superiors, colleagues and guests.

1 1, unauthorized use of guest rooms or other guest facilities.

12, the complainant who caused the guest's dissatisfaction.

13. Employees check into hotels privately or bring relatives and friends to dormitories privately.

14, inviting employees' relatives to visit without permission, causing adverse effects.

15, leaving the job or hotel without authorization during working hours.

16, smoking outside the specified area (in the hotel business area).

17. Hotel supplies are hidden in the locker.

18. If the nature of the mistake is similar to the above-mentioned clause, it shall be punished according to the above-mentioned clause.

(4) Final warning

1, dereliction of duty, resulting in adverse effects.

2. If the circumstances of illegal operation are serious or work-related accidents are concealed.

3. Do not meet the hygiene standards or damage the property of the hotel and guests due to negligence or seriously waste the property of the hotel.

4, shielding and conniving at all kinds of illegal acts.

5, unreasonable, affecting normal work.

6. Use naked flames and high-power electrical appliances in the hotel without approval.

7. Private hotel key.

8. Failure to abide by safety rules and regulations, failure to keep or use toxic, flammable and explosive dangerous goods as required, and various behaviors that threaten the safety of hotels or colleagues.

9. Dereliction of duty, violation of operating rules, resulting in damage to machines, equipment and articles.

10, write threatening letters or anonymous letters to create rumors or maliciously slander hotels, guests and employees.

1 1. Employees quarrel and abuse each other.

12, engaging in recreational activities during working hours and workplaces without approval.

13, selling things, collecting money and giving speeches in hotels without permission.

14. Accept or provide anything of value to the stadium for personal purposes.

15. Deliberately failing to complete the scheduled workload.

16, illegal exchange of foreign currency.

17. Failure to implement service specifications and working procedures.

18, delaying the execution of superior instructions or deliberately slacking off.

19, any form of gambling in the hotel.

20. Unauthorized use of hotel facilities, equipment, meters, instruments or other hotel property.

2 1. turned a deaf ear to the loss or damage of hotel property, and provided false information when being investigated.

22. If the nature of the mistake is similar to the above-mentioned clause, it shall be punished according to the above-mentioned clause.

(5) termination of labor relations and dismissal in violation of discipline.

If an employee commits one of the following acts, he will be dismissed or expelled for violating discipline, and the labor contract will be terminated.

1, hotel and guest property damaged.

2. Drink and fight in the hotel.

3. Disobeying management and contradicting leaders in public.

4. Arguing with guests or refusing to receive them as an excuse.

5. Causing serious complaints from guests.

6. Go to work after possessing drugs or taking stimulants.

7. Stealing the property of hotels, guests and colleagues.

8. Leave valuables forgotten by guests without permission.

9. Receiving, disseminating and copying obscene publications and audio-visual products.

10, having an improper sexual relationship in the hotel.

1 1, ask the guests for tips or other benefits.

12, forging, altering or falsely reporting relevant vouchers for profit.

13, entertaining clients, introducing prostitutes, and conducting obscene transactions with guests in hotels.

14, leaving the hotel or sharing hotel property without authorization.

15, providing hotel internal documents or materials to outsiders without permission, revealing hotel marketing, finance, personnel and management secrets.

16, taking advantage of his authority or work to embezzle, demand and pay bribes, and obtain illegitimate interests.

17, taking advantage of his position to take revenge.

18, due to dereliction of duty, the backlog of materials is unsalable, and the economic loss exceeds 5,000 yuan.

19, possession of guns, ammunition, various weapons and inflammable and explosive articles.

20 accidents and economic losses caused by poor management, command errors and dereliction of duty, with a value exceeding 5,000 yuan.

2 1, using the convenience of work to open a black account, infringing on the interests of guests.

22. Take advantage of work to avoid accounts and infringe on the interests of the hotel.

23, the use of fire fighting equipment and fire fighting equipment without adverse effects.

24. Being detained, reeducated through labor or sentenced by judicial organs in violation of national laws and regulations.

25. Guests who cause serious dissatisfaction or major complaints or are criticized by news media or higher authorities.

26, rummaging through the guest's belongings, causing guests to complain.

27. Do not obey the hotel's work transfer or arrangement without justifiable reasons.

28. Fighting or excuses cause disputes in the hotel area.

29. Bringing food and raw materials from employees' restaurants, kitchens, warehouses or business premises without permission.

30. If the nature of the mistake is similar to the above-mentioned clause, it shall be punished according to the above-mentioned clause.

5. Employees who violate discipline and cause economic losses to hotels or guests may be fined or ordered to compensate for economic losses according to their circumstances while giving the above treatment.

6. Employees who eat food from hotels or guests in violation of discipline should be compensated or fined according to the retail price of food when being dealt with.

Seven, hotel employees because of fighting and causing injuries to others, while giving the above treatment, not only to compensate the other party for lost time, medicine, transportation and other expenses, but also to investigate their legal responsibilities in serious cases.

Eight, dismissal of employees, disciplinary action, from the date of approval, and written notice to myself or the local labor department, public security police station, etc.

Nine, leave without pay

1. This clause is applicable to employees who violate discipline and wait for the hotel to investigate and decide whether to terminate their labor relations (dismissal). During the investigation, employees must cooperate.

2. This period shall not exceed 14 days.

3. When the relevant departments deal with employees, they must report to the Human Resources Department for review, and the Human Resources Department can only take effect after reporting to the General Manager for approval.

4. If an employee violates the public security regulations and needs to attend the trial or wait for the judgment, the hotel will leave his post without pay during the trial and judgment.

Ten, which constitutes a criminal offence, from the date of promulgation.

XI。 Provisions on punishment of management personnel

If managers complain about their employees because of poor management, the hotel will give them education, demotion and dismissal according to the actual situation after investigation. Managers who cause losses to hotels and guests due to poor management will compensate economic losses or give corresponding administrative sanctions according to the responsibilities of direct leaders and indirect leaders respectively. If the same problem causes more than two serious complaints from guests and fails to be effectively rectified, it will be demoted to dismissal.

12. Employees have the right to appeal. If the employees of the treated party are dissatisfied with the treated party, they can appeal to the hotel management office within 5 days from the date of the announcement.